PPB June 2020

races, ethnicities, religions, abilities or any other demographic diversities. Hiring should always be about finding people with the right skills, behaviors and potential for your business. In addition, look for people whose values align with your company’s values. Here are a few strategies to consider: • Build a diverse management team • Evaluate the language in your job descriptions to minimize bias • Ask employees for referrals • Adopt a blind recruitment process • Define your interview process and diversify your pool of interviewers • Post job openings in a variety of networks, media and publications By no means is this a message to fire people on your team and replace themwith “more diverse” people. Rather, when a new position becomes available, howmight you search for new candidates differently? Consider more specific, often marginalized groups and what unique perspectives or skills members of these groups might bring to the job: 50-plus workforce, individuals returning from a career break, individuals with criminal records, LGBTQ+ individuals, minorities, people with disabilities, veterans, work-authorized refugees and immigrants. The list goes on. These groups are often highly skilled, loyal and motivated, but the most job insecure and those hardest hit when crises like the COVID-19 pandemic arise. When you look for new talent, expand your search and give everyone a fair chance. You may find someone amazing who brings new perspectives, fresh talent and innovation to your team. Continue Your Diversity, Equity And Inclusion Journey As you implement change, stick to a plan so that you can track and measure progress. Perform regular check-ins to gauge adoption across your organization and keep a pulse on how your employees feel about the change. As you wrap up one ARTS strategy implementation, identify another initiative you can undertake to move further in your diversity, equity and inclusion journey. Diversifying your company and workforce is a journey, not a one-time strategy implementation. It is a repetitious process in which you assess and re-assess your organization’s health to identify areas of growth and development. The effort you put into this commitment should not be motivated to check a box. Your motivation and intent should always be for the development and care of the people who make up your organization. It empowers your people and your organization to flourish. Every person is uniquely different and carries an individual set of attributes, knowledge and qualifications that are exclusive to them. This exclusivity can provide unlimited value to a company, especially one that is looking to remain competitive, current and relevant. It takes courage, commitment, communication and accountability to embark on this journey. Are you ready? PART 1 in the April issue discussed the vital role company culture plays in a diverse, equitable and inclusive organization. PART 2 in the May issue focused on creating an inclusive environment. Julie Kwan is manager, diversity and learning engagement at PPAI. Download PPAI’s New Playbook For many, diversity, equity and inclusion may seem an overwhelming concept to implement in business, but there are practical, powerful steps you can take for your organization. To begin your diversity, equity and inclusion journey today, download your copy of PPAI’s Diversity, Equity And Inclusion Playbook at ppai.org/advocacy/diversity-inclusion. If your company has a story to tell about developing a diverse, equitable and inclusive organization or team, email Julie Kwan at juliek@ppai.org. Diversity At Work Distributor Spectrum Designs, a PPB 2019 Greatest Companies To Work For, was founded with the mission of employing young adults with autism and related developmental disabilities so they can lead full and productive lives. “Our founders knew there was something more fulfilling for these individuals than sedentary, non-productive day programs, once school-based services ended at age 21. Our organizations endeavor to show that people with disabilities are deserving and capable of opportunities and a fare wage for the work they do.” – Lee Anne Vetrone, development manager at Spectrum Designs Supplier Knotty Tie Company, profiled in PPB ’s June 2019 issue, is on a mission to produce sustainable products and employ refugees to allow them to use their skills while learning English. “At Knotty Tie, we know and demonstrate each and every day that refugees are not a burden; in fact, refugees have an abundance of skills that are at the heart of our company's competitive advantage. Their abilities have a positive effect on our lives, our company, our economy and community, and if we help and develop refugees’ skills further, instead of ignoring or demonizing them, we can make our economy and community stronger.” – Jeremy Priest, president, CEO and cofounder of Knotty Tie FEATURE | Diversity 80 | JUNE 2020 |