10 Tips to Improve Your Resume and Increase Job Application Responses

In today’s highly competitive job market, a well-written, error-free resume is more important than ever. Employers often receive dozens, if not hundreds, of applications for each open position, and they typically spend less than one minute reviewing each resume.

A well-crafted resume is essential for job seekers. It is the first opportunity to make a good impression and sell yourself to a potential employer. A good resume will get you noticed and help you land an interview.

This blog post will discuss ten tips to improve your resume and increase your chances of getting the desired job.

What is a Resume?

A resume is a document that highlights your skills, experience, and qualifications. It is typically used when applying for jobs and can also be helpful when applying for scholarships or other opportunities.

A resume should be clear and concise and only include information relevant to the position you are applying for.

When writing a resume, include your name, contact information, education, employment history, skills, and references. You may also want to have a summary of your qualifications.

10 Tips to Improve Your Resume

Now that we have covered a resume let’s discuss how you can improve yours.

Here are ten tips to get you started:

1.    Use Keywords

When reviewing resumes, employers often use applicant tracking systems (ATS) to help them weed out unqualified candidates. These systems scan resumes for specific keywords and phrases, so it is essential to include them in your resume.

To find the right keywords, look at the job posting and identify the critical skills and qualifications required for the position. Then, incorporate these words into your resume.

For example, if you are applying for a marketing position, you might want to include keywords such as “marketing,” “branding,” “social media,” and “customer outreach.”

2.    Tailor Your Resume

It is essential to tailor your resume to each position you apply for. This means customizing your resume to highlight the skills and experience most relevant to the job.

For example, if you are applying for a job in customer service, you will want to highlight your experience working with customers. On the other hand, if you are using for a career in accounting, you will want to highlight your occasion with numbers and financial reports.

Tailoring your resume will show employers that you are a good fit for the job and have the necessary skills and experience.

3.    Use Action Verbs

When describing your work experience, be sure to use action verbs. Action verbs are words that describe what you did, such as “achieved,” “created,” “managed,” or “developed.”

Using action verbs will make your resume more engaging and easier to read.

4.    Format Your Resume Properly

When formatting your resume, use a professional font (such as Times New Roman or Arial) and keep the font size between 11 and 12 points. You should also leave at least a one-inch margin on all sides of the page.

Using bullet points and clear headings is also essential to help organize your information.

5.    Avoid Errors

One of the most important things to remember when writing a resume is to proofread it carefully. Be sure to check for grammar, spelling, and punctuation errors.

Having someone else read your resume to check for any errors you may have missed is also a good idea.

6.    Keep It Simple

When writing a resume, it is essential to keep it simple. Use clear and concise language, and avoid using fancy words or phrases. Remember that employers are looking for a resume that is easy to read and understand.

In addition, avoid using abbreviations or acronyms. If you do use them, be sure to explain what they mean.

Finally, don’t forget to include your contact information (such as your email address and phone number) so that employers can reach you.

7.    Includes Your hobbies and Interests

Your resume should include more than just your work history and education. It should also give employers a sense of who you are.

One way to do this is to include your hobbies and interests. For example, if you enjoy playing sports, you might want to mention that you are on a team or participate in tournaments.

Including your hobbies and interests will help employers see you as a well-rounded individual and give them a better sense of who you are.

8.    Focus on Results rather than Responsibilities

When describing your work experience, it is essential to focus on your results rather than your responsibilities.

For example, instead of saying, “I was responsible for managing the customer service department,” you might say, “I managed the customer service department and increased customer satisfaction by 20%.”

Focusing on your results will show employers that you are a go-getter who can get things done.

9.    Highlight Your Most Relevant Skills and Experience

When writing your resume, highlight your most relevant skills and experience. If you have a lot of work experience, you might want to focus on your most recent jobs.

As a recent graduate, you will want to highlight the skills and experience most relevant to the job you are applying for.

No matter what, highlight the skills and experience that will make you the best candidate for the job.

10. Use persuasive language

Persuasive language is a way of writing designed to convince the reader to agree with your point of view.

Of course, using persuasive language in your resume isn’t just about using fancy words or trying to sound impressive.

It’s also about ensuring that everything you include in your resume is relevant to the job you’re applying for and conveys why you’re the best person for the job.

Conclusion

By following the tips above, you can create a resume that will stand out from the crowd and increase your chances of getting a call back for an interview. Just remember to keep it concise, accurate, and free of typos.

With a little effort, you can put your best foot forward and improve your chances of landing the job you’ve always wanted.

Why LGBTQ+ Inclusion is Necessary for the Workplace

It’s no secret that the workplace can be challenging for anyone who doesn’t conform to traditional ideas of gender and sexuality. Unfortunately, for members of the LGBTQ+ community, this can often mean feeling like they have to hide their true identities to fit in and be successful.

However, exclusionary policies and attitudes not only make it difficult for LGBTQ+ individuals to thrive in the workplace but can also lead to a hostile environment for everyone.

