Diversity, Equity & Inclusion

Executive Insights Series: DIVERSITY, EQUITY & INCLUSION

Diversity and Inclusion is one of the hottest topics in the workplace right now, but for Lisa Ong, founder of Wishing Out Loud, a Diversity, Equity and Inclusion Strategy Consulting business, this has been her career focus for nearly 20 years. A former National Director for one of the Big 4 consulting firms, Lisa was named as one of the most powerful business leaders in the Corporate Diversity Officer category by D CEO in 2020. In this first installment of Ascension Search Partners' Executive Insights series, Lisa graciously offered her time to chat with us regarding DE&I.
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So how does a company get started with DE&I? "It's a complex journey with no easy answers," admits Lisa. At a macro level, being able to define what diversity means to you, having a clear vision for why this is important, and why now, is key.

Additionally, having a leadership team who is fully engaged and supportive will make a significant difference in the success of any DE&I initiatives. "Tone at the top is crucial,"
Lisa says.

Then comes the implementation piece. "What gets measured gets done," according to Lisa, so "having data and the ability to measure impact during the journey is key."

DIVERSITY, EQUITY & INCLUSION HIRING STRATEGIES

Here are some strategies every company can incorporate to promote Diversity, Equity and Inclusion in their hiring process.

Your starting point is the actual job posting and, according to Lisa, "Ideally, [DE&I] is already part of core values, mission and purpose, that is in every job description."

Your employees are your best advertisement. If you are investing in DE&I, your people will be sharing this with their networks. They can help brand your company and spread the word to attract the talent you seek.

When screening potential candidates "Don't hire for 'fit', hire for 'value add'" says Lisa "Look at your current team, ask 'What am I missing?'"

If you really want to make sure you are being completely objective you can ask your search partner to "blur the bias" says Lisa, by removing a candidate's name and gender from the resume.

Set your diversity and inclusion program up for success by partnering with a consultant who has proven experience in this area.

More information on Lisa's services can be found at
https://www.wishingoutloud.com/

About Ascension Search Partners

Boasting more than 50 years of combined recruitment experience, we know what it takes to deliver the right talent. Ascension Search Partners was founded on the belief that talent acquisition is a true business partnership, and we believe search partners should offer extensive market and functional knowledge, with an in-depth, consultative approach.

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Diversity and Inclusion is one of the hottest topics in the workplace right now, but for Lisa Ong, founder of Wishing Out Loud, a Diversity, Equity and Inclusion Strategy Consulting business, this has been her career focus for nearly 20 years. A former National Director for one of the Big 4 consulting firms, Lisa was named as one of the most powerful business leaders in the Corporate Diversity Officer category by D CEO in 2020. In this first installment of Ascension Search Partners' Executive Insights series, Lisa graciously offered her time to chat with us regarding DE&I.

So how does a company get started with DE&I? "It's a complex journey with no easy answers," admits Lisa. At a macro level, being able to define what diversity means to you, having a clear vision for why this is important, and why now, is key.

Additionally, having a leadership team who is fully engaged and supportive will make a significant difference in the success of any DE&I initiatives. "Tone at the top is crucial," Lisa says.

Then comes the implementation piece. "What gets measured gets done," according to Lisa, so "having data and the ability to measure impact during the journey is key."

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Diversity & Inclusion Hiring Strategies

  • Your starting point is the actual job posting and, according to Lisa, "Ideally, [DE&I] is already part of core values, mission and purpose, that is in every job description."
  • Your employees are your best advertisement. If you are investing in DE&I, your people will be sharing this with their networks. They can help brand your company and spread the word to attract the talent you seek.
  • Get out into the community you are looking to involve to increase name-brand recognition. Some suggestions from Lisa: "strategic sponsorships and scholarships."
  • When screening potential candidates "Don't hire for 'fit', hire for 'value add'" says Lisa "Look at your current team, ask 'What am I missing?'"
  • If you really want to make sure you are being completely objective you can ask your search partner to "blur the bias" says Lisa, by removing a candidate's name and gender from the resume.
  • Set your diversity and inclusion program up for success by partnering with a consultant who has proven experience in this area.

More information on Lisa's services can be found at
https://www.wishingoutloud.com/