Ten diversity and inclusivity recruitment tactics and strategy

Diversifying recruitment comes with a lot of benefits. Here are ten strategies that can help with diversity and inclusivity recruitment tactics

Regarding recruitment, employers increasingly recognize the importance of diversity and inclusion. By casting a wider net and welcoming candidates from all walks of life, companies can boost their public image and tap into new talent pools.

Moreover, research has shown that diverse teams are more innovative and better able to solve complex problems and smarter. Therefore, diversity and inclusivity are essential concepts that businesses should be aware of.

However, when hiring new employees, ensuring that your company is doing everything possible to create a diverse and inclusive environment is essential.

This blog post will look into diversity recruiting and discuss ten diversity and inclusivity recruitment tactics and strategies. By following these tips, you can ensure that your company is taking the necessary steps to attract a more diverse pool of applicants.

What is Diversity Recruiting?

Diversity recruiting is the process of sourcing and hiring employees from underrepresented groups. This can include women, people of color, LGBTQIA+ individuals, disabled people, and more.

The goal of diversity recruiting is to create a workforce that is reflective of the population at large. By doing so, companies can create an inclusive environment where all employees feel valued and respected.

Diversity recruiting is not only the right thing to do, but it also makes good business sense. Studies have shown that companies with a diverse workforce are more successful than those that don’t.

The Benefits of Diversity Recruiting

There are many benefits of diversity recruiting, including:

  • Improved company culture
  • Enhanced innovation
  • Improved problem-solving
  • Boosted employee morale
  • Increased customer satisfaction

10 Strategies for Diversity and Inclusivity Recruitment

Here are ten strategies that your company can use to improve its diversity and inclusivity recruitment tactics;

1.    Diversify Your Job Postings

This is one of the essential strategies for diversifying recruitment. By targeting underrepresented groups in your job postings, you can attract a more diverse pool of applicants.

There are a few ways to do this;

Include language welcoming to all genders, races, and sexual orientations. For example, avoid using gendered pronouns such as “he/she” or “his/hers.”

Use inclusive language such as “team player,” “hard worker,” and “enthusiastic learner.”

Include a diversity statement on your website and in your job postings. This will show candidates that your company is committed to creating a diverse and inclusive workplace.

2.    Review Your Application Process

Your application process should be welcoming to all types of applicants. This includes people with different educational backgrounds, work experiences, and skill sets.

Here are a few ways to make your application process more inclusive;

Allow candidates to submit their applications in multiple formats, such as video, audio, or text.

Give candidates the option to complete their applications in multiple languages.

Make sure your application forms are accessible to people with disabilities. This includes using clear and straightforward language, avoiding jargon, and providing alternative formats such as large print or Braille.

3.    Expand Your Recruitment Sources

Don’t limit yourself to the same old places when sourcing candidates for open positions. Instead, look for talent in new and underrepresented areas. This can include job fairs, online communities, and professional networks focusing on diversity.

Some companies also partner with universities that have a strong focus on diversity. So again, this is a great way to find talented candidates who might not be actively looking for a new job.

4.    Provide Unconscious Bias Training

Unconscious bias is a type of bias that we all have. It results from our brain’s making assumptions based on past experiences and beliefs. This can lead to discrimination in the workplace, even if we don’t realize it.

That’s why providing unconscious bias training for your employees is essential. This training can help employees become aware of their biases and learn how to avoid discriminating against others.

There are a few ways to provide unconscious bias training;

  • In-person workshops
  • Online courses
  • Webinars
  • Lunch-and-learns
  • Create an Employee Resource Group

Employee resource groups (ERGs) are voluntary, employee-led groups that focus on a particular diversity issue. They’re a great way to create an inclusive environment and foster respect for all employees.

Some examples of ERGs include;

  • Women’s groups
  • Groups for people of color
  • LGBTQIA+ groups
  • Groups for people with disabilities
  • Encourage Employee Referrals

Employee referrals are one of the most effective ways to find qualified candidates. They’re a great way to diversify your workforce. Employees are more likely to refer people who are like them.

Encourage your employees to refer candidates from underrepresented groups by offering incentives such as bonus points, gift cards, or extra vacation days.

5.    Use Blind Hiring Methods

Blind hiring is a type of recruitment where the candidate’s name, gender, race, and other personal information are hidden from the hiring manager. This helps to reduce unconscious bias during the hiring process.