That’s why LGBTQ+ inclusion is so important. Employees who feel like they can be their authentic selves at work are more likely to be engaged and productive.

This blog post will discuss why LGBTQ+ inclusion is necessary for the workplace and how businesses can create a more inclusive environment for their employees.

What is LGBTQ?

LGBTQ stands for Lesbian, Gay, Bisexual, Transgender, and Queer. This acronym encompasses a wide range of sexual orientations and gender identities, making it an inclusive term for people of all backgrounds.

The “L” in LGBTQ stands for lesbian, referring to women attracted to other women. The “G” represents gay men, while the “B” denotes bisexual individuals attracted to both men and women.

“Transgender” is an umbrella term for anyone whose gender identity does not align with their assigned sex at birth. At the same time, “queer” is a catch-all term used to describe anyone who identifies as something other than heterosexual or cisgender.

Together, these letters represent the diversity of the LGBTQ community. Each person’s experience is unique, but everyone can find a sense of belonging within this supportive and affirming group.

What does LGBTQ+ Inclusion Mean?

LGBTQ+ inclusion is the act of creating a workplace that is welcoming and inclusive of all employees, regardless of their sexual orientation or gender identity.

This includes ensuring that all employees have access to the same benefits, providing training on LGBTQ+ issues, and using gender-neutral language in the workplace.

It’s important to remember that inclusion is not a one-time event; it’s an ongoing process that requires continuous effort.

The Benefits of LGBTQ+ Inclusion in the Workplace

There are many benefits to creating a more inclusive workplace for LGBTQ+ employees.

1.    It Helps Create a Sense of Belonging

When employees feel like they can be themselves at work, they’re more likely to form strong bonds with their colleagues. This sense of belonging is essential for employee engagement and job satisfaction.

2.    It Increases Productivity

Happy and engaged employees are more productive employees. So, by creating a workplace that includes LGBTQ+ individuals, businesses can increase their bottom line.

3.    It Attracts Top Talent

In today’s competitive job market, businesses must do everything to attract and retain the best talent. Showing your company is committed to LGBTQ+ inclusion can help you stand out from the competition and attract top-notch employees.

How to Create an LGBTQ+ Inclusive Workplace

Now that we’ve discussed some benefits of LGBTQ+ inclusion let’s look at how businesses can create a more inclusive environment for their employees.

•       Use Gender-Neutral Language

One way to make everyone feel welcome in the workplace is to use gender-neutral language. This means avoiding terms like “guys” or “ladies” and instead of using neutral words like “colleagues.”

This small change can go a long way in making transgender and non-binary employees feel included in the workplace.

•       Provide Inclusive Benefits

Another way to show your commitment to LGBTQ+ inclusion is to provide inclusive benefits for your employees. This includes offering health insurance that covers gender-affirming surgery or providing paid leave for same-sex couples getting married.

By offering these benefits, you can show your employees that you value their well-being and that you’re committed to creating a more inclusive workplace.

•       Educate Your Employees

A lack of understanding can lead to insensitive comments or microaggressions that make members of the LGBTQ community feel unwelcome or uncomfortable. Take the time to learn about different gender identities and sexual orientations, and create an open dialogue where people feel free to ask questions and express themselves.

Educating your employees can create a more understanding and supportive work environment for everyone.

•       Create Unisex Toilet Facilities

One of the simplest ways to create an inclusive workplace is to provide unisex toilet facilities. This can be as simple as ensuring that all your bathrooms are gender-neutral or providing separate facilities for transgender and non-binary employees.

By taking this step, you can ensure that everyone feels comfortable and safe in your workplace.

•       Create Policies Against Discrimination and Harassment

No one should worry about being discriminated against or harassed at work. Unfortunately, this is still a reality for many LGBTQ+ individuals. That’s why it’s so essential for businesses to create policies that protect queer employees from discrimination and harassment.

•       Be an Ally

Show your support for the LGBTQ+ community by standing up against discrimination and promoting inclusivity in your personal and professional life. This includes using preferred pronouns, attending Pride events, and being an advocate for LGBTQ+ rights.

Adverse Effects of not having an Inclusive Workplace

While there are many benefits to having an inclusive workplace, there are also some negative effects of not having one.

  • This can include a hostile work environment, high turnover rates, and a lack of diversity.
  • A lack of diversity can also lead to a hostile work environment.
  • High turnover rates can result from a hostile work environment and a lack of diversity.

So, creating an inclusive workplace where everyone feels welcome, respected, and valued is essential. This will help you retain your best employees and attract top talent.

Bottomline

Creating an inclusive workplace for LGBTQ+ employees is good for business. It helps develop a sense of belonging, increases productivity, and attracts top talent. Plus, it shows your employees that you value their well-being and are committed to creating a more supportive work environment for everyone.

