How organizations can attract diverse pools of candidates for important job openings

Dec 14, 2023

As organizations seek to create a more diverse and inclusive workforce, they will need to learn and leverage new strategies to attract candidates for roles and industries for which they have historically not been recruited. Companies in all sectors understand the business benefits of diversity; the challenge is to make it happen. In this blog post, we will outline several strategies for attracting diverse pools of candidates for important positions in the life sciences, healthcare, and cybersecurity industries.

Partner with new and different organizations.

By forming partnerships with community and nationwide organizations that provide professional development and job opportunities for people from historically underrepresented groups, companies can tap into potentially large and influential groups of people whom they would otherwise not have access to. These organizations can help identify individuals whose experience, knowledge, and potential are exactly right for the position and can serve as long-term partners in the pursuit of talent beyond traditional networks.

Leverage platforms outside the conventional norm.

Organizations can enhance their efforts to attract diverse job candidates by leveraging the power and reach of new platforms outside of the conventional norm. LinkedIn is a terrific place to advertise for talent, but it’s not the only avenue for reaching diverse candidates. Companies and their human resources teams should post their job openings on multiple platforms including diversity-focused job boards, community group channels, and other industry-specific digital properties.

Craft inclusive job descriptions.

A common mistake that some organizations have traditionally made is writing job descriptions using language that can be implicitly or explicitly biased against certain groups. Inclusive job descriptions using neutral language ensure all potentially qualified applicants perceive an equal opportunity to secure the role, leading to an increased number of applicants from historically underrepresented communities.

Ensure fair and transparent screening and interviewing processes.

Another important strategy for attracting diverse job candidates is ensuring that the screening and interviewing process is conducted in a fair, equitable, and transparent manner. Organizations can use techniques such as anonymizing resumes, structuring screening and interview questions to eliminate biases, and using diverse hiring panels to ensure fairness and transparency throughout the process.

Request referrals from in-house diverse employees.

Companies should encourage and incentivize current diverse staff members to refer candidates from their communities and networks. Employee referrals can be an extremely effective technique for building diverse candidate pools since they serve as personal references of the candidate’s qualifications and character. Diverse employees may be aware of people from their communities who are qualified for the job but are not familiar with the company nor inclined to learn about the position due to the networks they have traditionally associated with.

Nurture Employee Resource Groups (ERGs).

Many diverse candidates are attracted to organizations that provide valuable networking opportunities and other resources to people like them through ERGs and are therefore more inclined to seek them out in their job search. Because they serve as sounding boards and support networks for sub-groups within an organization, ERGs provide members with a psychologically safe place to be themselves. Research also shows that ERGs improve employee retention rates and productivity, and 54 percent of organizations surveyed reported that their ERGs increased the sense of belonging and community among employees.

Implement Effective Employee Onboarding and Professional Development Strategies.

It is also paramount to implement effective employee onboarding programs and establish ongoing mentorship, sponsorship, and development opportunities. This comprehensive approach ensures the successful integration of diverse talents into the organizational fabric and plays a pivotal role in talent retention. Beyond retention, these initiatives contribute to cultivating a skilled and motivated internal talent pool. Employees, especially those from underrepresented communities, gain the guidance and support needed to navigate their career paths through close personal engagement with more experienced peers. Simultaneously, continuous development opportunities equip individuals with the skills and knowledge required for future promotion. In essence, a robust onboarding process coupled with sustained mentorship and development enhances diversity and inclusion and lays the foundation for a thriving internal talent pipeline poised for future growth and success.

Conclusion.

Research has shown that building a diverse and inclusive workforce in life sciences, healthcare, cybersecurity, and elsewhere, can provide significant social and financial benefits. In attracting diverse job candidates, organizations need to think strategically and intentionally about every step of the recruiting and hiring process. By partnering with community organizations, leveraging platforms outside of conventional norms, using inclusive language in job descriptions, eliminating unconscious bias to ensure fair and equitable hiring processes, inspiring diverse employee referrals, nurturing ERGs, and implementing effective onboarding and professional development strategies, organizations can successfully attract diverse candidates for important positions they are trying to fill. And when they do that, they will build a more diverse and inclusive company that is more productive and innovative, makes better decisions, and is more likely to retain top talent over time.

