In the United States, laws have been enacted to address workplace discrimination.
However, protection under the law is not same as equality. And make no mistake: inequality exists, with regard to education, affordable housing, healthcare, and the criminal justice system. It is also prevalent—yes, prevalent—in the workplace.
Civil unrest is, and has long been, the result of inequality.
Addressing inequality requires more than well-intentioned policies that amount to little more than box-checking. Systemic change is necessary. This kind of change will take leadership, at every level, including in the workplace.
Recognizing that employment opportunity can be a catalyst for societal change, Appcast looks at diversity recruiting and hiring from the standpoint of how to best make an impact.
A diversity primer
The term “diversity” gets used a lot, but when employers talk about “diverse candidates,” to whom they are referring?
In general, the phrase “diverse candidates” refers to Black people and other people of color, individuals who identify as LGBTQ+, people with disabilities, women, and older workers, as well any underrepresented group, which may include people of different ethnicities and religions.
Why does diversity recruiting and hiring matter?
Consider this data, from the U.S. Bureau of Labor Statistics