There are a few ways to do blind hiring;

  • Remove names and personal information from resumes before they’re reviewed.
  • Use an online tool to assign candidate ID numbers randomly.
  • Conduct initial interviews via video call so you can’t see the candidate’s physical appearance.

6.    Candidate Question

Asking every candidate the same questions helps to level the playing field and ensure everyone is evaluated relatively. This also allows you to compare candidates more efficiently.

When creating your list of questions, avoid using ones that could reveal a person’s protected status, such as age, race, or gender. Instead, focus on questions that will help you assess a candidate’s qualifications and skills.

7.    Diversify the Hiring Committee

The hiring committee is responsible for reviewing candidates and making hiring decisions. Therefore, it’s essential to have a diverse group of people on the committee so that all voices are heard and every candidate is given a fair chance.

Try to mix people from different backgrounds, genders, and experience levels. This will help to ensure that all candidates are given a fair evaluation.

8.    Create Diversity-Friendly Company Policies

One of the best ways to create a more diverse and inclusive workplace is to have policies supporting it. This can include things like;

  • A flexible work schedule
  • Parental leave
  • Transgender-inclusive health insurance

These are just a few examples of diversity-friendly policies. By having these policies in place, you’re sending a message that you value diversity and inclusion.

If you’re unsure where to start, talk to your HR department or an employment lawyer. They can help you create policies that are compliant with the law and support your company’s commitment to diversity.

9.    Provide Inclusive Benefits

When designing employee benefits, it’s essential to consider all employees’ needs. This includes things like;

  • Health insurance
  • Retirement plans
  • Paid time off
  • Employee assistance programs

These are just a few examples of benefits that can be inclusive. By offering benefits that meet the needs of all employees, you’re sending a message that you value them and their well-being.

10. Implement an Equal Employment Opportunity Policy

An equal employment opportunity policy is a set of guidelines that employers must follow to ensure that all employees are treated fairly. This includes things like;

  • Prohibiting discrimination
  • Providing reasonable accommodation
  • Preventing retaliation.

These are just a few examples of what an equal employment opportunity policy should include. In addition, this policy sends a message that you’re committed to diversity and inclusion.


Creating a diverse and inclusive workplace requires more than just issuing a statement or checking boxes on a form. It starts with a fundamental belief that everyone should be treated with respect and given an equal opportunity to succeed.

From there, it’s essential to actively reach out to underrepresented groups, create an inclusive environment, and ensure everyone feels welcome and valued.

10 Vital Signs It’s Time to Start Looking for a New Job

A job is more than just a source of income – it’s a fundamental part of who we are and how we see ourselves. It’s where we spend most of our waking hours, shaping our relationships, outlook on life, and sense of self-worth.

However, there are times when it becomes clear that our current job is no longer serving us. So maybe it’s time for a change. The number of people quitting their jobs in the United States peaked in November 2021, when 4.5 million people resigned.

Many factors might have led to this mass exodus, which we will not discuss in this article. Instead, this article will focus on 10 signs that it’s time to start looking for a new job.

Signs that it is Time to Start Looking for a New Job

Do any of the following resonate with you? If so, it might be time to start looking for a new job.

  1. You don’t have a Good Work-Life Balance

Most people understand the importance of maintaining a healthy work-life balance. After all, working too much can lead to burnout, while failing to work enough can make it hard to meet ends.

But what happens when your work-life balance ticks too far in one direction? If you’re regularly putting in extra hours at the office, skipping vacations, and neglecting your relationships, it may be time to start looking for a new job.

  1. Your Work no Longer Feels Meaningful

We all want our work to feel meaningful. But unfortunately, as the years go by, it’s not uncommon for people to find that their jobs have become increasingly pointless. So if you can’t remember why you’re doing what you’re doing, it might be time to start looking for a new job.

  1. You Feel Undervalued

Being undervalued can have a profound effect on an individual. It can lead to feelings of worthlessness, insecurity, and general dissatisfaction with life. In some cases, it can even lead to depression.

Therefore, when you are not valued, it may be time to start looking for a new job and feel undervalued in your current position. Likewise, if you think your contributions are not being recognized or your voice is not heard, it can indicate that it’s time to move on.

  1. You’re no longer Learning

Another sign that it may be time to start looking for a new job is if you feel like you’re no longer learning. If you’re not being challenged in your current position, it may be time to find a role that will help you grow and develop as a professional.

