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[Public] Diversity & Inclusion at Lever (Employee onboarding)

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Diversity & Inclusion starts from the very beginning, with every employee. This training is given to every single new hire at our startup.

Co-author credit to Rachel Stedman! (https://www.linkedin.com/in/rkstedman)

Published in: Recruiting & HR
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[Public] Diversity & Inclusion at Lever (Employee onboarding)

  1. 1. Diversity & Inclusion an open discussion about diversity & inclusion at Lever Logo
  2. 2. Why are we having this discussion? Lever is committed to being an inclusive environment—a place where we are polite and respectful, celebrate the work of others, and acknowledge how our individual differences add value to the team.
  3. 3. How does Lever define diversity? inclusion?
  4. 4. Quick note: The phrase "hiring for diversity" can be construed as affirmative action. How does Lever define diversity? inclusion?
  5. 5. How are Diversity & Inclusion different? DiverseHomogenous Exclusive Inclusive army not necessarily bad isolation, turnover risk of groupthink more innovative more engaged
  6. 6. Both diversity and homogeneity have value "Startups succeed by putting together people who have the core intelligence, the passion, and the ability to communicate." "Homogeneity is valuable because it makes communication easier on the team. Things are smoother when there are shared understandings, and people get along better with those who are like them." What do Leveroos have in common?
  7. 7. And it's also about what YOU do. Your contribution ✔ Celebrate others' work and acknowledge how differences add value to the team ✔ Make an effort to understand multiple viewpoints, to work with those who think, act, and believe differently than you
  8. 8. We all have different experiences When you’re riding, little things really add up. You notice transitioning from level ground to a 2% grade. That glass in the road goes from unremarkable to a low-grade hazard. Smog, dust, and smoke choke your lungs. Sometimes cars kick up rainwater, or mud, or rocks at you. Bugs get in your nose and mouth. You don’t always trigger the sensors at traffic lights and have to wait extra cycles for your turn (or blow a red). A driver and a cyclist may take the exact same route to work every morning, but they have very different experiences. When we think about events, it is very easy to assume others experienced them the same way as we did.
  9. 9. And it's also about what YOU do. Your contribution ✔ Celebrate others' work and acknowledge how differences add value to the team ✔ Make an effort to understand multiple viewpoints, to work with those who think, act, and believe differently than you ✔ Acknowledge that just because someone's experience is different than yours, it doesn't make it any less valid. ✔ If you notice someone being left out or unfairly treated, say something. The standard you walk past is the standard you accept.
  10. 10. Let's go beyond Lever.
  11. 11. Help make Lever a more inclusive environment What evidence visibly represents and reinforces a commitment to inclusion within Lever? What are some examples of exclusionary attributes, practices, or behaviors? inclusive exclusive What is the impact to the business if people are not able to be their authentic selves at work?
  12. 12. What is Lever doing? We talk openly about it. #inclusion channel! Diversity & inclusion training is part of onboarding. Regular diversity/inclusion discussions We say we care about it in our job postings. We are always looking for ways to do better. What you SAY reflects what you want people to think your values are. What you DO reflects your values.
  13. 13. It might be hard and uncomfortable We can recruit diverse talent, but to keep them we have to be a supportive workplace. Building a tolerant, supportive workplace is work. It's definitely much easier to go with the status quo; to go with the familiar. It's uncomfortable to work with people who think differently, act differently, believe differently than you do.
  14. 14. Lever is a unicorn. Let's keep what makes us special as we grow.

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