So, if you’re not already taking steps to create an inclusive workplace, now is the time to start. Remember to use gender-neutral language, provide inclusive benefits, educate your employees, create unisex toilet facilities, and develop policies against discrimination and harassment. And don’t forget to be an ally!

Interview with David A. Turner at Phi Beta Sigma

Earlier this month, we interviewed the International 1st Vice president of Phi Beta Sigma Fraternity, David A Turner. He talks about Phi Beta Sigma, how the Fraternity supports and implements diversity and Inclusion, the start of the Fraternity, and why he enjoys working with us at PDN.

What tangible goals does the organization have surrounding diversity, equity, and Inclusion? Phi Beta Sigma Fraternity Inc empowers Generations of Men to Believe in Advocacy, Community Service, and Engagement. The tangible impacts of our work are achieved through our national programs of Bigger & Better Business, Education, and Social Action. Further support is provided through our affiliated entities:  Phi Beta Sigma Federal Credit Union, Sigma Beta Club Foundation, SigmaPAC 1914 (Political Action & Advocacy), and PBS Impact Foundation Inc (Charitable). What do you do through your programs through your organization to help push the ideas of diversity and Inclusion?    In the area of Bigger & Better Business, the Fraternity has committed to advancing African-American-owned businesses, with our chapters logging more than $4.9M in “Black Spend” in 2021. In August 2021, Phi Beta Sigma Fraternity, Incorporated announced a groundbreaking partnership with Operation HOPE’s national One Million Black Business Initiative (1MBB). Phi Beta Sigma’s commitment includes supporting the creation of 1000 Black entrepreneurs and business owners by 2030, with a focus on leveraging its 580 active chapters throughout the US and abroad. HOPE and Phi Beta Sigma will leverage the Fraternity’s 250,000 servant leaders to further its mission of inclusiveness, with a focus on building a supportive ecosystem for Black entrepreneurs. 
Through our Education national program, the Fraternity provides scholarships to underprivileged youth pursuing higher education. One such scholarship is the James Weldon Johnson Scholarship, available through NAACP’s Inspire Initiatives. Funded by the Fraternity, the scholarship honors Sigma Brother James Weldon Johnson, a long-time NAACP member and Executive Director of the NAACP from 1920-to 1930. Johnson was a leader, civil rights activist, writer, educator, lawyer, journalist, and a leading figure in the creation and development of the Harlem Renaissance. Through our scholarship programs, we advance efforts to ensure equity in educational opportunities that prepare students for success in school, work, and life. Our chapters also partner with the Sigma Beta Club Foundation, providing mentorship to young men ages 8-18 during the most critical stages of their personal development. 
Finally, through our Social Action program, we promote awareness of health, political, and community issues across marginalized populations by providing advocacy and resources. Phi Beta Sigma Fraternity has partnered with the National Institutes of Health All of Us Research Program to build one of the most diverse health databases in history. The All of Us Research Program is an ambitious effort to gather health data from one million or more people living in the United States to accelerate research that may improve health. Where we live, how we live, and our background can affect our health. By studying data from diverse people, researchers can learn more about what makes people sick or keeps them healthy. What researchers know could lead to better treatment and disease prevention for all of us. 


How do you celebrate the diversity of ideas and people?
As an organization, we first seek to educate and bring awareness to the struggles of historically disenfranchised groups and respect for cultural diversity. Among other strategies, this includes public recognition and education on cultural and religious observations and times of historical appreciation and remembrances.


Being a greek organization established during a time that endured high amounts of racism, how did Phi Beta Sigma combat such issues, and how did you spread awareness throughout the campus?
The founding members of Phi Beta Sigma Fraternity desired to create an organization that viewed itself as a part of” the general community; they believed that each potential member should be judged by his own merits, rather than his family background or affluence and without regard to race, nationality, skin tone or texture of hair. Further, the Founders conceived Phi Beta Sigma as a mechanism to deliver services to the general community. Rather than gaining skills to be utilized exclusively for themselves and their immediate families, they held a deep conviction that they should return their newly acquired skills to the communities from which they had come. This deep conviction was mirrored in the Fraternity’s motto, “Culture For Service and Service For Humanity.”


What tip would you give to emerging professionals about influencing DE&I strategies?
As a leader, I expect DEI professionals to clearly understand and communicate the connection between DEI and our organization’s mission. In doing so, recognize that alignment with our organization’s core values is crucial. Translate DEI initiatives into everyday language, focusing on the impact on real people and aligning with our core values.


Why did your company choose to work with PDN? 
PDN was a natural partner for Phi Beta Sigma. Like the Fraternity, PDN is an established and progressive leader in its industry.  


What has been the most significant benefit of working with PDN?
With an expert team and established corporate relationships to complement our own, this partnership has greatly benefited our membership and the communities we serve.  

