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What is the SHRM and is it even worth it to get?
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Don't be afraid to ask the tough questions. Forget the sentiments and statements, ask about what actions the company and the interviewers have taken to actually move the needle forward.
I would ask for examples of programs that support DEI in the interview process. If it’s not on their website and social media then it’s not a priority. It’s a nice to-do for them. You could also see how the HRC ranks a company and determine based on that and create questions based on DEI ranking if you find any. I’m not sure how large this company is.
It’s a great advice! My current employer was a startup and we were hired with CHRO almost at the same time. I joined a month after her. And she sounded very convincing saying it was a priority. And gender diversity is a clear priority for her. BIPOC is somehow a priority, and LGBTQ+ is clearly not.
Feel for you since it’s a tough spot to be in at a startup that has no history and you essentially have words of a stranger on which you/one is making their decision. If I were you next time, I’d ask EACH person to give you an example of DEI programs they implemented at the startup and then just go quiet and let them speak. Even in a startup with no history, even if they haven’t implemented big programs, I’d be look for answers such as “I had a a discussion on Pride month with employees” or “I sent an email about Juneteenth to all employees”. Point is, doesn’t need to be a grand gesture or program, just anything, any *action* they took.
And, if they say, they are new, they haven’t but want you to do that, when I got my next offer letter, during negotiations, have them add that to to the letter before you signed.
They can of course still renege, once you are onboard, but at least it’ll make you feel (hopefully) less caught/duped.
I just left an employer who makes claims right and left about “the right thing to do” including DEI. When I brought discrimination cases to his attention, he expressed disappointment and did NOTHING. If there’s a lack of follow through there you may find it in other places. Like others are saying, ask about the action they’ll take.
Ask about their executive leadership team. How many are POC and women. It’s the indicator of the system.
From annual benefits satisfaction survey, as “they scare people”…. And when I said I wanted to make sure that the company’s benefits are equally inclusive for a person of any orientation including transgenders, she said that the risk of people being scared by these question outweighs the benefit of knowing the above…
No worries at all!