There are two main ways that employers work with outside recruiters: on a contingency basis or through a retained search. Each option has its benefits, but which type of recruiting is most effective when sourcing senior-level diverse candidates?
Employers looking to attract women to their organizations and retain female employees who have dialed back their job responsibilities to handle caregiving are advised to focus on their organizations’ resources and support systems.
More women in leadership roles. Benefits that cater to a more diverse range of needs. A demand for diversity, equity and inclusion consultants. Those are among business leaders’ DE&I expectations for 2021.
According to the National Women’s Law Center, 865,000 women dropped out of the workforce in September when their kids went back to school or began online learning from home. But it’s not only women with children who are struggling at work right now. Black women are more likely than other employees to think about leaving the workforce because of concerns over their health and safety, according to the Women in the Workplace study.
Business leaders need to ensure that the hiring process is fair to all applicants, yet while many talent acquisition teams now have diversity initiatives in place, they lack a strategy for how to find underrepresented minority talent.
This time of social upheaval may be the best opportunity to work toward achieving inclusion and transparency in the workplace, according to panelists at a recent symposium for managers. SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, Karen Boykin-Towns, a vice chairman at the NAACP and a former senior executive at Pfizer Inc., and D. Steve Boland, president of retail at Bank of America, encouraged managers to do their jobs well and act before the window of opportunity closes.