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Diversity

“Don’t I know you?” A lesson in inclusion

Amy C. Waninger · 2019-10-10 · Leave a Comment

A fantastic question landed in my inbox, and I wanted to share it with you.

“If I run into someone I know, presenting in a different gender outside of work, how should I handle that? Do I acknowledge that I recognize them? If so, do I use the name I know them as, or do I ask for a different name?”

Before we get to my answer, let’s think about how thoughtful this question is!

  1. The individual is thinking about how to be inclusive…
  2. …for a situation that hasn’t happened yet…
  3. …with a person they may not know very well…
  4. …and is obviously stretching outside their own comfort zone.

Kudos to this aspiring ally!

There are so many implications wrapped up in this question. I have to admit, this one was a challenge.

So, What Was My Answer?

I would say, “You look familiar to me, but I don’t believe we’ve officially met. My name is Amy,” and extend my arm for a handshake.

Fellow Diversity Expert Elise James DeCruise suggests adding, “My pronouns are…” as a way to be even more inclusive. I love this extra step and appreciate Elise pushing me forward.

What’s Your Experience?

A few years ago, I found myself in this exact situation. Sadly, I was completely unprepared for it. But I’ll be ready for next time!

Cis folks: What would you say? Have you ever encountered this?

Trans and non-binary friends: Can you guide us to a more productive response?

Minda Harts Delivers with The Memo

Amy C. Waninger · 2019-08-25 · Leave a Comment

My ⭐️⭐️⭐️⭐️⭐️ review of The Memo by Minda Harts:

The Memo, by Minda Harts, is full of practical career advice for anyone struggling to navigate the unwritten rules of corporate America. What makes The Memo unique is that it centers the experience of black women in the workplace. Harts provides community for women of color and holds the rest of us accountable for overlooking, ostracizing, and excluding the most educated demographic in our talent pool. I am grateful for this work, which accomplished so much in its 240 pages.

Unemployed, Not “Unemployable”

Omer Molad · 2019-08-19 · Leave a Comment

Have you ever received a job application from someone who isn’t currently working? Were you quick to move it to the bottom of the pile? Do you equate “unemployed” with “unemployable”? Be honest.

It’s ok to admit that we’re biased. We are biased, it’s human nature. It’s easy to continue doing the things we’re familiar with. It’s easy to stay in the comfort zone.

The best way to change our mindset, and start doing something different, is to realize that’s in our best interests to do so. For example, convincing leaders that diverse companies perform better – they do, by the way – is a very compelling argument to build a diverse company. Much more so that doing it for compliance reasons, which becomes a statistic game.

So, rather than appealing to your sense of duty, I’m going to make a case that hiring someone unemployed can be a good thing for your company. Here are five reasons you should seriously consider an application from someone who isn’t currently employed by another company.

#1 – Hunger

Not having a safety net tends to sharpen our instincts. We become more determined than ever because the alternative is bleak. Determination is a great attribute in a new team member. Give me someone hungry any day.

Think about it. Hungry people are more likely to try harder. They are more likely to make the most of each opportunity. When people try their best almost anything is possible. Harness that hunger and turn it into passion.

#2 – Reflection

When people have a break for the day-to-day grind – whether it’s a forced break or a voluntary one – they have time to reflect. This is often a good thing.

Taking a step back and reflecting on what is important to us is both healthy and productive. We come out the other side with a renewed sense of purpose. We become energized.

When people have a high degree of clarity and purpose they tend to perform. They have a personal mission and, if it aligns with your company’s mission it’s a match made in heaven.

#3 – Parents

Sometimes we take time off work to care for children. Often times it’s women, but increasingly men are acting as primary carers for their newborns.

Aside from being the right thing to do, it’s smart to hire people after they’ve been on parental leave and to be a company that accommodates parents and families.

First, becoming a parent is kind of like doing a degree and serving in the military at the same time. Trust me, I’ve done all three. Parents acquire incredible new skills, and they do it at speed and without a safety net. Parents learn how to figure things out on a dime, how to negotiate, how to make the most of time and, importantly, they develop empathy. These are extremely valuable qualities in any team member.

Second, everyone else in your team will see that you care about something bigger than short term profits. They’ll see that you prioritize what they care about. That is a powerful motivator.

#4 – Resilience

People who have been out of work or changed careers have experienced rejection. It’s not easy, but it’s a necessary part of life. As a founder or CEO, rejection is unavoidable. We hear “no” from customers, investors and the media. If you are leader, you’re used to it. It never feels good but it’s important to learn from each rejection in order to avoid the next one.

Look out for people who have learned from rejection and developed resilience. You’ll know two things about them. First, they won’t crumble at the first sign of trouble. Second, they will have a strong sense of personal awareness, which means they’ll be more likely to improve at a fast rate.

#5 – Work Is Changing

Once upon a time we each worked for one company, full time, in one physical location. It’s not like that anymore. Today we collaborate in so many different ways. We work freelance or part time. We work on projects with multiple companies at the same time. We work remotely.

