What is your understanding today of the experience(s) Black employees have at work?

Before now, what efforts have been made individually and collectively by the leadership team to understand what Black employees experience at work? |��6�3?�

At the bottom of this post, you will find a (long) list of questions that we would invite you to download! 16. 1 0 obj <> What questions would you add to this list? There are people who say they are serious about change. 2 0 obj 11. 4 0 obj

Can you provide specific examples of how you plan to promote transparency and accountability as it relates to DE&I? '����̫|ј� 6.

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We at (name of organization) work to take the ideas of justice, diversity and equity

What channels currently exist to understand what is and is not working for Black employees? But putting DE&I into practice is anything but neat. 9.

7. 19. 12. Some Potential Interview Questions to screen for Racial Equity These are some ideas that an organization may use in a hiring process to ask potential candidates about their consciousness, fluency and past experiences addressing racial equity issues. GovLoop is the knowledge network for government - the premier social network connecting over 300,000 federal, state, and local government innovators. B���sA!Q/oM}���?��(Ϝ��Du=�(��q;�ڭ���D-b���Q�DԫӲ 1.

If so, what?

Based on what you already know, what steps have you taken to correct those issues? � In addition, search committees should look to expand the number of questions they ask about equity and inclusion. This may be hard for smaller teams, but this should be considered.

They are in no particular order, but I think they are a great starting point for having honest conversations about current racial inequities in workplaces and how to replace cosmetic fixes with impactful change. All three words sound good rolling off the tongue. ��(g�N What I’ve outlined below are more than a dozen questions that I think can help to gauge how committed leaders are to real change.

Have you used that data to make any positive/substantive changes? It’s emotional.

�Y{�y4��@���m ���e��7ܫ�̯�8��������w7B?��5�o�R�T�3 � 10. Will you consider 360-degree evaluations for managers and ask questions about DE&I, microaggressions etc? Sign up to get a daily dose of awesome gov-focused resources, trainings, blogs and articles to help you do you job better. G��jel��PL`��W{�G��J���R�l�Q3b|�X6 h© �j-�5��z��,��t�V���0�`���8�$�#�;z�~�E7$��Ǎb�Z|��"�\�1@:�ψ�>��`��`CAw�g��Z������K��f Diversity, equity and inclusion fit nicely on PowerPoint slides. 3 0 obj In early June, I discussed the importance of creating spaces at work to have honest conversations about race.

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%PDF-1.5 How would you [reach] [serve] diverse groups or traditionally underserved communities? 8.

x��[[o۸~����x�aD���Ȣ��E(���Cw[I|�X�,7���33�H��8I� �@Z�5��o�4;��^�8�����,9>f�~;��%�K\I.Y�d��5���S�Η�HvN� Why do you think it’s important to address diversity and equity issues in this position, and what As search committee members, you should (as a group) discuss some of the expectations for each of the answers to these questions. What efforts are being made to benchmark and evaluate managers, particularly those who have high turnover rates on their teams or who have been reported to HR?

Is it clear to employees what channels and resources are available to support them and to report racial inequities?

And it’s layered. What are you willing to put toward DE&I going forward?

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5�@DZ�Z�r�����vxӼ4���A�Q�]�> ��DG�]ے��v��z��cW�]H�k�8��8K���3DAsR[-e�x�n�� ����y�����f��bw"�de���m. My call to action for readers was clear, and my questions were direct: How are you using your influence, your words and your actions for good and to include colleagues who are marginalized?

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It’s messy. 4. <>/XObject<>/ProcSet[/PDF/Text/ImageB/ImageC/ImageI] >>/MediaBox[ 0 0 612 792] /Contents 4 0 R/Group<>/Tabs/S/StructParents 0>> This post was also shared on Medium.com.

3. At least that’s what I’ve come to learn, and my journey in this space is just beginning. They are in no particular order, but I think they are a great starting point for having honest conversations about current racial inequities in workplaces and how to replace cosmetic fixes with impactful change.

