Welcome back to #WeAreGreenKey, where we shine a spotlight on the people behind our powerhouse recruiting team.

This week, we sit with Arianna Curtis, Director of Information Technology recruiting here at Green Key. After earning her degree in Communications and Computer Applications from SUNY Cortland, Arianna used her experience in technology to jump start her recruiting career. Now six years later, she is working to build up the tech team at Green Key and use her success to help others succeed as well.

How did you first get started in recruiting?

I originally worked for another company working in inside sales, but my friend suggested I try recruiting. I then started at another agency I was only there for about eight months before I interviewed at Green Key and have been here for about four years since.

What do you love about working in the tech space?

My dad owns a small technology firm, where I worked for him for about four years while attending my undergrad, working in construction, wearing a hard hat and work boots every day. But after graduating college, I realized that I loved the technology field, but knew that working in the field was not for me. So, I started working for my dad as his Assistant/ Project Manager. He had a distributor who needed an inside salesperson, so I transitioned working there where I essentially sold what I used to install when working for my dad. Technology has always been a big part of my life and I love the ability to now help technology professionals in finding opportunities.

What keeps you coming back to work every day?

I’m definitely money motivated, so for me, it’s the commission. I’m one of those people who hits a deal and thinks “what’s next?”

What are your goals now that you’re Director?

Build a team! I really enjoy mentoring and training individuals and watching their success come to fruition. My goal right now is to continue to grow the team and work together for a successful year.

What sets Green Key apart from other agencies?

The partners of this firm. I would not be here if it wasn’t for them. They really value each individual who works here, and I can’t say that about a lot of companies. I had a rough patch when I first started here, and they allowed me to move to Office Support. I did well there, but then they asked me to come back and assist with managing the IT team. That’s the biggest thing for me here; they really do listen to you. It’s a grownup environment – if you work hard, you will see the success out of it.

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Green Key
Mar 15, 2024

Strategies for Equitable Employee Development

In the pursuit of organizational excellence, fostering inclusivity and equal opportunity is paramount. However, the reality remains stark: significant disparities persist in leadership representation among historically marginalized groups. According to LinkedIn, “For example, women hold nearly half (48%) of entry-level roles, but only 40% of manager roles and 28% of C-suite roles. Their representation drops at each job level. We see a similar trend for men of color, who hold 18% of entry level and manager roles, but only 15% of C-suite roles. White men, on the other hand, have increased representation at each job level: They hold 34% of entry-level roles, 42% of manager roles, and 56% of C-suite roles.” To address this, equitable employee development programs are essential.

As skills-based hiring gains traction, equitable employee development programs emerge as potent tools to bridge the opportunity and wage gaps. We explored the seven strategies proposed by LinkedIn.

  • “Offer several learning formats”

Offer various learning formats to cater to different learning styles and accessibility needs. From online courses for flexibility to mentoring for personalized support, a multi-channel approach ensures inclusivity and enhances success rates.

  • “Ensure diversity of content”

Inclusive content fosters a sense of belonging and exposes team members to diverse perspectives, enhancing engagement and innovation.

  • “Incorporate assistive technology”

Assistive technology ensures accessibility for employees with disabilities and diverse learning needs. Features like closed captioning and screen readers make learning materials accessible to all.

  • “Encourage employee development during work hours”

Prioritize offering development opportunities during work hours to accommodate employees with varying schedules and responsibilities. Encouraging development during work hours promotes work life balance and accessibility.

  • “Cover the up-front costs for professional development opportunities”

By doing this, employers remove financial barriers for team members. This also ensures equitable access to learning resources, organizations foster inclusivity and support growth for all.

  • “Measure your L&D program’s success by demographic”

When learning and development programs are measured by demographic factors, it helps identify disparities and tailor strategies for targeted action. Understanding where inequities exist allows for proactive interventions and support.

  • “Solicit employee feedback”

Actively seek feedback from team members to identify areas for improvement and Taylor learning and development initiatives to meet the evolving needs. Emphasizing employee input strengthens morale and ensures responsiveness to workforce aspirations.

While equitable employee development is pivotal in closing the opportunity gap, it must be a part of a holistic Diversity, Equity, and Inclusion DEI strategy.

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Green Key