How you approach your hiring process can reveal a lot about your values on equity, diversity and inclusion. Ensuring that the hiring process is values-aligned lays the foundation to cultivate trust and safe(r) spaces when attracting and retaining talent. Here are 3 things you need to know before getting started.
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Equity audits are a deep dive into your organization to identify areas of growth and provide a plan to get you where you want to be. Here are 5 things you need to know before getting started.
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We are currently living in an epidemic of menstrual inequity as it relates to the current North American economic structure. People with periods are more disconnected from their bodies' natural cycles, rhythms, and flow than ever before and are paying the price.
“Why?”, you may ask. Capitalism.
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What makes us prefer, or feel drawn to, one candidate over others? Can we really make decisions that are completely free of biases? Since bias is so deeply entrenched in our minds that we might not even notice it, how can we work towards mediating it in the hiring process?
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In the age of the ‘grind’ and ‘girlbosses,’ we’re challenging hustle culture, unpacking its roots, and exploring inclusive alternatives.
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Why working from home should be a permanent option for accessibility and inclusivity.
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One of the really interesting things about working within anti-oppression is to the degree to which the social norms are actually unwritten. Oftentimes, we assume that policy, specifically that of human rights, civil rights, or human resources is obscenely habitual and covers every possible incident that could be contained, through the use of the words “including, but not limited to”. We believe that those who handle complaints, like HR, remain “at arm’s length” from an organization or institution are often able to be the ones who can champion change, but they’re limited by their policies, and more specifically, the banality of them.
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