13.

1. If not, why? Share them in the comment section below. Sample Interview Questions – Diversity and Equity. endobj

��q�!�i81��0r�pG��� .��a�l�RB"zDC�5�,� ��! endobj What DE&I goals are already in place? What resources (time, effort, money) are you putting toward DE&I now?

Will there be transparent and routine releases of internal data to track progress?

What can you point to in support of that claim? <>

My story isn’t unique, and this certainly isn’t an issue for newsrooms alone. endobj What progress has been made? 2. ����ޗ�O����{o�����e�q1�L-�&"%�(������f�e�g[���P.��G���×z1Qf5�Eu�+�>i*xVn�c�P��|����Iq� s�V-������@lEd���Ѿe�����n���t��x?��x=���|ֲ��)��X���}��+z�5�]U!�V ���>r�Cqͤ�\�,�(˒������|x�� m�G��4�h��$U,ˁ����'#ԬB�%�si/��0��x�W����E�� �p>^�����,�*R������>6~�% ӏ�+OR$��. 15.

endobj creating spaces at work to have honest conversations about race, How a National Security Lab Streamlined ‘Annoyances’, What Agencies Want in a Next-Generation Network, A Picture in Time: How NIH Has Responded to the Challenge of COVID-19 Data.

What does allyship look like in your office? Is diversity, equity and inclusion a core value at this organization? <>/Metadata 68 0 R/ViewerPreferences 69 0 R>> 17. 2 0 obj What does the data show about hiring, promotions, retention and turnover among Black employees, and how has that changed over time?

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Based on what you know, what is and is not working?

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What have you learned from exit interviews and communications with human resources (HR) about the experiences of Black and other employees who don’t identify as white? 3. 1 0 obj

Was there any follow-up or corrective action? x��ko�F��~1��K(\�Nz��r}Ľ�p����HKTE)=����}p��R�\q(������g7��>���wo^��Mp��.��������Eq���`A����"�� �,ʒ�~{y��_//A�>�����k�^��9���ѱ"*%�3H� $�+� ��2��efy$Q�(s�#TIE����("6��Ȳ(�(�ëb��C�6��_Ou��1�J�0[4;| �����+��G���<=!��@c�`��3���ݪ��*����~i�/��_�G��M Nݣ慙_W��1���rԿ/Ľk��� pd��%�y:���u���J2���p~ɗH㷷`��4����i�ޢ�bP�o�\m���G stream After writing that article, I was touched by the transparent comments and feedback from people who shared my words with colleagues, their bosses, family members and friends. 6��D�� ?�RJ��}��16���⬾eI�k�&h�yi�z�0dio�#a�Y����p�QÓ$����x��܈�c��FZ��S���Q����%I ��׸iF�f��>I�G%�� If no follow-up action was taken, then why not? <>

A great resource to connect with peers, share best practices, and find career-building opportunities. Ӟ>WO�>Ki��,�G��䏐�ç��%ҀT�Z�� ц���ӌ���E{V�Y�Ei��;i}s���Ө����a��8�'���������=8�੖���~R�? I shared that as a Black woman and a trained journalist, I’ve been taught to leave my race, my identity at the door and to be unbiased.

But their commitment and sincerity are evident through actions.

Race And Diversity Interview Questions During the police officer competency-based interview many people fail on the questions that arise based on respect for race and diversity In this article I will provide you with a sample question and answer which will detail how to construct your response effectively.

What challenges do you think you will face in working with a diverse population? 5. 3 0 obj What I’ve outlined below are more than a dozen questions that I think can help to gauge how committed leaders are to real change.
Tags: diversity, empathy, Equity, inclusion, leadership, Fixing the Weakest Link in Cybersecurity: People, Urban Planning and COVID-19: Lessons From the Coronavirus Pandemic.

14. If so, please provide examples. What concrete actions have you committed to taking that will improve DE&I, and what’s the timeline for implementation? %����


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