Diversity in hiring practices is a newer focus for many teams. This doesn't mean hiring to meet a diversity quota, but embracing the strengths and qualities that a truly diverse team can bring to an organization. This perspective requires a shift in how many companies view diversity and how they execute their hiring practices.

In this course, we'll talk about how to change the language in your job postings to be more inclusive and less gender-specific. We'll discuss sharing a diversity statement along with diversity metrics and any benefits that are inclusive to all. We'll talk about outreach and where to post positions to maximize your diversity efforts. Lastly, we'll cover the job application, and some changes many companies are making to avoid unconscious bias when qualifying their applicants.

It's become clear to corporate leaders and business owners around the world that we need to do more to fight racial inequality in the workplace. Not only is this work aligned with the ethics and moral values of the labor force, but it's a fact that racially and ethnically diverse companies outperform industry norms by 35%. So why has it taken the corporate world so long to wake up to this reality?

Unfortunately, many expressions of racial prejudice are hard to spot, even in ourselves. This is known as unconscious bias, and it's been deeply impactful on hiring practices and workplace relations for decades.

The good news is, we can uncover our own unconscious biases and actively work against them. In this course, we'll talk about two types of common biases and how to mitigate those in the workplace.

As a leader, you are in a prime position to enact real change and mitigate racism in your organization. In order to do this successfully, you need to start with your company's policies. In this course, we'll talk about why taking anti-racism steps is vital to your business. We'll discuss how to assess your company's current values and integrate anti-discrimination and anti-racism policies into your culture. We'll tell you about various resources you can use to craft policies that will protect your company and all its employees. Lastly, we'll cover how to implement these policies.

You may have had the luxury of not thinking about racism much at work. In fact, you may have even assumed that it wasn't much of a problem anymore. It's likely that changes in our national dialogue have prompted some questions for you, including what it might mean for your organization, or for you, to be an ally to those who face discrimination at work. In this program, we'll explore what it means to be an ally while in a leadership position, hence the term, "allyship." We'll talk about what your motivation should be and what you can do as a leader to stand side-by-side with people of color.

Our recent social dialogue has centered on racism and discrimination in a way we haven't seen in quite some time. All of these conversations are good and can move us in the direction of needed change, but as interest wanes, what can we do to stay engaged? How can we avoid complacency and maintain this momentum within our organizations? In this course, we'll discuss ways to make this a daily practice by setting realistic expectations. We'll go over some ideas to help you personally stay engaged in this conversation, and we'll also talk about measuring your efforts by examining organizational data.

The effort needed to become a truly anti-racist organization is considerable. But it's also worth it. Study after study shows that diverse organizations are more productive and ultimately more profitable, and those are great things for a business. But more importantly, you should search for ways to become more anti-racist simply because it's the right thing to do. Evaluating your own organization will help give you an idea of where you are and how far left you have to go. In this program, we'll talk about how to survey your company, what to do with those results, and questions you need to consider as you lead your company in these efforts.