It can’t be denied that homogenous companies have been doing well for a long time. However, just as the Internet led to a dramatic shift in how businesses are run, the inclusive enterprise will usher a new era in which inclusion becomes central to both our professional and personal lives.
Paolo Gaudiano responds to a recent New York Times op-ed regarding the gender confidence gap. He argues that we should start to ingrain more gender-balanced values from the earliest stages of education, while working to remove systemic biases in the workplace.
Aleria Co-Founder & CEO, Paolo Gaudiano, shares why our three pronged approach that combines the work of a for-profit, a non-profit, and academia will deliver the biggest impact in D&I for society.
Lisa Magill, Co-Founder and Head of Product at Aleria, shares resources for investing for impact and reminds us that social impact and financial return are not mutually exclusive.
Aleria team member, Tricia Rivera, shares her five key takeaways from a year of working at a Diversity and Inclusion startup. She shares her upbringing, what draws her to this work and the things she has learned as she has engaged with and researched D&I.
The next time you hear a company complain that they’re struggling to hire diverse talent and that it’s a pipeline problem, ask them to consider whether they’re looking in the right places. This list is a great starting point when to make your recruiting process more meaningfully inclusive.
When we consider the shockingly large number of women whose personal and professional lives are damaged by sexual harassers in the workplace, the number of prominent men who recently lost their jobs because of #MeToo seems ridiculously small. Aleria’s CEO and co-Founder, Paolo Gaudiano, calls for men to be more engaged in stopping sexual harassment and to become better allies to women.
When progressive movements and initiatives aren’t intersectional and inclusive from the very start, they risk isolating or excluding the very individuals they aim to impact. We must celebrate progress while also acknowledging the progress to be made.
Though this may seem counter-intuitive at first, taking an active role in the professional development and career growth of all of your employees, not just your top performing ones, can lead to increased employee loyalty and openness and contribute to the success of your company.
The 2018 US Open Women’s Final brought about conversations around gender bias and sexism as Serena Williams argued that the umpire unfairly penalized her for behavior that men aren’t sanctioned for. Paolo Gaudiano explores four lessons learned from the incident including the importance of calling out perceived bias and the importance of diversity on management teams.
Today is Equal Pay Day for Black women, 4 months after Equal Pay Day for women in general. While gender bias disproportionately affects women of color, a recent survey reported that 50% of Americans are unaware of the pay gap between white and Black women.
In response to an HBR article about women and collaboration overload, Aleria's CEO & Founder, Paolo Gaudiano, looks at how companies don't know how to attach value to collaborative tasks that benefit multiple individuals in the workplace.
Arguing that a company is run as a meritocracy, typically involves one or more characteristics: laziness, naïveté and dishonesty. And the notion that companies run as a true meritocracy is a "fanciful mental illusion." Aleria's Founder & CEO, Paolo Gaudiano, explores why meritocracy is a chimera.
In the U.S., there are an estimated 56 million people with a disability. Globally this number is estimated at 1 billion. As part of Global Accessibility Awareness Day on May 17th, Aleria's co-Founder, Lisa Magill, delves into the importance of digital accessibility and shares 3 reasons why companies cannot afford to ignore it.
Education continues to be a top consideration during hiring processes. However, there are a few key reasons why focusing too much on this can be a big mistake. Our founder, Paolo Gaudiano, lists 5 reasons why including the fact that college performance doesn't necessarily translate to job performance, you risk missing out on great talent, and you're likely perpetuating systemic biases.
Today, most companies see diversity as part of their corporate social responsibility (CSR) agenda. But making diversity part of the CSR mindset turns it into a “nice to have,” and one of the first things to get cut in difficult times. Instead, diversity should be seen as a business imperative and the most important element of a company’s return on investment.
The future of corporate America is in the hands of leaders who understand that there is no business case for homogeneity, and that the best way to succeed is to embrace individual differences, and to create an environment where all employees can bring to the table their full range of professional skills and personal traits that makes them unique and productive contributors to the success of any organization.
As part of our work in diversity and inclusion, company leaders frequently ask us for specific suggestions on what they can do to increase diversity. Sometimes the answer surprises them: achieving diversity should not be your goal.
One of the more common concerns we hear when discussing the value of corporate diversity is the fear that focusing on diversity in the hiring process may be compromising the quality of the person hired to fill a position. This post will give you the ammunition you need to blast this misconception out of existence and to make better decisions the next time you have the opportunity to influence hiring.
When companies aim to become more diverse by recruiting more diverse talent, they are potentially falling into a trap. You should think of your prospective employees as consumers, and of your company as the product you are trying to sell to them.
If you are looking for ways to attract top-notch talent, a particularly effective strategy is to look for technology-related conferences that attract sponsorships from leading corporations. When I heard about a conference that had attracted sponsorships from Microsoft, Nike, eBay, Facebook, Target and a number of other sponsors, I decided this would be a good opportunity to scout for talent.