Navigating and Nurturing Inclusion: Insights from Slone Partners’ Collaborative Workshop in San Diego

Dec 06, 2023

In a recent collaborative venture in San Diego, Slone Partners and California Life Sciences (CLS) assembled a dynamic group of human resources, talent acquisition, and diversity, equity, and inclusion (DEI) champions for insightful discussions and brainstorming on the topic of building positive and inclusive workplace cultures while navigating evolving priorities.

Navigating Shifting Priorities

Three years after many organizations made initial pledges to enhance DEI, some have made minimal progress toward their goals. The interruption in momentum is influenced by a variety of factors.

Navigating Shifting Priorities GraphicBuilding a Toolbox for Success

A primary focus of the workshop was to equip participants with a toolbox of strategies to navigate the ever-shifting landscape of organizational priorities while steadfastly staying committed to DEI goals. Through interactive sessions, the group discussed practical approaches to weave basic DEI principles into the fabric of daily operations. From recruitment practices to employee engagement initiatives, the participants left with a set of action items to begin implementing.

Toolbox GraphicEnsuring DEI Efforts are Ingrained in Company Culture

One of the highlights of the workshop was a discussion about how to ensure that DEI efforts are not just standalone initiatives but an integral part of a company’s workplace culture. The participants explored ways to embed diversity and inclusion into the organizational DNA, fostering a sustainable and enduring commitment to these principles. Through case studies and group exercises, the workshop provided a roadmap for organizations to authentically integrate DEI into their core values.

Brainstorming and Identifying Tools

The collaborative spirit of the workshop was genuinely exemplified during the brainstorming sessions. The diverse group of participants drew upon their varied perspectives and experiences to exchange a vast range of thoughts and ideas. From sharing success stories to collectively problem-solving, the participants were left with a sense of camaraderie and an array of tools and strategies to use in their respective roles.

Avoiding Performative DEI

Constructing the Future: Avoiding Performative DEI

Yamilex Pena and Candace Nortey
(From L to R): Yamilex Peña, Diversity, Equity & Inclusion Project Manager at California Life Sciences and Candace Nortey, Managing Director of Diversity, Equity, and Inclusion at Slone Partners.

“Our recent workshop in San Diego was a testament to the power of collaboration and shared commitment to DEI goals,” said Candace Nortey, Slone Partners’ Managing Director of Diversity, Equity, and Inclusion. “As the participants departed, they carried with them insights and strategies and a renewed sense of purpose to champion positive change within their organizations. The journey towards a more inclusive future had begun.”

Attracting Top Talent: How to Craft a Compelling Job Description

Dec 06, 2023

Developing a high-level job description that companies can use to attract a robust and diverse pool of qualified candidates may seem like a relatively straightforward task, but it requires a thoughtful, deliberate, and team-oriented approach to get it right.

A well-crafted job description tells a compelling story – about the position, the company, and its unique and important mission. Slone Partners provides support to its client partners to ensure that positions are represented in ways that are attractive, substantive, and inclusive, but also free from unnecessarily overwhelming and non-essential details. The goal is to pique the interest of qualified candidates so that they are inclined to pursue the opportunity. In this blog post, we will discuss the best practices for crafting a job description that will attract a wide pool of talented candidates.