5 Actionable Steps To A Successful Career Pivot


A career pivot can be done at any point of your career and for whatever reason. People change jobs for the topmost reasons of a better work-life chance, a more fulfilling career, or to expand their professional skill set. Anyone or even none of these reasons could be yours. Similarly, an average employee in the United States is bound to change career every 2-4 years. Whether you decide to make a career pivot, following some actionable steps holds promises of a successful career pivot.

In this article, we have identified 5 practical steps to successfully pivot your career. 

  1. Know your why and determine your what.  

Your reason for considering a career pivot is fundamental in determining your new career path. Changing your career can be very challenging, regardless of how driven you are. Therefore, your new career path should be carefully considered so that your efforts can be sustainable.

Foremost, you need to ask yourself if you need a new career or a new job. More often than not, some of the reasons that make you consider a career pivot can be addressed if you get a new position in the same industry you currently are in.

If you have reflected and resolved the need to really pivot your career, then choose a new occupation that you feel will fulfill the needs and wants that your present job lacks.

Next, your decision to change has to be tested. Do you know what the reality of pivoting to this new career is? Will you mind a pay cut? Are you okay with starting at a lower position? Will you be dedicated to getting the education and skills you need in this new career?

If you are really confident of the positive responses to the questions above, we can move to the next step.

  • Create an action plan and skill up

A career pivot cannot be freewheeled. You need a concrete strategy that states your goals and lays out the tasks and the timeline to accomplish those goals. This is an action plan.

For an effective plan, research or set up informational interviews with hiring managers or recruiters about the new occupation you want to pivot into. You need to be familiar with everything it takes to get you there. This includes education, certification, and skills to be acquired.

The tasks to assign to yourself so as to get the required knowledge for this career should be stated in your action plan. The actions you need to take should also be on a daily or weekly basis to give a snowball effect. Your small steps compound, and gradually, you see yourself getting closer to being qualified for the occupation.

Remember to track your progress. Monitoring your efforts keeps you accountable and informs you of your strengths and the inadequacies you need to work on to keep up with your action plans. Tools like ClickUp and Strides are very excellent progress trackers. A simple Excel spreadsheet can also do the trick. 

  • Rebrand yourself professionally   

Crafting a new professional narrative for yourself is also essential. It is easy to neglect this. Rebranding yourself allows prospective recruiters or employers to see you as a fit for a role in your aspired occupation. You have to make that connection for them.

This includes writing a new professional resume tailored to your newly-acquired knowledge for your new career. This resume can also have your past expertise in your former career but should not include past experiences that will not serve you in the career you are looking to pivot into.

For example, if you are pivoting from a career in health to one in teaching, your new resume should include your degrees and certifications in your health career. However, only past experiences that exhibit or allude to your teaching skills should be displayed in them.

Cover letters and personal statements should also be rewritten. Your transferrable skills from your career should be sold there. Newly acquired hard and soft skills must be mentioned. Because you have competition, you have to brand yourself in a way that makes your pivot logical and makes you fit, or even perfect, for the available position.

Your profiles on business networking sites like LinkedIn should also be tweaked to position yourself for employment and make it known that you have pivoted your career. Remember to update your personal websites and business cards too.

  • Utilize your existing network and network more

Now that you have rebranded yourself, you need to go out there. Tap into your existing network; your friends and your former co-professionals. Inform them of your career pivot if they do not know about your professional rebrand yet.

Do not be afraid to ask for help from them. It could be as little as needing help with your child, so you can focus on your study or needing them to link you up with professionals in your new field.

Tweaking your social profile to convey your new career interests enables faster network growth. You can send out connection invites on LinkedIn and follow thought leaders in your new industry on social media. Attend networking events too.

These networks you acquire will come in handy when you need shadowing, internships, and volunteering opportunities that give you an edge over your competition.  

  • Apply, apply, and apply!

Applying for jobs as a new entrant should be easier with your network and some work experiences you might have gotten in the industry. Inform your network that you are looking to take up jobs. Because they are more experienced in the industry, they could point you to available opportunities or companies that need the services you can render.      

Job listings and professional networking sites are worth looking job for job opportunities.

We list jobs that pair job seekers with employers at the Professional Diversity Network. We seek to provide diverse professionals to employers who need them to meet the need of their increasingly diverse network base. Getting jobs after a career pivot is easier with our job listings. Check them out

In conclusion

Change is nerve-wracking, especially in essential parts of life as a career. But being religious with action plans, taking one step at a time, and showing up every day will surely get you the desired results.

It is your turn to do this, and you will be on the other side of your pivot—satisfied with your job— in no time.

Ten Questions to Ask During an Interview to ensure the Company is Inclusive and Diverse


We have all been there. After reading positive reviews about the company’s inclusive and diverse culture, you go for an interview, only to be disappointed after accepting the job offer.

So, how can you avoid being a misfit in a company where diversity and inclusion are not prioritized clearly?

You need to ask the relevant questions right in the job interview to determine how inclusive and diverse the Company is and whether the work culture in the organization would help you grow and prosper in the long run.

