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

How to Format Your Resume

Even if you know what to include and omit, formatting a resume isn’t as simple as it may seem. It’s important to be on top of the tricks that may give you the upper hand.  

What are Automatic Tracking Systems?

Large corporations and staffing agencies are now using Automatic Tracking Systems (ATS) to filter through resumes electronically. With the increased volume of applicants, it’s faster for a computerized system to parse resumes into a structured form. By recognizing specific text and key words, this can expedite the hiring process and create a fair pool of applicants.  According to a 2018 Jobscan study, 98 percent of Fortune 500 companies use applicant tracking systems. 

However, this organization strategy is not perfect. Flaws in the system can cause perfectly qualified applications to filter out of the pool. Luckily, there are a few ways you can prevent your resume from getting rejected. 

How do you format resumes for ATS?

Right from top, the Huffpost says not to put any information in the header or footer. “The problem is that software may not read information correctly or at all if it appears in those top and bottom margins,” they claim.  The parsers are looking for fielded information and may not find it in those areas. Instead, it is safer to put your name and contact information right below the header. 

Additionally, try not to get fancy with columns and graphics. Unless your resume goes straight to the hands of a human reader, its best to avoid visuals like this. The system will struggle to parse them and they’ll likely get deleted. To avoid this, save your resume as a .txt file and look at it from there. If you can still read everything unformatted, you are probably in the clear. 

Using suitable keyword optimization is also crucial. You’ll want to use keywords in your resume that mirror the job description in the listing. Indeed.com instructs, “Look for role-specific terms that the article reuses multiple times. The more prevalent a specific keyword is, the more importance you should place on it within your own resume.” Also, if you have held multiple positions in one company, be sure to reference the company name on every role. Otherwise, the ATS might not recognize each position as associated with that company.  

Formatting a resume is the first step in job searching. In these computerized times, learning the methods to get your resume recognized is pivotal. To further perfect this process, check out our recent articles outlining what to include on your resume and what to leave off your resume.  

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Green Key

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