  1. Tell a Compelling Story: A great job description should do more than just list a set of roles and responsibilities. It should tell a compelling story about the position and the organization. Be sure to highlight the unique attributes and culture of the company. Share the company’s mission, vision, and values. Explain how the position fits into the company’s overall strategic plan and how it contributes to the organization’s goals. This storytelling will help attract candidates who understand and share your organization’s core values and mission.
  2. Discern the Must-Haves from the Nice-to-Haves: It’s critical to accurately describe the contours of the position, including the most important responsibilities, reporting structure, and the requisite skills – both hard and soft skills – and qualifications necessary to succeed in the role. Make sure to specify the essential functions of the position and any mandatory requirements. Clearly articulate the differences between the “must-haves” from the “nice-to- haves” when describing the desired qualifications so that highly qualified candidates don’t ever feel like the role is not right for them. Include the required professional certifications, licenses, and academic qualifications to ensure that the candidates considering the position are clear on the necessary criteria.
  3. Avoid Unnecessary Details: A compelling job description will include the necessary information without overwhelming the reader with trivial details. Avoid using jargon or “internal” language that might not resonate with potential candidates. Instead, prioritize the most important nuggets of information that truly define the position and how it fits into the fabric of the organization and its mission.
  4. Use Inclusive Language: It is important to create inclusive job descriptions to attract the widest pool of interested talent, including diverse candidates. Avoid using gendered language or any language that might create barriers for underrepresented groups. Use a sincere and positive tone while emphasizing the company’s commitment to diversity and inclusion.
  5. Use a Team Approach: Ensure that the key internal stakeholders are involved in the drafting of the job description and are in alignment with how the position is described, why certain skills and qualifications are being required, and how the hiring process will proceed. Many of these key stakeholders will be included in the candidate interviews when they occur.
  6. Be Forward-Looking: When describing the position, consider how the role might evolve over time. Include information about how the position may grow or change as it will help the candidates envision a clear path forward within the company. Ensure that the potential candidates have a vision of how they can and will contribute to the company’s future success.

Crafting an attractive job description is both an art and a science. It requires a team effort involving the key stakeholders who together build a compelling story about the position, the skills and qualifications required, and the organization and its mission. The desired outcome is a document that is straightforward, inclusive, and future-looking. It is a critically essential component for organizations that want to attract and secure the most highly qualified candidates for their most important executive roles.

‘National Coming Out Day Executive Leadership Panel’ Event an Inspiring Success

Nov 29, 2023

Dozens of life sciences professionals gathered in New York on October 11 for the ‘National Coming Out Day Executive Leadership Panel,’ co-sponsored by Slone Partners and Syndax Pharmaceuticals. The event was an opportunity for industry leaders to share their experiences and insights on LGBTQ+ inclusion in the workplace.

National Coming Out Day is observed on October 11 each year to raise awareness about and support for the LGBTQ+ community. It is a day for individuals who identify as lesbian, gay, bisexual, transgender, queer, or any other non-heteronormative sexual orientation or gender identity to share their stories with friends, family, colleagues, and peers. The objective is to foster a safer environment for LGBTQ+ individuals to be open and honest about who they are and provide an opportunity for allies to demonstrate their support and solidarity with the LGBTQ+ community.

The Executive Leadership Panel featured several distinguished speakers, each of whom offered their unique perspectives and valuable contributions to the discussion, sparking an interesting exchange of ideas and viewpoints on an array of important and timely issues.

Included in the conversations were John Nordberg, Executive Director at Syndax Pharmaceutics, who delivered opening remarks; Patrick Leroy, Senior Scientist at Takeda Oncology; Richard Pulik, Chief Financial Officer at Roivant Sciences; Amit Rakhit, M.D., Chief Executive Officer at Flare; and Kendyl Schaefer, portfolio and program management executive. Candace Nortey, Managing Director of Diversity, Equity, and Inclusion at Slone Partners, served as the program moderator.

National Coming Out Day event panelists
(From L to R): John Nordberg, Syndax Pharmaceuticals; Patrick LeRoy, Takeda Oncology; Amit Rakhit, Flare; Kendyl Schaefer; Richard Pulik, Roivant Sciences; Candace Nortey, Slone Partners.

“This event was a testament to the commitment of Slone Partners and Syndax Pharmaceuticals to foster diversity, equity, and inclusion within our organizations and beyond,” said Nortey. “It is also a reminder that we all have a role to play in creating safe and healthy workplaces where individuals can be their authentic selves and achieve their maximum potential.

“Gatherings like these serve as a powerful catalyst for change, driving conversations and action towards a more inclusive and accepting society. They remind us that by celebrating our differences, we can collectively move forward toward a more equitable, dynamic, and well-rounded future,” she continued.

