Last month, I had the opportunity to observe a leadership development training at a manufacturer. The difference between this training compared to others I’ve observed is that this training was facilitated in Spanish.
Some challenges for manufacturers in 2023 continue to be recruitment & retention and meeting customer expectations, especially as customers are asking about your social responsibility. These challenges have led to high turnover, inability to meet production demands, customer loss, and lack of market expansion.
Diversity, equity, and inclusion (DEI) commitments are falling by the wayside. What was once a priority has turned into an annual check-the-box competency training for some. Unfortunately, annual competencies are not enough to drive change, create inclusion, and foster engagement. Below are 6 tips to assist you in your DEI journey.
"There is only one way to look at things until someone shows us how to look at them with different eyes." - Pablo Picasso
Good company culture cultivates engagement and innovation. Research shows that workplace innovation leads to significant and sustainable improvements in organizational performance, employee engagement and overall well-being.
As employers continue to grapple with the talent shortage, some manufacturers are having success hiring more non-traditional candidates and using innovative and inclusive methods in their recruitment. Non-traditional candidates are people with relevant skills who may not meet traditional job requirements. Education and experience are often overlooked and maybe even excluded when sorting through resumes or applications. This could include the neurodivergent community, justice-impacted or returning citizens, people with disabilities, youth between 18-24 who didn’t go to college, limited English speakers, and others.
This is an original article from the NIST Manufacturing Innovation Blog.
In the wake of the killing of George Floyd two years ago, many organizations and companies made commitments to racial and social justice. Diversity, equity and inclusion (DEI) offices were created and DEI officers were hired. But have they been given the resources they need to succeed? Have they been given the teams and leadership buy-in to make real change happen?
This is an original blog written by Guthrie Blechman, Lead Consultant at Holistic Index.
When creating cultural and structural commitments to creating an inclusive, and respectful workplace, establishing a gender-inclusive environment is critical. Read more to learn what it means to be gender-inclusive in your language and actions in the workplace to foster a sense of inclusion and belonging.