Here are the ten questions you can ask in a job interview to ensure that the Company promotes diversity and allows people from different races and cultures an equal leveling field to grow and further their careers.

1. Do the Company’s values align with the concept of diversity and inclusiveness?

Because we spent almost half of our lives inside the office premises, the company’s values and culture must align with ours. The environment does not support diversity if the concept of diversity and inclusion is only in the rule books and is not suitably represented in the office culture.

The Company must have a functional diversity and inclusion plan or strategy to provide an unbiased culture that promotes the growth of a diverse work population.

2. Does the Company offer adequate training to promote diversity in the workplace?

A diverse work environment does not end in hiring people from diverse backgrounds. To promote and maintain a diverse culture, the Company must ensure that adequate training is provided to its employees to realize their fullest potential and rise to leadership positions in the future.

When the Company provides regular training on diversity through workshops and seminars and ensures all employees attend them regularly, it would ensure a supportive work culture that favors diversity.

The training must create an unbiased work environment and show appreciation to all employees regardless of their race, culture, religion, or sexual preference. The employees must feel safe in a diverse culture to take the opportunities to grow in leadership positions in the future.

3. Does the Company’s recruiting plan support its diverse and inclusive culture?

Ask relevant questions about how the Company’s recruiting plan supports its divest and inclusive culture. The points to cover are whether the Company has taken proactive and conscious steps to cast a wider net, including people of varying backgrounds and races, while evaluating potential candidates.

Find out if the Company has communicated to the recruiter about the importance of having a diverse and inclusive job profile.

4. Does the Company have Employee Resource Groups(ERG) that facilitate a diverse work environment?

Employee Resource Groups (ERG) play a significant role in supporting workplace diversity. They provide a safe environment for employees to grow and develop their talents and help them reach their fullest potential.

As per a recent report, 40% of the companies have ERGs to promote diversity and inclusion in their organization.

Ask the employers how they have included Employee Resource Groups to promote diversity and inclusion.

5. How do the Company’s leaders support diversity and inclusiveness?

To ensure the company values diversity in its workplace, find out who the leaders are and what initiatives they are taking to ensure that the organization values a diverse and inclusive workforce.

As the Company’s leaders make the policies that frame its structure, they must have the necessary commitment, courage, and broadmindedness to create policies that value a diverse work environment.

Some of the ways you can decide whether the top management values diversity is by finding out-

→ whether the board represents people of diverse cultures and backgrounds,

→ does the top management makes sure that people from diverse backgrounds can have a

     voice in structuring the companies HR policies;

→ whether the promotional policies of the Company reflect its commitment to having a

     pro-diverse and pro-inclusive work environment.

6. How does the Company make sure that the employees feel included?

Often, a well-defined diversity policy does not ensure inclusivity in the workplace. While diversity allows adequate representation of different races, inclusion recognizes that each person’s contribution must be valued.

Find out how the Company values its diverse employees. Some companies allow employees to form their network to promote open communication, while others conduct cultural programs and festivals to celebrate diverse cultures and encourage inclusivity.

7. How does the Company’s pay policy reflect diversity in its workplace?

Studies show that women are consistently offered lesser pay than men for similar work positions. This is true for people from certain races and backgrounds as well.

Business can show their commitment to a diverse workforce by ensuring pay transparency across all levels of the organization.

Ask questions to know more about the organization’s policies on pay structure before you choose to commit.

8. How much experience the Company has in dealing with a diverse workforce?

Specific sectors have more policies on workplace diversity than others. Industries like financial services, healthcare, and technology have better policies on diversity and inclusion than the manufacturing sector.

Before committing to an organization, find out how much experience the Company has in establishing a healthy and diverse workforce policy.

9. Ask for statistics and data to support the diversity policies.

Even when the management provides all the correct answers, you can ask for the statistics and data to support their view of having a balanced and diverse workforce.

Most companies with a formal policy on workplace diversity would readily provide all the data and statistics that support their claims of having a diverse workforce.

10. Lastly, don’t hesitate to ask for a tour of the Company’s workplace before accepting the position.

Often, you can have a relatively good idea of the nature of the workplace simply by taking a tour of the office. If you see the employees having a good time and collaborating in the office space, you can be confident of having a positive and satisfying experience.

Professional Diversity Network can help you transform your diversity efforts. Our expert compliance and auditing team will provide you with customized services to ensure you meet the OFCCP and EEO regulations. In addition, as the leader in diversity job distribution and reporting, we can connect you with a large, talented population of job seekers. Reach out today; we would love to partner with you.

Indicators That A Company Values Diversity and Inclusion

There has been much conversation lately about diversity and inclusion in the workplace. Businesses across the country are wondering if they are hitting the mark.

On the surface, your organization may appear to be a great example of diversity and inclusion. Perhaps you notice employees of various ages, races, and genders working side by side. They seem to get along well enough and may even have lunch together at times. So you may feel confident that you can check off “yes” to both diversity and inclusion. 