Just because someone isn’t working “full time,” it doesn’t mean they’re not being hugely productive, albeit in an unconventional way. Don’t judge people by the logos behind them. Look into what they’re doing and what they care about.

The next amazing innovator is just as likely to be found outside a company than inside one. Probably more likely.

Pay It Forward by Hiring Unemployed Workers

I promised this article would focus on reasons hiring someone unemployed will be good for your company, not just your soul. But guess what, it’s both.

When you step outside your comfort zone, or when you give someone a chance, good things happen. People get inspired. You feel alive.

Do it.

How do you measure “inclusive culture”?

Amy C. Waninger · 2019-08-01 · Leave a Comment

It’s back-to-school time in Indiana, which means new teachers, new classes, and new classmates. Every year, I worry whether my kids will have friends in their classes, whether their teachers will recognize their unique talents, and whether the administrators support a truly inclusive learning environment.

Is being an employee really any different? As our organizations grow larger and more diverse, culture can become difficult to measure and manage. Clearly, our employees worry about whether their teams will be accepting of them, whether their managers will recognize their unique talents, and whether executives support a truly inclusive culture in the workplace. After all, culture plays a critical role in the recruitment, retention, and engagement of our workforce. But how do we measure inclusive culture?

Measuring Inclusive Culture

The Spectra Diversity Inclusion Assessment (SDIA) is the only statistically validated self-assessment that provides data at both an individual and organizational (or team) level. It is particularly useful as an organization-wide or team-based benchmarking tool.

Lead at Any Level, LLC is proud to announce its status as a Spectra Diversity Change Partner. This relationship allows us to administer the survey, provide tailored reports, and facilitate follow-up discussions with your organization’s leaders.

With the SDIA, Executives and HR Professionals can:

  • Understand the fundamental components of inclusive culture
  • Benchmark organizational inclusion across a variety of demographic dimensions
  • Identify contributing factors in employee turnover and customer satisfaction metrics
  • Provide direction for organizational education and training efforts
  • Offer individual reports for employees to assess their own biases and cross-cultural competencies (optional)

If you’re interested in measuring your organization’s inclusive culture, contact us today!

Indiana Diverse Supplier Certifications

Amy C. Waninger · 2019-07-23 · Leave a Comment

Lead at Any Level, LLC is proud to announce its diverse supplier certifications as a Disadvantaged Business Enterprise (DBE) and Airport Concession Disadvantaged Business Enterprise (ACDBE) in

certificate recognizing Lead at Any Level LLC as a DBE and ACDBE in the State of Indiana
Lead at Any Level, LLC is recognized as a certified DBE and ACDBE in the State of Indiana.

the State of Indiana. This recognition allows women-owned companies like Lead at Any Level, LLC, as well as minority-owned companies, to compete with larger, more established firms when seeking contracts with the State of Indiana. In addition, government contractors can meet their own supplier diversity goals by hiring companies with DBE and ACDBE diverse supplier certifications.

“I am excited about the opportunities we’ll have to work with the State of Indiana and the ecosystem of firms that have contracts with the state,” said Lead at Any Level, LLC’s CEO, Amy C. Waninger. “Our training programs can help those organizations build diverse leadership bench strength for a sustainable competitive advantage.”

About Indiana Diverse Supplier Certifications

Indiana Department of Transportation (INDOT) is the sole certifying agency for the DBE/ACDBE programs in the state of Indiana. These certifications allow a firm to participate as a DBE on contracts with funding through FHWA, FAA, or the FTA. To qualify, a firm must meet two sets of objective criteria, complete a lengthy application process, and undergo an on-site audit by trained government personnel.

Criteria 1: Ownership Requirements

The firm must be at least 51 percent owned by socially and economically disadvantaged individuals (women and/or ethnic minorities) who:

  • Are US citizens or permanent residents
  • Possess expertise in the field
  • Control the daily business operations
  • Fall below personal net worth thresholds

Criteria 2: Business Size Requirements

A small business, as defined by the Small Business Administration (SBA), which means:

  • The firm’s average annual gross receipts may not exceed Small Business Administration size standards
  • In any case, a firm’s gross receipts may not exceed a $23,980,000 average over the previous three fiscal years

Lead at Any Level, LLC’s Other Certifications

Lead at Any Level, LLC is proud to participate in a number of supplier diversity certification programs.

  • In September 2018, Lead at Any Level, LLC was recognized as a Women’s Business Enterprise by the Great Lakes Women’s Business Council (GLWBC) and the Women’s Business Enterprise National Council (WBENC).
  • The following month, the company received certification as an LGBT Business Enterprise (LGBTBE) by the National LGBT Chamber of Commerce (NGLCC).
  • In July 2019, Lead at Any Level, LLC was certified under the Buy Indiana Initiative, which sets a goal for state agencies to procure 90 cents ($.90) of each dollar from Indiana businesses. The company qualified due to its status as a business whose principal place of business is located in Indiana.
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