“As we reflect on the insights and conversations that transpired during this remarkable event, we are inspired to continue the journey towards a more inclusive world, not just on National Coming Out Day but every day. I hope this event will serve as a call to action to champion diversity and embrace the strength it brings to our workplaces and communities.”

Key takeaways:

  • Small gestures can make a big difference.
  • Leadership actions are crucial in creating inclusive workplaces.
  • We ALL have so much learning to do.

Five Reasons Why Organizations Should Pursue Diversity, Equity, and Inclusion During Times of Economic Uncertainty

Nov 29, 2023

A 2021 study found that more than 80 percent of organizations were taking steps to enhance diversity, equity, and inclusion (DEI). It is encouraging to see companies putting greater emphasis on their social responsibility, realizing that DEI is an important part of their long-term business strategy. Unfortunately, this progress is now threatened by the near-term inclination for organizations to slash budgets while the economy remains unsettled. The incongruity between short-term and long-term objectives should give companies pause when they determine the value of their DEI initiatives, particularly considering that research shows that inclusive teams make better decisions as much as 87% of the time and decisions made and executed by diverse teams delivered 60% better results. By scaling back on diversity and inclusion efforts, organizations risk falling behind their competition at a time when they can’t afford to.

There are many benefits to be gained by companies that continue their DEI efforts through tough economic times. In this article, we outline five of those benefits.

1. Enhanced Innovation:

According to a study published by Harvard Business Review, the most diverse enterprises are the most innovative, with 19 percent higher innovation revenues and nine percent higher earnings before interest and taxes (EBIT) margins, on average. Diverse teams are, by definition, less myopic than non-diverse teams, and better equipped to draw from a variety of perspectives when analyzing issues and developing strategies and solutions.

2. Attracting Top Talent:

A recent Eagle Hill Consulting survey showed that more than 53 percent of U.S. workers say that diversity, equity, and inclusion are key factors when considering companies for employment. DEI is particularly important for younger workers, with 77 percent of Gen Zers and 63 percent of Millennials saying they are important considerations for them. These data points reflect the fact that potential new hires pay close attention to a company’s values and culture, and companies that remain devoted to their DEI initiatives will gain the edge when seeking top talent.

3. Improved Decision-Making:

Research by Cloverpop shows that inclusive teams make better decisions as much as 87 percent of the time, and decisions made and executed by diverse teams deliver 60 percent better results. The researchers write that, “A focus on diversity often means a focus on hiring, and it takes a long time to turn the tide for companies with thousands of employees. But a focus on inclusion and diversity changes the conversation. By expanding the frame, inclusion highlights an immediate opportunity to activate the decision-making power of the diversity already present in high-performing global workforces.”

4. Better-Suited to Market Trends:

Diverse teams that reflect the complexion of their communities and customer bases are better suited to accurately assess and leverage market trends in their research, product development, and marketing. National demographic trends foreshadow significant economic and social changes in the years ahead as the populace at large ages and the percentage of non-Hispanic white people continues to shrink. For those reasons and others, organizations that develop diverse teams with differing backgrounds, perspectives, and ideas to draw from will be more agile and apt to pivot quickly in response to market conditions.

5. Stronger Team Engagement:

When employees feel included, valued, and equitably treated, they feel a sense of belonging, which tends to increase their engagement and commitment to the company. Research by McKinsey shows that employees who feel included within their organizations are about three times more likely than their peers to feel excited by and committed to their organization’s mission. A whopping 83 percent of Millennials employed by companies that support DEI initiatives report being actively engaged in their work.

Conclusion:

In summary, companies may be tempted to cut budgets, including those for DEI initiatives, during times of economic uncertainty. However, the decision to do so would be considered ‘penny wise and pound foolish’ since backtracking on diversity and inclusion could have serious negative impacts including diminished employee morale, engagement, and retention.

Fostering a diverse and inclusive workplace offers numerous advantages including enhanced innovation and decision-making, a greater capacity to attract and retain top talent, a more complete understanding of current market trends and developments, and higher levels of employee engagement. These benefits help businesses weather tumultuous markets and remain successful over the long term.

