Katie Thomas’ Post

Transcript

It is dry and there's blue sky. So I thought it turned out for a walk and it is always a good time to talk about diversity, equity and inclusion. So I thought I would talk. About attraction in diversity, equity and inclusion. And I'm going to go through three things that everyone needs to be thinking about for attraction. And this is by no means an exhaustive list. So do you put your own thoughts and ideas below. Ooh muddy! The first one is really look at your job postings and and be brutally honest. When was the last time that you looked at them and overhauled them? Really think about the language and the accessibility of them and how corporate they feel, how they could be a bit of a turn off to someone who might be the first person in their family going to university. I was actually the first person in my family to go to university and. Yeah, there were definitely certain jobs that I didn't think were for me just because of the kind of things that were said in the adverts. So look at that job postings first thing. Then have a look at what you're offering in your position, and if you're still not giving any kind of flexibility in your working options, you can be limiting who you're opening up that job to. So flexibility can look like remote working part, time working and. It's really good for everyone. It's one of those universal design points that really is good for everyone but anyone who has caregiving responsibilities. And thinking about childcare not typically comes down more to women than men. It shouldn't. That's the way it is at the moment, anyway. Things are changing. So look at the flexibility that you're giving. I know it's not possible in every job, but in a lot of them it really is. And then the last point, so we've got job postings, flexibility. The last point is really thinking about. Showing diversity, equity and inclusion in your workplace to promote it. And that isn't just lip service. Putting something tokenistic in a job advert saying that you're equal opportunity employer. It's not enough saying you're doing something. It's not the same as doing it. You need to be living that inclusion, showing that diversity in your work and. That can be in the kind of organizations that you're partnering with that can be attending events for diverse clients. And this actually came out of a webinar I went to buy Equal Cher who were talking about. And if you don't have a very diverse organization yourself, broaden your network. Paste job postings specifically to communities and organizations that champion minorities, that champion women, that champion LGBTQ plus communities. Really think outside the box. If your organisation isn't that diverse yet, think about going going to these different events, stepping outside of your comfort zone and broadening that horizon. Because it's it's not good enough. It's not good enough just to say that you support diversity, equity and inclusion. You've got to be doing it. You've got to be showing that and living it. So yeah, three things to do with. Attracting diversity, equity and inclusion. And I'll be posting more. Do you leave comments on anything else that you would add to this? It's obviously not exhaustive. And yeah, really, really looking forward to hearing what everyone is doing. Thank you.