Post by account_disabled on Nov 22, 2023 1:53:39 GMT -8
It is important to remember that this benefits all people, not just those we perceive as underrepresented groups. We are talking about a more humanized hiring process.
Another concern that Rock Content has is moving the C Level Executive Email Lists structures. We can mention , considering all family formats, allowing anyone, regardless of their affective-sexual orientation or gender identity, to request the longest period of leave (120 days), regardless of location/country in which this person is located.
We are getting to the end of the article, but not to close this topic just yet. I feel there is a need to share some final words with you: I know that the challenge can be scary. But the fear of failure (or not getting the results you might expect) has to be less than the fear of not offering a healthy and welcoming environment to all people involved in your brand — employees, customers, stakeholders, and partners.
As Larry Hirst said in the book Inclusive Leadership: “We have come a long way, but we haven’t come far enough and the pace of change should be faster. We need to continually learn and assess what works and what doesn’t work, we need to engage and collaborate with our colleagues at all levels of our organization, and we need to convert our fine words into demonstrable and impactful actions.”
Let’s be the change.
This article is also in the new issue of Rock Content Magazine, released this August. In this issue we bring incredible content about diversity, inclusion and accessibility, an extremely important topic for brands and society today. You can download the magazine here,
Another concern that Rock Content has is moving the C Level Executive Email Lists structures. We can mention , considering all family formats, allowing anyone, regardless of their affective-sexual orientation or gender identity, to request the longest period of leave (120 days), regardless of location/country in which this person is located.
We are getting to the end of the article, but not to close this topic just yet. I feel there is a need to share some final words with you: I know that the challenge can be scary. But the fear of failure (or not getting the results you might expect) has to be less than the fear of not offering a healthy and welcoming environment to all people involved in your brand — employees, customers, stakeholders, and partners.
As Larry Hirst said in the book Inclusive Leadership: “We have come a long way, but we haven’t come far enough and the pace of change should be faster. We need to continually learn and assess what works and what doesn’t work, we need to engage and collaborate with our colleagues at all levels of our organization, and we need to convert our fine words into demonstrable and impactful actions.”
Let’s be the change.
This article is also in the new issue of Rock Content Magazine, released this August. In this issue we bring incredible content about diversity, inclusion and accessibility, an extremely important topic for brands and society today. You can download the magazine here,