It’s More Than Just Checking the Box: Why Diversity Recruiting is Critical for Growing Organizations

Nov 15, 2023

Organizations of all sizes recognize the value of building a diverse workforce and fostering an inclusive culture where everyone can perform to their highest potential. It makes sense from both a social and business perspective. Diversity recruiting is one of the essential strategies used to achieve these goals. In this blog, we will define diversity recruiting and its importance for growing organizations in the highly competitive healthcare, life sciences, and cybersecurity industries.

What is diversity recruiting?

Diversity recruiting is a broad term that refers to attracting, recruiting, and hiring individuals from historically underrepresented communities. A diversity recruitment strategy defines goals, accountabilities, action items, and success measures for attracting, engaging, assessing, and hiring diverse talent to drive business success. It is often part of a larger diversity and inclusion strategy, developed to ensure a workforce reflects a company’s customer base and the communities where it operates, and to capitalize on the benefits that come from a diverse range of backgrounds, experiences, and perspectives.

Progressive companies that wish to create a robust and agile workforce must design strategies to seek out and secure new leaders and team members who vary in terms of age, gender, race, ethnicity, sexual orientation, neurodiversity, and so forth. It is an intentional effort to create a more inclusive and diverse workforce and to address historical inequities in the hiring process.

Why is diversity recruiting important?

Studies show that diverse and inclusive workplaces tend to have improved productivity, innovation, and profitability. Such organizations can leverage the unique perspectives and experiences of their diverse employees and foster a more welcoming and comfortable environment for all. From a business perspective, diverse organizations are better equipped to serve their broad and varied customer base. Customers are more likely to do business with companies they perceive to be diverse and inclusive.

Best practices in recruiting diverse talent

  1. Use neutral job description language. Ensure job listings include neutral language, avoid any terminology that may alienate diverse candidates, and highlight your company’s commitment to diversity, equity, and inclusion.
  2. Encourage employee referrals. Ask employees to refer individuals from underrepresented backgrounds and communities to the company. These referrals should improve the representation of diverse individuals in candidate pools and improve the quality of the new-hire vetting process.
  3. Create strategic partnerships and collaborate with diverse organizations and communities. Partner with universities, colleges, and educational institutions to establish pipelines for underrepresented talent. Participate in career fairs. Tap into their networks to build relationships and attract potential candidates you might not otherwise reach.
  4. Leverage social media. Your social media platforms can be an extremely effective way of communicating your company’s values and commitment to diversity and inclusion and attract diverse candidates for job opportunities. Highlight your inclusive workplace culture to attract candidates who value these principles. Your LinkedIn channel can be a valuable resource for reaching new and different audiences that you might not otherwise impact.
  5. Implement blind resume screening. This process can eliminate unconscious hiring biases by removing demographic indicators such as names, gender, or the universities that candidates attended. This strategy can promote merit-based decisions, enabling companies to recruit and hire more candidates from diverse backgrounds.
  6. Conduct inclusive interviews. Develop a standardized list of questions directly aligned with the responsibilities of the role, focusing specifically on the skills and qualifications necessary to be successful. Ensure that a diverse group of people within the company is involved in the interview process so that candidates are evaluated from different perspectives.
  7. Leverage your existing Employee Resource Groups (ERGs) to connect with diverse candidates. ERGs can help with networking, referrals, and promoting your organization as an inclusive employer.
  8. Develop structured internship programs that provide hands-on experience for individuals from underrepresented groups. Many successful hires come from these programs.

(Text on image) A bias-free hiring process is structured and ensures that all candidates are assessed in the same manner and against the same criteria. The structure provides candidates with an equal opportunity to demonstrate their skills, knowledge, and qualifications for the job.Diversity recruiting strategies and benefits in healthcare, life sciences, and cybersecurity

In life sciences and healthcare, diversity recruiting is essential as these industries create and provide innovative life-enhancing and life-saving drugs, diagnostic tools, medical devices, and treatments to communities of varying demographics and cultures. Hiring diverse employees can help ensure your workforce reflects the varied communities it serves, thereby increasing the effectiveness of product research, development, and marketing. In cybersecurity, hiring from diverse backgrounds can mitigate security risks by drawing upon the unique perspectives, experiences, and talents of a wide range of people. Promoting diversity in recruitment can enhance analytical power, problem-solving, and threat detection.

