Related Posts
After submitting my resume for the Global Finance and Business Management full time position at JP Morgan (my dream job!), I got a HireVue invite the next day! However, I completed it 9 days ago and still have no response....
When do we get a response in average, and after how much time does it mean I probably am not getting an offer to continue?
Thanks!
JPMorgan Chase JPMorgan Investment Management
I am on Bench for the past 2 months in
IBM and I got 2 interview calls but it doesn't suite my profile/requirement and my band is 6B And how many calls I can attend in IBM ? Can I wait for some more time or shall I look for other opportunities? is IBM bench is safe now a days ? IBM Tata Consultancy Infosys Accenture
More Posts
New Vat and CIT law 4 Costa Rica
MEDIA FEATURE: Thank you to the U.S. Department of Defense for featuring me and the work I am doing with students. Issue: 1/14/2021 @dodstem
https://dodstem.us/meet/blog/entries/spotlight-dod-stem-teacher-ambassador-jonte-lee/
—————
#KitchenChemist #STEMeducation #STEM #DoDInnovates #Chemistry

Additional Posts in Diversity & Inclusion
Hey guy, I have this book out. Wondering if you could help me spread the word. It teaches you how to write KPI’s for an IDB perspective. I am in the market to switch career back to my original so I am open to assist especially non-profits address their data issues. Anyway guys if interested send me a DM. https://www.amazon.com/Key-Performance-Indicator-Development-Guide/dp/B0B5K9W5JC

New to Fishbowl?
unlock all discussions on Fishbowl.




I believe it! I love it when they never have the time to do what they signed up for but they are always first in line for recognition.
It's the worst!! What's the point? It shows they must be used to doing the same in other areas, too.
Yeah, that's usually how it goes. Everybody wants credit, but no one wants to do the work.
It's really hard knowing it's a tickbox exercise for many rather than a genuine commitment to allship
YES. So discouraging 😮💨
There was a woman working in HR at my company who was not acting very appropriately herself. Now she moved on to another company and added Diversity, Equality and Inclusion - to her title. Only it should be Equity.
My place say they value it but there is no actual system in place to make sure diverse attorneys are getting enough assignments to meet their billable requirements.
These leaders are like the person who goes to the gym to take selfies but never actually works out. They're just there for the appearance of it lol.
That's terrible. I think the other leaders that are actually doing something should call them out. I would.
That’s one of the main factors why bias enters the workplace.
It’s a constant scenario I keep hearing about. When organizations have professionals in those roles that are required to have certifications things will begin to change. Not the yearly check list that is required but actual educational paths that are created and required.
Appearing to do the right thing and doing the right thing are two complete realities.
The problem lies in many knowing how to play the “game” and only doing what’s needed in front of an audience. Things are changing but the problem lies in needing stakeholder buy in.
DEI efforts are meant for bringing everyone together but when that bias is allowed to join the conversation. It only makes it easier to change the narrative and only allow what’s favorable for individuals in those roles.
There are efforts in place that will start to change how the “game” will no longer be played. Staying in the middle and providing that bridge of transparency for both parties starts with one person.
Always be first if what you see occurring isn’t working, especially if you are in a PM role and you have some influence. Small changes can lead to momentum and that’s how positive and impactful change can occur.
Calling it out is the first step, ask yourself now how can I start contributing to fill in the gaps which are very apparent.
I love seeing ideas, people and organizations actually implementing small changes that start setting trends for the workforce.
I’ve helped create these type of groups in regard to ERG’s, educational paths and Lunch and Learns. It takes time but when you see what’s created and the community that has been built. It makes the frustrations more than worth it.
You know that now you’ll have many torches lit, to shed light with empathy, inclusion and positive change. Thanks for sharing your thoughts with us. DEI is not easily navigated and it takes constant relentless and professional efforts.
Cheers ☕️
📠 📠📠
Employees are increasingly aware that segregating employees by race, gender, etc. is counterproductive. DEI consulting is a dying breed.