But as with anything, there is always more than meets the eye. How can you know if all of your employees feel valued, heard, and respected? How can you know if you are doing everything possible to enable that reality and are developing the potential of each individual? 

The value of diversity and inclusion impacts not only each employee but the company as a whole. When people feel valued, they work harder and are more committed to the organization. Your business will most likely enjoy improved employee retention, more innovation, and higher profits.

This article will address how an organization can demonstrate that they truly value diversity and inclusion. Read on for some important indicators! Leaders will:

Recruit and hire diverse talent

The diversity of your organization begins with widespread recruiting efforts. It is important to take a close look at your current outreach activities. When businesses partner with diverse communities and professional associations they will naturally attract candidates through these networks. Consider reaching out to agencies, colleges, career centers and geographical areas that provide exposure to diverse populations. Targeted career fairs and diversity branding are also important when attracting a broader talent pool.

Promote pay equity

Managers need to provide fair opportunities for each employee. Organizations must analyze the data to identify which employees are underpaid for similar roles or responsibilities. This information can help identify patterns or trends where particular groups of employees (race, gender, etc.) are being underpaid within certain business areas.

Address unconscious bias

Leaders can help employees understand how others are affected by unconscious bias, and what actions reinforce biases. In many cases, people were raised believing certain stereotypes and never thought to question them or had any awareness that they were incorrect and hurtful.

Google is one example of a company that creatively addresses unconscious bias. They provided staff training aimed at “unbiasing” the workplace, and it sparked many productive internal conversations directed at making positive changes.

Develop a diversity training program

Diversity training is an integral part of creating a healthy and productive workplace. It helps employees understand how cultural differences can impact how we work and interact with others on the job.

It can address anything from communication styles to self-identity to dealing with conflict. It is important to note that diversity training, while encouraged for all, tends to be more effective when it is optional rather than mandatory.

Partnering with a consultant can help mangers build customized training programs for the organization as a whole, as well as for specific functions or departments.

Create more diversity in senior roles

This can be accomplished by providing leadership development programs that are focused on improving D&I.  Diversity talent development expert Sherryl Dimitry states in her report that “simply having more women or minorities in these roles isn’t enough to make diversity stick – it’s more about whether diverse contributions and opinions will be valued, accepted and assimilated into the culture at large.”

Acknowledge holidays of all cultures

A great way to build awareness of diversity and encourage inclusivity is to be aware of the variety religious and cultural holidays. It is important for HR and other leaders to keep track of multicultural religious or holiday celebrations and to be respectful of these days when scheduling meetings, as well as providing flexibility with requests for time off.

Create diverse employee resource groups

It is essential to give everyone a voice and a chance to make an impact. Employee resource groups (ERGs) can be created to address workplace initiatives, and brainstorm more efficient ways to get things done. Often times staff have ground breaking ideas, but many voices go unheard. In addition, these groups encourage connection and belonging.

It is no surprise that diversity in teams positively impacts creativity and innovation. There is such rich value in experiences with multiple perspectives, which inspires new ways of thinking and different approaches to solving problems.

Invite ongoing feedback

It is critical to have a vehicle in place for employees to express their concerns and ideas. If that is lacking, morale can really take a hit. Organizations need to encourage staff feedback to get a better understanding of what is going on under the surface.

Distributing pulse surveys across the workforce will enable leaders to make smarter decisions and reduce or eliminate any patterns of discrimination or biases within the organization. Anonymous feedback can help build a case to take action on smaller, more immediate issues as well as inform long-term strategies.

Assess company policies

Employers need to be keenly aware of areas in the business where discrimination seems to exist. Company policies and interpersonal interactions play a key role in either solving or perpetuating problems. A primary reason why employees leave an organization is a result of poor interpersonal interactions.

It is important for leaders to determine whether policies enable or perpetuate discrimination in the workplace, such as racism or sexism, and make modifications to address these issues.

Support With Your D & I Efforts

Professional Diversity Network can help you transform your diversity efforts. Our expert compliance and auditing team will provide you with customized services to ensure you meet the OFCCP and EEO regulations. In addition, as the leader in diversity job distribution and reporting, we can connect you with a large, talented population of job seekers. Reach out today; we would love to partner with you.

The ROI on D&I: How Diversity Increases Revenue

The business world has changed. Massive societal shifts, rapid innovation, and a global pandemic have created an entirely new landscape for companies. In the wake of these changes, customers, partners, employees, and investors demand greater transparency and accountability from companies on their sustainability, social impact, and governance. Proving your commitment to diversity and inclusion is an essential part of the new rhythm of business.

But many companies still think of diversity and inclusion as business requirements or boxes to check. Diversity and inclusion are catalysts for business success. Time and again, studies have found that diversity increases revenue. The Boston Consulting Group found that companies with more diverse leadership teams have 19% higher revenues. Another study showed that hiring more female leaders leads to greater profitability. Even cities with a larger population of high-skilled immigrants tend to have increased innovation and greater economic performance. Diversity is just good business.