Conclusion

Diversity recruiting is an essential strategy for organizations in healthcare, life sciences, and cybersecurity. Enriching the workforce with employees who have diverse experiences and backgrounds can lead to teams that create more innovative solutions to problems, better productivity, better decision-making, and higher revenues. Companies should continually evaluate their recruitment policies and implement strategies to promote diversity recruiting. Ultimately, a successful diversity recruitment strategy will result in a more well-rounded, robust, and agile workforce that will achieve company goals.

Six Reasons Why Diversity, Equity, and Inclusion Are Important in the Workplace

Nov 08, 2023

Extensive research affirms the societal and economic benefits of diversity, equity, and inclusion (DEI) in the workplace. DEI is a vital component of an organization’s success because it helps foster a culture of respect and inclusivity which can lead to enhanced teamwork, increased morale and productivity, better decision-making, and higher profits. In this article, we discuss why DEI is crucial in the workplace and how organizations can create a culture that promotes and sustains DEI.

Promotes Creativity and Innovation

One of the primary benefits of DEI is that it promotes creativity and innovation in the workplace. By definition, a diverse workplace is comprised of a wide variety of backgrounds, perspectives, and ideas. This diversity of thought can lead to new and differing insights, better problem-solving, and greater innovation. Studies have demonstrated that diverse teams are likely to outperform non-diverse teams because their members are more likely to speak up, ask questions, deliberate, and reach better conclusions.

Increases Employee Engagement and Retention

Employees are more likely to be engaged and committed to their work when they feel valued and respected. DEI in the workplace can help create a sense of belonging and inclusivity, which can lead to higher levels of employee engagement, commitment, and loyalty. When employees feel they are part of a community and can be themselves, they are more likely to remain with their company for a longer term.

Enhances the Organization’s Reputation

Organizations that prioritize DEI can enhance their reputation as a socially responsible business. Consumers are becoming increasingly aware of corporate social responsibility and are more likely to support companies that prioritize diversity and inclusivity. By promoting DEI in the workplace, organizations can attract top talent, gain customer loyalty, and maintain a positive brand image.

DEI in the workplace illustration of employeesImproves Decision-Making and Problem-Solving

When teams lack diversity, they may have blind spots or gaps in their decision-making and problem-solving capacities. Building a workforce that values diverse perspectives can help to identify, disrupt, and address unconscious bias, leading to better decision-making and problem-solving. Diversity can also help prevent groupthink, which can stifle creativity and innovation.

Contributes to the Bottom Line

Greater diversity of experience, background, and thought enhances an organization’s overall performance. Recent research shows that diverse companies earn 2.5 times higher cash flow per employee and inclusive teams are 35 percent more productive than their non-inclusive peers. Another study found that companies with diverse management teams accrued 19 percent higher profits than their less-diverse peers.

Complies with Legal and Regulatory Requirements

Employers have a legal and ethical obligation to provide a workplace that is free from discrimination and harassment. Promoting DEI in the workplace not only complies with legal and regulatory requirements but also helps create an environment in which discrimination, harassment, and micro-aggressions are not tolerated, thereby reducing the company’s legal liabilities.

Conclusion

DEI is essential in the workplace because it promotes greater creativity, innovation, employee engagement and retention, enhances the organization’s reputation, improves decision-making and problem-solving, adds financial value, and complies with legal and regulatory requirements. Organizations that prioritize DEI can reap the benefits of a diverse and inclusive workforce while contributing to a more just and equitable society. To promote DEI in the workplace, organizations should create policies, practices, and programs that foster diversity, provide training and support, and hold leadership accountable for ensuring that DEI goals are established, sought, measured, and achieved.

Understanding DEI: What Diversity, Equity, and Inclusion Mean in the Workplace

Oct 30, 2023

Over the past decade, diversity, equity, and inclusion (DEI) have become increasingly important priorities for companies competing for talent and market share, with even greater emphasis in recent years. Creating a diverse and inclusive workplace encourages employees to bring their authentic selves to work, feel valued, and produce better results. Unfortunately, while many companies understand the importance of DEI, they often fail to translate this comprehension into action. This article highlights the meaning of DEI, why these concepts matter, and how they foster a sense of inclusion and belonging in the workplace.

