Are you feeling stuck in your job search, wondering how to navigate the complex landscape of diversity and inclusion, or seeking to overcome biases in the workplace? In a recent episode of The Bazz Show, Stacey, a seasoned professional in the fields of diversity, equity, inclusion, justice (DEIJ), and career coaching, shared invaluable insights that shed light on these critical aspects of career growth.
Stacey, who is also a professor at Pepperdine University, joins the podcast to discuss the challenges many individuals face in their job search due to biases and to offer practical solutions for creating more inclusive workplaces. Here are some of the key takeaways from her conversation:
- The Impact of Names on Recruiting: One of the significant hurdles in recruiting diverse candidates is biases associated with names. Stacey highlights that names can lead to assumptions and stereotypes about candidates, preventing them from being considered for positions they are qualified for. She emphasizes that these biases are often unconscious, but they lead to unintended discrimination.
- Navigating the Recruitment Process: Stacey advises candidates to do their homework and target companies that align with their values and goals. Instead of applying to a large number of companies indiscriminately, she suggests researching potential employers, looking beyond the job posting, and identifying companies that truly value diversity and inclusion.
- Customizing Resumes for Impact: Crafting a tailored resume is crucial for standing out. Stacey emphasizes the importance of mirroring the language and keywords used by the target company in the resume. This helps create familiarity and resonance between the applicant’s profile and the company’s values, increasing the chances of getting noticed by recruiters.
- Effectiveness of In-Person Strategies: Stacey challenges the notion that a fancy, image-laden resume is necessary. While such resumes might be impactful during in-person interviews, they might not fare well with Applicant Tracking Systems (ATS). She suggests maintaining a balance and having both versions of the resume – one designed for human interaction and the other optimized for ATS systems.
- Executive Leadership and Inclusion Efforts: Stacey acknowledges the growth in executive-level diversity and inclusion positions but points out that the impact of these changes varies. While some leaders genuinely want to drive change, others might not fully commit to the necessary shifts in practices, policies, and attitudes. It requires a cultural shift within organizations, beyond just hiring diversity officers.
- Addressing Unconscious Bias: Stacey discusses the importance of addressing unconscious biases at work and how she trains talent acquisition teams to become more inclusive. She highlights that biases aren’t always intentional but are deeply ingrained and need active efforts to change. She uses coaching and workshops to help leaders and teams become aware of their biases and implement strategies for change.
- Change Takes Time: Changing the status quo requires time, patience, and consistent efforts. Stacey acknowledges the frustration and anger that can arise from the slow pace of change but underscores the need to engage with people, educate them, and encourage them to reevaluate their behaviors and practices.
In conclusion, Stacey’s insights shed light on the complexities of career strategy, diversity, equity, and inclusion. Her practical advice offers a roadmap for job seekers and organizations alike to actively combat biases, create inclusive environments, and make meaningful strides toward lasting change. As we navigate the evolving landscape of workplaces, Stacey’s wisdom provides a guiding light for those seeking to make a positive impact in their professional lives.