Over the past year, our world took many different, critical paths. Today, we want to discuss diversity and inclusion in our workplace. And how the issues have developed over time and the opportunities to pursue for our future.
Our guests are Courtnee Carrigan, CEO & Executive Trainer, Raising the Bar Performance Group.
Plus we have Tim Harman, Senior Consultant, Workforce Innovation Center.
In part one of our two part series, we cover the historical aspects of diversity and inclusion. In this episode, we assess where we are right now regarding the workplace, and the opportunities created for everyone.
The future has great promise for diversity and inclusion.
Job seekers need to participate in this change. Conduct a self-assessment to learn what relevant skills you have. And align your expectations to the job market.
- What transient skills do you have?
- How are your communication, writing, organizational, and leadership skills?
- Do you have subject matter expertise?
The burden is on the job seeker to make your skill set relevant. That could mean taking advantage of training and certification that is available in your area.
Additionally, job applicants need to realistically face the market and the value of jobs. This includes your salary expectations and market reality. There are many experienced workers who expect their next employer to pay for their historical accomplishments. This may not be the case.
Life long learning can contribute to your increased job market value.
This helps ensure your skills meet today’s demands in the workplace. Participate in webinars and meet-up groups.
Many employers claim job applicants “aren’t qualified.” There seems to be a huge disconnect in the recruiting endeavor. Opportunities exist for employers to invest further in the candidate experience to learn if there is a fit. Employers have automated the applicant process, which can be helpful. However, without a well-informed person reviewing the candidates, employers are potentially missing out.
Here are recommendations for employers to consider.
- Review your job postings to ensure they aren’t ruling people out because “requirements” are out of date.
- Evaluate their application process for those “screen out” steps that may have unintended consequences.
- Understand the laws vs. your internal practices. This means understanding the nuances between part-time and 1099, full-time and remote working or flexible scheduling options.
And finally, both job-seekers and employers need to remember. The federal Age Discrimination in Employment Act (ADEA) protects job-seekers and employees over the age of 40. Once a person hits 40, you may need protection against being discriminated for your age.
Here is a link to the resources sheet mentioned in the podcast.
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Recorded in Studio C at 511 Studios. A production of Circle270Media Podcast Consultants.