What is Diversity in the Workplace?

Socially, diversity refers to the wide range of identities that exist among people. Broadly, it includes race, ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, veteran status, etc. It also involves different ideas, perspectives, and values. When organizations value diversity, they attract a broader range of talent, customers, and clients, which can lead to a better understanding of the needs of diverse markets. Moreover, diverse workplaces benefit from varied perspectives that come from different backgrounds and experiences. Research shows that diverse teams experience a 60 percent improvement in decision-making, reflecting a more creative and innovative problem-solving approach.

What is Equity in the Workplace?

Equity, on the other hand, seeks to provide every employee with equal opportunities to succeed, regardless of their background. This means ensuring that everyone has access to the same resources, such as education, training, and support. In the workplace, equity ensures that people get paid fairly, regardless of their gender, race, or age. In short, equity seeks to eliminate bias in all its forms, providing a level playing field for everyone.

Inclusion, Equity, Diversity description graphic
Source: https://www.docspeaks.com/dei-actiontm

What is Inclusion in the Workplace?

Inclusion refers to an environment where everyone feels welcomed, valued, and respected and can be their true selves without fear of judgment. An inclusive workplace culture is critical because it ensures that everyone has a voice, feels heard, and is accepted. When employees feel included, they are more likely to feel engaged, motivated, and connected to their colleagues, leading to better work outcomes. Research by McKinsey finds that inclusive companies with culturally diverse teams outperform their less diverse peers in profitability by 36 percent.

Conclusion:

Organizations that fully understand and prioritize diversity, equity, and inclusion can increase their growth, productivity, and profitability. Weaving DEI into every fabric of a company’s infrastructure will result in a more balanced, robust, and agile workplace where all perspectives are considered and have an impact. When that happens, the results can be transformational!

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Investors and Executives Engage in ‘Cybersecurity Meet-Up,’ Co-Sponsored by Slone Partners Cybersecurity

Approximately 40 top cybersecurity executives and investors gathered in Boston on October 10 for an engaging Cybersecurity Meet-Up reception and discussion, co-sponsored by Slone Partners Cybersecurity and Glasswing Ventures.

Slone Partners Cybersecurity President Mike Mosunic and Glasswing Ventures Founder and Managing Partner Rick Grinnell led a lively discussion about recruiting trends in the Boston cybersecurity ecosystem and the ways in which generative artificial intelligence (AI) could disrupt the cybersecurity industry in both positive and negative ways over both the short- and long-term.

Event attendees included executives and investors from several Boston-area companies including 1011 Ventures, .406 Ventures, Allure Security, authentiAI, Bessemer Venture Partners, Black Kite, Boldstart Ventures, Ceritas, Cisco, Data Point Capital, DeNexus Inc., Devo, dtonomy Inc., Energy Impact Partners, Flux, Glasswing Ventures, Hopara, Inrupt, J2Ventures, Jit, Nametag Inc., Noetic Cyber, NuHarbor Security, Oort (now part of Cisco), runZero, Schneider Electric, ThreatX. Tola Capital, and Trillbit.

In addition to Mosunic, other Slone Partners executives in attendance at the event included Founder and Chairman Adam Slone, Chief Executive Officer and Managing Partner Leslie Loveless, and Chief Operating Officer and Partner Chrystie Chapman.

Attendees at Cybersecurity meetup.
(From L to R): Didi Dotan, Sr. Director of Engineering, Cisco; Shawn Cherian, Partner, Energy Impact Partners; Mike Mosunic, President, Slone Partners Cybersecurity; and Brian Miller, VP of Sales, Nametag, Inc.
Attendees at Cybersecurity meetup.
(From L to R): Mike Mosunic, President, Slone Partners Cybersecurity; Gant Redmon, CEO, Hopara; and Rick Grinnell, Managing Partner, Glasswing Ventures.
Adam Slone and Leslie Loveless
Slone Partners Founder and Chairman Adam Slone (L) with Slone Partners Chief Executive Officer and Managing Partner Leslie Loveless (R)

