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.


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.


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.

Further Reading