2. plays un undeniable ro
the top 5 strategies to
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The impact of the COV
offered a new perspect
when it comes to their
development paths to
organizations need to a
achieve success. Anoth
inclusion (D&I), which q
one not many are willin
has found that 76% of
evaluating job offers, a
working at companies w
Introduced in the mid-
major factor that organ
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Leverage sourcing plat
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3. values the eff
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One of the m
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Job descriptio
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postings is ou
compounds t RSS
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posting consists of mal
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gender diversity and in
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exclude age, culture, et
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just as important in ens
This is particularly key n
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programs. Existing emp
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fact that professionals
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that D&I objectives are
6. Employ a perk pack
Non-monetary benefit
employees look for in a
and nature of the digita
does not work. It is imp
package, one that cater
This inches into inclusio
company cares about D
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Here, optimizations can
underrepresented and
package, these professi
likely to engage. Apart f
a sense of pride in the w
inclusive work culture.
While it can be challeng
individual, organization
different cultural and re
floating holidays, where
fit instead of mandator
employees celebrate a
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Bridge the gap betwee
perception of D&I
While employers feel t
disagreed by a noticeab
gap is by actively taking
represented widely thr
employees aware of th
about D&I. Subsequent
feedback on areas that
evaluating company po
progress of their efforts
7. ensure that employees
opinions are valued. Th
and delivers results. Ap
define the accepted pra
environment.
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The positive impact of
immense. According to
decisions twice as fast a
time. The decision and
results too. It is importa
possible if diversity and
diversity in the talent p
talent management so
With automated recruit
communities, peer net
rewards of a diverse wo
insights, we can find th
through. To know more
that deliver.
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#diversity #inclusivit
diversity & inclusion G
remote work talent re
8. Ashwin Kasturira
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Entrepreneur & strateg
scaling up new busines
functional projects.
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