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Senior Talent in High Demand: Non-Profit Organizations in Hot Pursuit of Visionary Leaders

Non-profit organizations are constantly seeking ways to improve operations, build new partnerships, and increase their impact on the community. Their important missions help improve the lives of millions of people by steering money and other needed resources into communities and causes where private and government dollars aren’t enough. One of the most critical factors for their success is having the right team in place, which includes experienced, talented, and dedicated senior-level professionals. These leaders are in high demand and recruiting them can be a challenge for many non-profits. In this blog, we will explore the reasons why non-profits sometimes struggle to secure senior talent, the impact it has on their organizations, and strategies for improving their recruiting efforts.

Competition from Other Sectors

The reality is non-profit organizations are competing with a broad range of institutions and businesses for senior-level talent. Many highly experienced professionals are attracted to the private sector where salaries and benefits tend to be more lucrative. Additionally, some may prefer working in the public sector, where they can pursue passions like government service and policy development. In some cases, non-profit executives may be lured away by other non-profits whose mission is more closely aligned with their interests. With such strong competition for top talent, it behooves organizations to dedicate sufficient time and resources to their recruiting efforts, build and maintain relationships with potential future candidates, and commit to developing potential future leaders within the organization.

Talent Acquisition Resources

Another reason non-profits sometimes struggle to find senior talent is limited human resources (HR) for talent acquisition. Often these organizations don’t have dedicated HR departments or recruiting budgets, which makes it challenging to attract top talent. Recruitment strategies may be limited to job postings on their website or social media platforms, which may not reach the broadest range of highly qualified candidates. With the right resource allocations, non-profits can greatly enhance their chances when competing for senior talent.

Organizational Culture

A critical factor in attracting and retaining senior talent for any organization in any sector is having a strong and healthy culture that aligns with their institutional values and beliefs. By nature, non-profit organizations are mission-focused and mission-driven, but there may be occasions, particularly when the competition for top talent is extremely tight, when they will consider candidates whose personal missions don’t necessarily match the mission of the organization. When that happens, prospective leaders may be dissuaded from joining and/or inclined to leave the organization after a short stay, resulting in lost time and money. Ensuring that the candidate’s mission is aligned with the organization’s mission is a highly effective check to ensure that the placement will be secured and retained.

Career Advancement Opportunities

Career progression is an important factor in the recruitment process as senior-level candidates are often very mindful of their professional trajectory, and non-profit organizations, particularly smaller ones, may not be able to offer the same upward mobility found in other sectors. Their operations can be quite lean and often do not have the resources needed to offer specialized training or career development opportunities that can help senior-level professionals stay engaged and grow in their roles. To counter this challenge, non-profits can regularly reevaluate their professional development budgets, leverage online and other digital professional development platforms, and create internal and external affinity groups that can serve as catalysts for professional growth and maturation.

Strategies for Improving Talent Recruitment

Non-profit organizations can take several steps to improve their recruitment efforts for senior-level positions. They can begin by telling a compelling and inspiring story that reflects their mission, vision, and impact they are having in their communities, and by communicating that story in myriad ways across all their external-facing platforms. Next, they can develop a comprehensive recruitment strategy that includes aggressive outreach via trusted existing networks as well as new networks that will reach a broader and more diverse set of candidates, leveraging a variety of recruiting technology platforms and social media channels, and forming partnerships with recruitment specialists like Slone Partners. Our recruiting specialists have existing relationships with non-profit leaders. We understand their passions and motivations, and we source and vet candidates to ensure they will add value to the organization with whom we are partnering on the search.

Conclusion:

With the right planning and commitment, non-profit organizations can overcome significant challenges when seeking to attract and retain experienced senior-level professionals. Competition from other sectors, limited human and financial resources for talent recruitment, and limited advancement opportunities are just some of the challenges they may face. However, by developing more robust recruitment strategies, telling a compelling story, and ensuring that their values and culture closely align with their mission, non-profit organizations can effectively compete for senior talent and build the teams they need to achieve their objectives.

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