Join Pat Wadors for an in-depth discussion in this video Integrate DIBs into the employee life cycle, part of Diversity, Inclusion, and Belonging.
- DIBs, belonging, diversity, should be in the DNA of everything what we do. I don't like it to be an initiative, so I've asked my team and I asked my leaders to think about it in every employee experience moment we've got. Do you feel a sense of belonging when you get a call or an inmail from LinkedIn? When you walk on campus do you see people like you? Do you feel like you're part of a team or do you feel additive, do you feel celebrated because of your neat background? Do we say "I'm so excited you came here, you did blank at this company, you have that kind of experience, please bring that here, it's so different than what I have." Are we pulling that difference in and welcoming it and celebrating it in an overt way? I think we seek it, but I don't think we celebrate it as much traditionally in the recruiting process, so I want those celebrations to occur.
When we do hiring decisions, we put breaking bias, a little video, before you press offer. Are you hiring in your image? Is the compensation fair? What's it look like internally? You slow the brain down, like, let me look, I didn't think about that, or yeah, I thought about that and I'm all good. If you put it in moments of decision making, smarter, better, it does slow you down but I think it's better outcome. When we do performance reviews, we educate.
Is there nuance for gender in there? Are you explaining a woman's leadership style different than a man's, in a negative way? Are you giving them the same promotion velocity for a Latino versus a white male? Is there a pattern that could emerge? Are you aware of any conscious or unconscious bias that might creep in? And again, slowing us down in those rhythm of the business things, make us a better, healthier business.