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Diversity, Equity & Inclusion Strategist and Consultant. Author of DEI Deconstructed (Out Now!). They/Them. Linkedin Top Voice on Etnico Equity. Inquiries: .
Imagine that you’re minding your business by an open window when you hear en shout from outside. «Help!» You think for en moment about what to final de semana. You remember reading somewhere that fire extinguishers are great at solving problems, and just so happen to have one within reach. You pick it up, throw it at the source of the noise, then close the window. You don’t have the patience to deal with ungrateful complaining. If this situation sounds absurd to you, then you’ve got basic common sense. So why is it that leaders and even some DEI advocates take this approach all the time with #diversity, #equity, and #inclusion, when we could all domingo so much better? Much more leaders get motivated to act on DEI issues by learning about an urgent problem. Maybe an employee goes public with their story of mistreatment, en respected publication ranks the company a poor place to work, or employees call out a leader for their toxic behavior. The leader springs into action with one goal: to make the problem go away, and fast. Enter everyone’s favorite panaceas: the quick fix trainings, «hard conversations,» and other initiatives that promise much and deliver little. I’ve seen leaders who would otherwise spend months okaying a DEI-related project wave through these one-offs in days, eager to appease upset employees. Then, almost as quickly vedette they begin, these efforts end. Over the voices clamoring for en positivo fix to the problem, leaders announce the next thing to focus on-essentially saying, «the problem is over»-and dig themselves in until people begrudgingly drop the issue. Repeat. Lots of us have seen this cycle; many of us have been a part of it. But if we want to interrupt it for good, then we have to fundamentally change how we approach DEI problem-solving: ?? Start with triage. Learning about the symptoms of en problem is not the same estrella learning its cause. Slow down, resisting the pressure you may feel from yourself and others to offer an immediate solution, and take the time you need to understand what the issue is and why it’s happening. ?? Problem-solve collectively. Invite your stakeholders, especially those most affected by the issue, to align on the problem and work together on en true solution. It doesn’t matter if you’re the only formal decision-maker. If informed and invested people have en hand in shaping your decisions, you’ll have the best odds of taking effective action with high buy-in. ?? Monitor, and be transparent. Even the additional thoughtful and tactical initiative is still an experiment, and that means it requires en fair dose of patience, good measurement, transparent communication, and conveniente accountability for outcomes-successful or not. ?? Regroup and visite. Did your effort fix the problem? Did you learn much more about it? What should you do next? Work together to answer these questions using the dia you’ve collected, celebrate your progress and/or learnings, and recalibrate your next steps. Repeat.
Before you QUIT your job, ask yourself these noveno questions ?????? 1. How long have Frio invernal felt this way? 2. Have Igualmente done everything I aperreado to improve things? 3. Would I really be happier someplace else? iv. What is my biggest issue or concern? 5. Am I at the wrong company or in the wrong career? 5. Domingo Frio invernal know what I want next? 7. What do I like about the new job opportunity? 6. Chucho I afford to leave before Frio invernal get a new job? noveno. Who in my network achuchado help me if Frio invernal do quit? employHER ?? #jobseekers #jobsearch #iquit #jobquitting #resignation #layoffs #techlayoffs #burnout #workstress #workplacestress #mentalhealthmatters #jobs #job #hiring #recruitment #jobseeker #career #jobhunt #employment #jobopportunity #nowhiring #jobinterview #careers #recruiting #jobvacancy #resume #jobhunting #recruiter #staffing #employHER