Anthony Paradiso, MS, SHRM-CP (he/him/his)🏳️‍🌈🌈

@ChrisFitzSpeaks @christie_engler Awesome. I’m in Waldwick.

@IOSyIslam Hope all is well!!!

@christie_engler My pleasure. Thank you everyone. Have a great week!

@christie_engler Thank you #HRSocialHour for having me. This was a fantastic conversation. Always keep having these conversations!!! Feel free to connect with me. I’m really not on Twitter/X much but feel free to connect with me on LI linkedin.com/in/aparadiso

@christie_engler A9. Diversity in leadership fosters innovation, enhances problem-solving, and ensures better representation of diverse perspectives, leading to more inclusive decision-making processes. #HRSocialHour

@ChrisFitzSpeaks @sbrownehr Agreed. Really all departments need the training, but often in larger organizations recruiters are seeing resumes and are in the starting point within the hiring process.

A6: I'd recommend pulling back an assessing the talent acquisition steps your company is currently taking and evaluate to see how DEIB is or isn't being considered. Then make the steps needed to improve it. Teach your #HR #TA and people managers how to do it well. #HRSocialHour

@ChrisFitzSpeaks @christie_engler There's also stay interviews. We don't have to wait until our employees leave. #HRSocialHour

@christie_engler A8. Mentorship and sponsorship provide guidance and advocacy, helping underrepresented employees navigate career challenges and access leadership opportunities. #HRSocialHour

@sbrownehr agreed although the data helps, especially in larger organizations but yes I see your point. We also should be doing it as it is ethically right #HRSocialHour

A7: Measure what matters. Go past the first level of data and show how effective DEIB efforts have moved things forward. I'd love to see us get past the counting heads mentality. #HRSocialHour

@christie_engler A7. Companies can measure progress in DEIB initiatives by tracking diversity metrics, conducting regular surveys, and assessing representation at all levels. #HRSocialHour

@NRobertsHR 💯

A6: Make sure that opportunities are not only communicated, but that everyone in the organization feels that the opportunity is for someone like them. Pay attention to your promotion practices and help others gain exposure for promotion opportunities #HRSocialHour

@angela_champ @christie_engler Love this. I also think our schools should be implementing travels for students. This helps growth & experience.

@christie_engler A5: encourage travel (not to resorts) to experience other cultures. Celebrate cultural/religious holidays of ees so that others can learn & appreciate the diversity and commonalities. Hold lunch & learns around Stat holidays to teach the history and intent of them #HRSocialHour

@McQuadeTX @christie_engler Love San Antonio

@christie_engler A6. Organizations can ensure equal opportunities by implementing transparent promotion criteria, fair consistent performance measures, offering mentorship programs, and conducting regular diversity audits. #HRSocialHour

@sbrownehr Wouldn’t be HR without being consistent!!! 😃

A5: Consistency, consistency, consistency. DEIB (like all great attributes of a company) needs to be in our fabric all. the. time. #HRSocialHour

@angela_champ @sbrownehr Getting out there and trying different things, having these sort of conversations, checking on our own biases. #HRSocialHour

@sbrownehr This is a tough one, because "just like us" makes us feel safe. The question is, how do we expand the definition of "just like us" so that it includes a more diverse group and yet acknowledges the shared commonalities of...oh, I don't know...being human? #HRSocialHour

A4: If we don't recognize unconscious bias, we'll just hire and promote people who are "just like us." We won't intend to, but it will be the result. #HRSocialHour

@christie_engler A5. Foster cultural competence by promoting diversity training, encouraging open dialogue, and celebrating diverse perspectives and experiences. #HRSocialHour

@RobinSchooling Exactly. Hope all is well Robin!

A3: IMO the ONLY way to cut thru the platitudes, slogans and BS is to be real. From my early HR days to my middle-aged white HR lady days …it had been (1) listening to ‘reality’ of EEs lived experiences and then (2) fighting against corporate injustice #HRsocialhour

@sbrownehr Very true. Share your vulnerabilities and stories. We are not perfect.

A3: I've also found that people understand DEIB more easily when I've explained where I've stumbled, have been short-sighted or ignorant. When you lower your guard as an #HR pro, you actually gain more credibility and access with your #workforce. #HRSocialHour