Many companies are now making investments toward specific measurable diversity, equity, and inclusion (DEI) goals and initiatives—and they’ve also realized that in order to make a holistic change, they have to start with their hiring process.
Implementing strategic DEI priorities can be challenging without the right support, but we’re here to help!
Diversity, equity, and inclusion aren’t just buzzwords—they’re foundational values by which the most innovative and successful companies operate. We recognize that systemic inequalities exist, and we as a staffing agency are committed to identifying and addressing them in all aspects of our business and beyond.
We believe that everyone should feel welcome in the workplace—regardless of the visible and invisible qualities that make us who we are, we should all feel valued, supported, and empowered to bring our whole selves to work. Our mission is to provide exceptional staffing services to our client partners and candidates while promoting diversity, equity, and inclusion in everything we do to create a more just and equitable world for everyone.
Whether it’s a quick conversation or a long-term consulting engagement, here’s how we help companies shift their thinking and make diversity hiring a priority:
DEI work can be a challenge—there are no easily measured metrics or boxes to check. It’s the kind of change and work that takes time and commitment, and it often begins with taking a close look at your holistic hiring process.
The first step of the process: job descriptions. We worked with a team of experts to establish some best practices to help you craft job descriptions with DEI in mind. Download our whitepaper to start leveling up your DEI hiring strategy.
Diversity and inclusion is something that’s always been with Theresa from a philosophical standpoint, and when she began her career in recruiting, she was struck by two key learnings: the pool of candidates in particular industries was incredibly homogenous, and how many times candidates were being assessed on their name, appearance, pedigree, or what school they attended.
“I wanted to change that, and the CDR certification has been helpful in that quest,” she says. “Many companies want to cultivate an inclusive culture, but that can’t begin until a company hires those who have diverse backgrounds, experiences, and perspectives. It can seem overwhelming, and I’m here to help them make that journey a little easier.”
