Post by account_disabled on Nov 22, 2023 4:53:41 GMT -5
It’s not one thing or another, one campaign or support. Your brand needs to have a general genuine concern about diversity, equity and inclusion. It has to come from the inside out. It has to be felt from your newest intern to your most important customer.
How Rock Content has converted discourse into practical actions
It’s true that these concepts have C Level Executive Email Lists always been part of Rock Content’s values since 2013, when we were founded. However, it was only in 2019 that we officially structured our Social Impact and Diversity, Equity and Inclusion areas. As you can see, it’s also relatively new to us.
But we’ve come a long way since then, so we can share some victories, actions, and lessons learned.
In the past three years, we have been promoting events, lectures and workshops on these topics. We’ve carried out volunteer activities on education and employability, connecting Rockers with their purpose of positively impacting the world.
And how do we manage these actions? In addition to the Social Impact and DEI team, we have the support of the Rocker Network Groups. They are groups focused on five pillars: gender equity (Women Rock and Parents at Rock); racial equity (AfroRock); accessibility (Inclusion Rock), focused on people with disabilities; identity (Roqueer), with a focus on the LGBTQIAP+ community; and giveback (Rock.org), working on volunteer issues.
Through these groups created organically by employees, we were able to bring management, representation and more people to inclusion practices. In a decentralized way, but connected to the whole, we propose that the teams themselves review their processes.
Another example of this is what the Talent Acquisition (TA) team has been doing. and recruitment processes to bring diverse talent to the company.
The first step was training the team to recruit and have a diverse pipeline. Along with that, we recently held training with the TA team on people with disabilities, with best practices in terms of hiring and attraction.
We also did a methodological review on the accessibility of our technical tests and whether they are flexible and accessible to neurodiverse people, for example.
Last but not least, we structured affirmative job positions. Today we have a process for opening job positions, which starts with creating a job posting (using inclusive communication), goes through the sensitization of leaders, and then to the complete experience of the candidates.
How Rock Content has converted discourse into practical actions
It’s true that these concepts have C Level Executive Email Lists always been part of Rock Content’s values since 2013, when we were founded. However, it was only in 2019 that we officially structured our Social Impact and Diversity, Equity and Inclusion areas. As you can see, it’s also relatively new to us.
But we’ve come a long way since then, so we can share some victories, actions, and lessons learned.
In the past three years, we have been promoting events, lectures and workshops on these topics. We’ve carried out volunteer activities on education and employability, connecting Rockers with their purpose of positively impacting the world.
And how do we manage these actions? In addition to the Social Impact and DEI team, we have the support of the Rocker Network Groups. They are groups focused on five pillars: gender equity (Women Rock and Parents at Rock); racial equity (AfroRock); accessibility (Inclusion Rock), focused on people with disabilities; identity (Roqueer), with a focus on the LGBTQIAP+ community; and giveback (Rock.org), working on volunteer issues.
Through these groups created organically by employees, we were able to bring management, representation and more people to inclusion practices. In a decentralized way, but connected to the whole, we propose that the teams themselves review their processes.
Another example of this is what the Talent Acquisition (TA) team has been doing. and recruitment processes to bring diverse talent to the company.
The first step was training the team to recruit and have a diverse pipeline. Along with that, we recently held training with the TA team on people with disabilities, with best practices in terms of hiring and attraction.
We also did a methodological review on the accessibility of our technical tests and whether they are flexible and accessible to neurodiverse people, for example.
Last but not least, we structured affirmative job positions. Today we have a process for opening job positions, which starts with creating a job posting (using inclusive communication), goes through the sensitization of leaders, and then to the complete experience of the candidates.