Diverse problems need diverse perspectives.

Innovation is a powerful differentiator and revenue driver; it helps businesses find creative solutions to problems and nurture new ideas that give them a competitive edge. Diversity is an enabler of innovation. More diverse teams can quickly adapt to new challenges, consider problems from multiple angles, and stress-test multiple solutions – leading to a better thought-out solution. One study showed that more diverse groups make fewer factual errors because they can avoid the potential biases of more homogenous groups and tend to be more careful and thorough in their analyses. 

Considering diverse perspectives also helps companies understand multiple groups and avoid bias in their end products and services, enabling them to build solutions that address the needs of more people. And this includes branding and marketing. In a multicultural, multi-gendered global society, being diverse in your branding helps you resonate with a broader audience. With diversity in mind, not only can companies bring more innovative solutions to the market, but they can tap into new segments of the market, unlocking more significant revenue potential. Consider this: by 2065, America will have no ethnic majority. To continue to be relevant and grow revenue year over year, companies must embrace the plurality of the new world. 

Inclusion helps diverse teams thrive.

Inclusion is fundamental to developing a growth mindset culture and unlocking the true potential of diversity. Stanford psychologist Carol Dweck coined the concept of “growth mindset” as the idea that one can grow their capacities, understanding, and skills over time. Having a growth mindset is an essential factor in a company’s success, and many companies, like Microsoft, have embraced and adapted to the concept. The collective intellectual power of a diverse team needs to be fostered and embraced through an open and inclusive culture – one that incentivizes teams to reflect those same values. Inclusion has been shown to improve performance by up to 30% in diverse teams. 

Companies that neglect to nurture an inclusive environment can leave their employees feeling unseen, unheard, and afraid to ask questions—the Achilles’ heel of productivity. Inclusion enables openness, curiosity, and authenticity, which create an environment for more productive conversations, quicker response times, improved team cooperation, and happier employees. Studies have shown that high-performing teams need psychological safety to build trust, get inspired, and be creative. Unconscious bias, for example, is a learned assumption that we aren’t always aware that we have. It can perpetuate stereotypes and limit new ways of thinking. Embedding diversity and inclusion in a culture encourages employees to listen actively, recognize their biases, question their assumptions, think in new and different ways, and embrace a growth mindset.

Additionally, inclusion is vital to the mental health of employees. It helps reduce the anxiety that comes from interpersonal risk-taking and ensures that employees feel safe, engaged, and welcome. And happier employees are more productive employees.

Embrace conscious consumerism 

Many modern consumers are conscious of companies’ social impact and use it to decide purchasing decisions. They expect companies to advance global change – from addressing racial injustices to being leaders in diversity and inclusion. While this is not a new concept, technology has amplified the impacts of conscious consumerism. Finding a more conscious alternative or switching to a new brand is just a few clicks away. Nowadays, consumers are four to six times more likely to purchase, trust, and advocate for purpose-driven companies. Companies that uphold their values and commitments during hard times, like during a global pandemic, tend to be in an even better position.

Brands that capitalize on these consumer expectations will increase trust with their customers, gain the loyalty of their customers, strengthen their brand, improve their stock performance, and increase their revenue. Purpose-driven consumers are even willing to pay a premium to patronize companies that align with their values. Being transparent about progress and growth in diversity and inclusion is vital to prove a positive impact. Meanwhile, companies that don’t embrace diversity and inclusion – or work against the changing status-quo – are at risk of making a costly mistake and losing customers. Though no one is immune to cancel culture, actively showing progress towards building and embracing diversity can significantly de-risk the business. Consistent reporting on these metrics will help maintain consumer trust and give customers an “insider” understanding of the company’s response efforts. And the more you work towards diversity, equity, and inclusion, the better you’ll understand your business’s expectations and blind spots.

The bottom line

I think we can agree that the results speak for themselves. Diversity and inclusion is not a trending workplace initiative. It is a permanent and necessary shift in workplace dynamics that will improve companies’ health and economics. By honestly embracing diversity and inclusion at all levels, companies will avoid the dangers of conformity. Diversity of minds, backgrounds, genders, political views and ethnicities is critical in building a solid business, innovating and adapting with the times, and increasing revenue. By creating an inclusive culture to support the changing dynamics, companies will be able to experience the genuinely transformative power of diversity.


Interested in creating a more diverse and inclusive workforce at your company? The Professional Diversity Network has been helping employers build productive and diverse workforces since 2003. Contact us today to find out how we can help with your unique recruitment needs.

Why a D&I Workforce is Essential

Diversity and Inclusion also referred to as D&I, has become the hottest trend in human resources across the country. 

Over the last few years, especially, there has been a much-needed corporate renaissance – companies are recognizing the pivotal role they can play in improving social inequities and empowering individuals in marginalized communities.  

