Moving Diversity Initiatives Forward

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History was made when former Vice President Joe Biden chose Sen. Kamala Harris as his running mate. Harris is the first Black woman—and the first American Asian woman—to appear on a major party presidential ticket.

Regardless of your political persuasion, the relevance, from the standpoint of diversity, is undeniable. As CNBC points out, “Biden’s selection of Harris, 55, lends racial diversity, gender parity and generational breadth to his campaign.”

At a time when hiring organizations are grappling with how to implement or expand diversity initiatives, the Harris pick serves as a reminder that qualified candidates from underrepresented groups should be considered for open positions at every level.

Recruiting obstacles

Yet, even when hiring organizations have the best intentions, they sometimes struggle to find diverse candidates.

A new Appcast whitepaper explores how to find qualified candidates from underrepresented groups. It’s timely information, to be sure, as more organizations increase their diversity initiatives.

Organizations aren’t only increasing their diversity initiatives; they’re looking for people to lead these efforts. Appcast Research shows a 43% overall increase in job postings for heads of diversity and inclusion, from June 1 through August 31, 2020 in comparison to January 1 through May 31, 2020.

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