D&I Thought Leadership

Our team actively shares research findings, provides insight into our approach, and discusses Diversity Tech solutions. In addition to our Medium blog, we publish regularly to Forbes and Women 2.0.  

Below you can find some of our recent blog posts and articles. 

 

These 19 Companies are Connecting Employers to Diverse Pools of Talent

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.

From Marilyn Monroe To #MeToo: Sexual Harassment In Hollywood And Beyond

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.

How Progressive Movements Hinder Themselves By Not Being Inclusive

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.

Why you should help all your employees look for outside job offers

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.

Diversity And Gender Bias In Sports: Lessons From The Naomi Osaka-Serena Williams U.S. Open Final

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.

IS THIS POSSIBLE? YES, BLACK WOMEN’S EQUAL PAY DAY IS AUGUST 7

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

ARE WOMEN BEING PENALIZED FOR BEING COLLABORATIVE?

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. 

MERITOCRACY IS A CHIMERA

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.

3 REASONS YOUR STARTUP CAN'T AFFORD TO IGNORE DIGITAL ACCESSIBILITY

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.

5 REASONS WHY RECRUITING FROM TOP SCHOOLS IS A TERRIBLE IDEA

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. 

DIVERSITY IS THE BEST ASSET TO LITERALLY DIVERSIFY YOUR PORTFOLIO

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.

WHAT IS THE BUSINESS CASE FOR A HOMOGENEOUS WORKFORCE?

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.

COMPANIES SHOULD STOP FOCUSING ON DIVERSITY

As part of my work in diversity and inclusion, company leaders frequently ask me for specific suggestions on what they can do to increase diversity. Sometimes the answer surprises them: achieving diversity should not be your goal.

HOW TO INCREASE DIVERSITY WITHOUT 'LOWERING THE BAR'

One of the more common concerns I 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.

HIRING FOR DIVERSITY IS LIKE PAYING YOUR CUSTOMERS TO GROW REVENUES

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.

WHAT IS THE SECRET WEAPON USED BY MICROSOFT AND FACEBOOK TO WIN THE TALENT WAR?

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.