While some of the largest corporations are taking the initiative to become more diverse and inclusive, many more are still on the fence about the concrete benefits of building a diverse and inclusive workforce. 

Fortunately, there is a wealth of new data available that makes a case for D&I, and in this article, we’ll share the core reasons why having a diverse and inclusive workforce is essential for your company’s well-being. 

What is Diversity and Inclusion?

Before diving in, though, let’s first make sure we’re on the same page about what diversity and Inclusion actually mean. 

As the name implies, diversity in the workplace entails having employees from different and unique backgrounds regarding their race, ethnicity, political beliefs, gender identity, sexual orientation, class, and/or religion. The more people within a firm from these historically marginalized groups, the more technically diverse the company can be considered. 

On the other hand, Inclusion is entirely different and takes the power of diversity to the next level. Creating an inclusive work environment involves implementing company policies that enable every employee, no matter their background, to feel heard, valued, and treated equitably within the office environment.  

A diverse and inclusive workplace is one where, figuratively speaking, every employee is invited to the company retreat and is asked to participate actively. In action, it’s one where employees of different races and genders have active roles in all key departments and upper management of a company. 

As an employer, the goal is to have both elements present in the company’s culture to achieve the best results. 

Increased Innovation 

One of the most significant benefits of building a diverse and inclusive workforce is the increased level of innovation. 

Business innovation is the key to any company’s success, especially in the ever-changing environment we’re in today, where technology has the power to uproot entire industries. Who can forget how Uber and Lyft upended the taxicab industry. 

Innovation requires people from diverse racial, gender, and educational backgrounds to come together, offer their perspectives on a problem from multiple angles, and freely brainstorm unique solutions. 

All of which can only occur in a diverse and inclusive environment. Innovation is stifled in a company with a dominant, single culture or background. Staff members in marginalized groups often feel too scared to share their thoughts or opinions for fear of backlash or being ignored altogether. 

By building a diverse and inclusive workplace, you create the building blocks of an innovative company where everyone’s ideas on how to grow the company are equally respected and valued. 

Greater Revenue 

Building a diverse and inclusive workforce is essential for today’s businesses because it leads to more significant revenue and higher earnings. 

Because D&I companies experience greater innovation, they can better solve customer problems and, therefore, be better able to generate sales and revenue. 

As reported by Market Watch, companies with diverse and inclusive environments, on average, generate 19% more in revenue than monocultural organizations. 

Furthermore, it was found that companies with the greatest diversity at the highest levels of upper management achieved 35% higher earnings and 2.3 times higher cash flow than their non-D&I competitors. Even companies with greater representation of women at the executive and C-suite level earned 21% greater profits than majority male organizations. 

Diverse companies are simply better equipped to meet the needs of the increasingly diverse group of consumers that are out there today. Companies that choose to build a diverse and inclusive workforce are therefore making a choice to stay competitive and relevant in the eye of their customers. 

Attract Top Talent 

Incorporating diversity and Inclusion into the workplace is also a modern-day must for companies to attract top talent. Right now, the U.S. is experiencing a most unprecedented phenomenon: employees en masse voluntarily quitting their jobs due to a lack of passion and connection to their work. 

The Great Resignation or the Big Quit, as it has also been called, has shown employers that offering great pay and a benefits package is no longer enough to woo new hires. 

Today, your current and prospective employees have greater expectations. They’re evaluating companies based on the work environment, opportunities for meaningful growth, and the management team’s open-mindedness. 

Diverse and inclusive work environments are inherently inspiring, respectful, and supportive of employees; therefore work very well to attract top-tier talent to any firm. 

Higher Employee Retention 

Along similar lines, studies have shown that diverse and inclusive workplaces have lower employee turnover rates than their counterparts. 

Specifically, it was found that companies with formal D&I policies and programs have 5.4 times greater employee retention

Naturally, when employees within a diverse and inclusive company feel that their opinions are heard, that they are respected and seen as equals, and that their work matters, they’re much more likely to feel connected to the brand and stay with the company for more extended periods. 

Given that nearly 48 percent of the newest generation, Gen-Z, belong to marginalized groups, according to a Pew Research Center report, this trend is only likely to increase even further. A more diverse and inclusivity-conscious workforce will gravitate towards diverse and inclusive companies. 

Thereby making it a near imperative for employers to invest now in building a diverse and inclusive workplace. 

D&I Is the Magic Formula

As the workforce and workplace continue to evolve in the post-COVID climate, it has become essential for companies to restructure their value proposition to employees. 

While the compensation, benefits package, and diversity alone were sufficient offerings years ago, times have quickly changed. 

Diversity and Inclusion are now the new magic formula for your company’s success, as they have been shown to foster the most productive, innovative, attractive, and profitable work environments. 

Interested in creating a more diverse and inclusive workforce at your company? The Professional Diversity Network has been helping employers build productive and diverse workforces since 2003. Contact us today to find out how we can help with your unique recruitment needs.

Further Reading