  1. Your Relationship with Your boss has Deteriorated

A good relationship with your boss is essential for a healthy work environment. But what happens when that relationship starts to deteriorate? If you constantly argue with your boss or feel like they’re out to get you, it may be time to start looking for a new job.

  1. You’re Unhappy

Happiness is not only a state of mind but also impacts our physical health. According to research, happiness positively affects our cardiovascular health, immunity, and longevity.

Happiness also boosts creativity and makes us more resilient in adversity. 

In sum, happiness is essential to our well-being and has numerous benefits for our physical and mental health. So if you’re unhappy with your current job, it may be time to start looking for a new one. After all, life is too short to be spent in a position that doesn’t make you happy.

  1. Your Ethics is Compromised

If you feel that your ethics are being compromised in your current job, it may be time to look for a new one. This could include feeling like you’re being asked to do something unethical, pressured to make unethical decisions, or witnessing unethical behavior from your colleagues.

  1. You’re Stressed All the Time

Stress can have severe consequences on our health. For example, it may be time to start looking for a new job if you’re constantly stressed at work. Your Health is Suffering.

Similarly, it may be time to make a change if you find that your health is suffering due to your job. This could include physical health problems, mental health problems, or both.

You are not Renumerated for your Worth.

As a professional, you know that your worth is not simply based on the number of hours you work or the amount of effort you put in. Your value is also based on your skills, experience, and results.

That’s why it’s so important to be aware of your value – and to ensure that you’re adequately compensated for it.

However, if you feel like you’re not being paid what you’re worth, it may be time to start looking for a new job. This is especially true if you compare your salary to others in your field and find that you’re being paid significantly less.

Not being well paid will affect your morale and how you see yourself. So it might be time for a change of scenery.

  1. Your Job Security is Constantly Undermined

Having job security means you can count on a regular income to help pay bills and cover other expenses. In addition, job security can provide peace of mind. Knowing that you have a steady job can help to reduce stress and anxiety.

Finally, job security can offer opportunities for career growth. When you have a secure job, you can focus on developing your skills and advancing your career.

However, if you feel like your job is constantly under threat, it may be time to start looking for a new one. This could include feeling like you’re about to be fired, being told that your position is being made redundant, or reducing your hours.


So there you have it, some tell-tale signs that it might be time to start looking for a new job. As unpleasant as the idea might be, it’s always better to make a change before things get too stagnant.

If you find yourself in any of the above situations, it might be time to start dusting off your resume and preparing for a job search. Who knows, you might end up in a position that’s even better than your current one.

The Rapid Rise of D&I Initiatives in Companies: Why?

The role of Diversity and Inclusion (D&I) in companies has been evolving rapidly in recent years. What was once a matter of compliance has increasingly become a strategic business priority.

A growing body of research has shown that D&I initiatives can positively impact a wide range of business outcomes, from innovation and creativity to employee engagement and retention.

In light of these findings, it’s not surprising that an increasing number of companies are taking steps to promote D&I within their organizations. While there is no one-size-fits-all approach to creating a more diverse and inclusive workplace, a few key factors drive this trend.

This article will explore why D&I initiatives are rising in companies today. So let’s get started.

What is the Diversity and Inclusion Initiative?

Before diving into the reasons behind the rapid rise of D&I initiatives, we must first understand what we mean by “diversity” and “inclusion.”

Diversity can be defined as the inclusion of individuals with different characteristics in a group or organization. These characteristics can include but are not limited to race, ethnicity, gender, sexual orientation, age, religion, and disability.

On the other hand, inclusion is about creating an environment where everyone feels valued, respected, and has an opportunity to succeed. It’s about creating a sense of belonging for all employees.

The Diversity and Inclusion Initiative is a forward-thinking approach to a workplace culture that understands the importance of a diverse and inclusive environment.

The initiative aims to create a workplace where everyone feels respected, valued, and heard. By fostering a sense of belonging, the initiative helps to ensure that all employees have an equal opportunity to thrive.

Furthermore, the initiative also works to bridge the divide between different cultures and backgrounds, promoting understanding and collaboration. Ultimately, the Diversity and Inclusion Initiative is about creating a workplace where everyone can be their best selves.

With a commitment to diversity and inclusion, businesses can unlock the full potential of their workforce and create a more vibrant and successful workplace.

Reasons D&I Initiatives Increased Rapidly Within Companies

So why have Diversity and Inclusion initiatives been on the rise recently? Let’s take a look at some of the critical factors that are driving this trend.

