A recent WSJ article reported on Pimco’s workplace discrimination lawsuits said, “The more things change, the more they remain the same.” Thankfully, investors and clients are now monitoring if these diversity initiatives are superficial or if corporations are making the actual change.
“First, notice if the company job descriptions are gender-neutral as this is a good first signal that the company cares about inclusion. During the interview, it should be conversation-focused and collaborative. If they’re talking over you as if they’re using a checklist, that is a red flag. You can also gain information by asking the interviewer questions about themselves. Ask about their role and why they decided to work with this company. Take notice if they’re passionate about their work.
Diversity, equity, and inclusion are a daily opportunity to challenge unconscious biases, question our practice, policy, process, tool, resource, service, product, and activity through a DE&I lens? What is missing, and what can we do better? Don’t be satisfied with any pat answer. Set your standards and have the company rise to them — this is one of many ways to impact change positively.”Serena Fong, Vice President of Strategic Engagement, Catalyst
While taking these actions doesn’t give you a perfect picture of a company’s culture, they will provide you with more data and information to help determine an organization’s commitment to creating and sustaining a diverse, equitable, and inclusive workplace.”, the world’s leading diversity recruitment company. She developed the first version of Mogul, which now enables recruitment access to over 430MM women and diverse professionals across 195 countries through its patent-pending inventions.