Preparation

How Can I Tell if a Workplace is Inclusive or Not: Part II

More now than ever, a little curiosity – and research – can go a long way in determining if a workplace you’re interested in pursuing is one that promotes an inclusive culture. A culture that sets you up for learning, growing, and advancement within a professional environment that fulfills – rather than drains – the best parts of you. Now, how can you go about this?

An initial post on this all-important topic covers methods of vetting how a workplace recruits, retains, and advances diverse talent, as well as fosters a workplace culture of acceptance, respect, fairness, and ethical practice. Furthermore, here are seven more questions to reflect on (check out the first seven here), and ask, (if and when appropriate), as well as additional tools for identifying diverse employers.

PRO TIP: Be sure to seek specific examples of how these are demonstrated within the organization, to inform your decision making process afterwards. Some of these questions may be directed to the hiring manager, others to a human resources representative, and others to a first-degree connection you’ve made at the organization or through a referral from another. Alternatively, these can be questions you pose for your own research as you review online materials showcasing the company’s profile.

  • What data do you have that reveals the level of diversity throughout the organization?
  • How diverse is the executive / leadership team?
  • How committed is the leadership team to diversity and inclusion in the organization? How do they express that and ensure that commitment trickles down throughout the organization?
  • What kind of diversity, equity, and inclusion training has my prospective supervisor / team had? 
  • What support (financial, policy) does the organization provide for professional development, particularly regarding cultural competency, ongoing bias training, etc?
  • What resources or benefits do you provide to support employees with families?
  • Tell me about your approach to acknowledging the contributions of your colleagues, as well as your approach in providing constructive feedback.

Finally, here are a few handy external sites for staying up to date with industry news regarding DEI (diversity, equity, and inclusion), and examining inclusive workplaces as polled by national surveys. Of course, these are to be used as informative guidelines, rather than exclusive determinants, for which organizations you apply for, interview with, and ultimately choose to join.

DiversityInc: With a mission to “bring education and clarity to the business benefits of diversity”, the site includes a fluid top 50 companies for overall diversity list, as well as more nuanced lists such as top companies for people with disabilities, LGBT employees, and  veterans. Also an excellent source for career advice and news concerning current events. 

Human Rights Campaign: America’s largest civil rights organization promoting LGBTQ equality, highlighting news and blog posts, and a list of corporate partners that have “demonstrated a high level of commitment to equality”.

Great Place to Work: Features a number of “Best Workplaces”, including lists for women, and by a variety of industries. 

Vault: Includes a “Best Banking Firms for Diversity”, a “Best Consulting Firms to Work For”, and a “Best Accounting Firms for Diversity”, featuring minorities, women, and LGBTQ diversity. (TIP: Login with your BC credentials to gain full site access).

Seeking more insights and strategies on identifying diverse employers? Schedule a coaching appointment via Handshake to brainstorm, gain feedback, and chart a course to reach your career development goals!

Jabril Robinson
—By Jabril Robinson, Assistant Director, Career Education

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