  1. Changes in Demographics of the Workforce

As the workforce has become increasingly diverse, so too have the needs of employees. Companies are now more aware of promoting inclusion and diversity (I&D) within their ranks.

Not only is it the right thing to do, but it also makes good business sense. A diverse workforce is more creative and innovative, and companies with I&D solid initiatives are more successful overall.

Several factors have contributed to the changes in demographics within the workforce. The most obvious is the increasing number of women and people from minority groups entering the workforce.

But other factors are at play, such as the aging population and the rise of the gig economy. As the workforce continues to evolve, so too must I&D initiatives. Otherwise, companies will risk being left behind.

  1. The War for Talent

The economic landscape has shifted in recent years, and the competition for top talent has only become more fierce. Companies have had to rethink their approach to diversity and inclusion to attract and retain the best employees.

No longer seen as a “nice to have,” Diversity & Inclusion (D&I) is now considered an essential business strategy. By creating a more inclusive environment, businesses can attract a wider talent pool and foster innovation and creativity.

In today’s war for talent, D&I initiatives are no longer just a “nice to have” – they’re necessary.

  1. The Rise of Millennials

Another key factor contributing to the rise of D&I initiatives is the increasing presence of millennials in the workforce.

Unlike previous generations, millennials are more likely to seek out companies that share their values and firmly commit to diversity and inclusion.

Moreover, they’re more likely to leave a company that doesn’t meet their expectations in these areas. As a result, businesses have had to adapt their D&I initiatives to appeal to this increasingly important demographic.

  1. New Perspectives and Innovation

One of the critical drivers of diversity and inclusion (D&I) initiatives within companies is the desire for new perspectives and innovation. Organizations must adapt quickly to new challenges and opportunities in a rapidly changing business environment.

To do this, they need employees who can bring fresh ideas and perspectives to the table. In addition, they need employees who are comfortable with change and are willing to take risks.

By promoting diversity and inclusion within their workforce, companies are more likely to attract and retain these employees. In turn, this can lead to a significant competitive advantage.

The need for new perspectives and innovation will only become more pronounced as the business world becomes increasingly globalized and complex. Therefore, we can expect to see D&I initiatives grow in importance within companies.

  1. Enhances Better Performance

Last, D&I initiatives have been shown to enhance companies’ performance directly. A study by McKinsey & Company found that companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their respective national industry medians.

The study also found that ethically diverse companies are 35% more likely to outperform their peers on profitability.

There is a strong business case for diversity and inclusion. By promoting D&I within their ranks, companies are not only doing the right thing but also improving their bottom line.

Tips for Maintaining a Successful D&I Program

Implementing successful D&I initiatives require careful planning and execution. Organizations must first identify the goals they want to achieve and then create a plan to help them reach them.

It is also essential to involve all employees in the initiative, from top-level executives to entry-level workers.

Now that we’ve seen some of the key reasons behind the rapid rise of D&I initiatives, let’s look at how companies can maintain a successful program.

Here are a few tips to keep in mind:

Keep your D&I Program Up-To-DateAs the workforce continues to evolve, so must I&D initiatives. Otherwise, companies will risk being left behind.

  • Communicate the Business Case for D&I

To get buy-in from employees, it’s essential to communicate the business case for diversity and inclusion. By showing how D&I can improve performance, companies will be more likely to gain the support of their employees.

  • Ensure Everyone is Held Accountable

A successful D&I program requires buy-in from everyone in the organization—from senior management to entry-level employees. It’s crucial to hold everyone responsible for achieving D&I goals to ensure this.

  • Focus on Continuous Improvement

Diversity and inclusion are an ongoing journey, not a destination. As such, companies should focus on continuous improvement rather than trying to achieve perfection. By taking small steps forward, companies can make significant progress over time.

  • Celebrate Your Successes

Finally, it’s important to celebrate your successes. This will help to keep employees motivated and engaged with the D&I program.

By following these tips, companies can increase their chances of maintaining a successful diversity and inclusion program. This can lead to many benefits for the organization and its employees.


The rapid rise of D&I initiatives in companies is a positive trend that will likely continue. By promoting D&I within their ranks, companies are not only doing the right thing but also improving their bottom line.

While some difficulties must be resolved, such as reinforcing prejudice and stereotypes, these can be overcome with careful preparation and execution. Companies can boost their chances of success by implementing the advice in this article.

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.

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.

Further Reading