Using social media to support your diversity objec6ves Speaker: Gry Tina Tinde, independent diversity advisor
BIRDS OF A FEATHER FLOCK TOGETHERIt is human nature to choose people who resemble ourselves as co-‐ workers. Unconscious bias against anything that seems unfamiliar kicks in during recruitment and promo>on processes.
DISABILITY ISSUES TO THE FORE Zachary Kimotho from Kenya will travel 4,000 K to South Africa in 2012 to raise funds for the ﬁrst spinal injury center in Kenya. At the same >me he raises awareness about the strength, resilience and talents of persons with disabili>es.
REACHING TOP LEVELS • Interna>onal organiza>ons are increasingly using execu>ve search companies • This is not necessarily an advantage, since private companies do not have the same formal responsibility as the public sector to achieve equality and diversity • Execu>ve search companies are used to opera>ng in a male/ethnically homogenous sphere and D&I training is scarce • It is hard for women to be selected for top posts when both the search company and the hiring managers are male oriented
POLICY FOR CHANGE – LINKS TO SOCIAL MEDIA The Equality and Human Rights Commission (Great Britain) has recommended thatthe selec>on process for execu>ve boardsshould be made more "transparent, professional and rigorous" to allow chairmen and search agencies to appoint more women toboardroom roles and to encourage more women to apply for these posi>ons. See May 2012 ar>cle
GAY IN THE WORKPLACE Amnesty Interna>onal counts at least 83 countries where homosexuality is explicitly condemned in the criminal code.Seven countries carry the death penalty for persons presumed guilty of homosexual acts. A June 2012 ar>cle outlines homosexuality in Muslim countries.
JOB INTERVIEWS WITH LGBT MEMBERSMira Patel of the US State Dept spoke about LGBT issues in the workplace, at the Inter-‐American Development Bank in July 2010. Victor Madrigal-‐Borloz from the Organiza>on of American States outlined LGBT issues from a human rights perspec>ve.
RACISM IN INTERNATIONAL ORGANIZATIONSPar>cipants in a roundtable on indigenous peoples during a diversity conference at the Inter-‐American Development Bank in Nov 2009
RACISM IN INTERNATIONAL ORGANIZATIONSProgress na>onally and via interna>onal forums such as these will boost the numbersand career prospects of indigenous peoples, afro-‐descendants and other ethnic/racial minori>es in interna>onal organiza>ons. It is also necessary for employers to commit to adrac>ng and retaining a diverse workforce, and take concrete, measurable steps.
SEXUAL HARASSMENT • Sexual harassment is s>ll a major problem in interna>onal organiza>ons • Especially young women and consultants on short contracts are vulnerableClick on photo to watch a YouTube training video and read an ar>cle by Catalyst.org
ATTRACTING THE BEST QUALIFIED PEOPLE OF DIVERSE BACKGROUNDS ENSURES THE HIGHEST LEVEL OF PERFORMANCE
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