Ways to Determine if a Company Values Diversity

Just about every company out there talks about how much they value diversity these days, but how can you know if they’re being genuine or just following the trend? While there are legalities surrounding inclusion, just ask this Los Angeles discrimination lawyer about the EEOC, simply adhering to the law isn’t the same as valuing something. 

So, how do you know? While applying for jobs, you’ll almost always see that disclaimer detailing how the company doesn’t discriminate based on race, sex, nationality, age, disability, etc. Before assuming they’re being honest, here are a few ways to determine if that company actually values diversity. 

Do the Research

The first step you should take is practicing a little online sleuth skills. Just like the company is going to stalk your Facebook posts, you should comb through their website. Pay attention to what you see in the photos they offer. Do they represent diversity?

Check the “about us” section, too, looking for any metrics on diversity or hiring practices. After you’re done with their site, check out employee review sites like Glassdoor to get the inside scoop on just how diverse they are. 

Company Employees

LinkedIn is a valuable tool for marketing yourself, but it’s also an excellent research tool when you’re considering working for a company. Through the company page or search bar, you can quickly find out who works for them. Is their workforce diverse or homogenous?

Mission, Vision, and Values

Most companies post a mission statement, a message on core values, or what their vision looks like somewhere on their website. Do they mention diversity and inclusion anywhere in there? If not, chances are diversity is an afterthought to them. 

If you want additional information, don’t hesitate to talk to someone in HR. Make sure whoever you’re talking with has a title that relates to diversity, though, otherwise you may get a long-winded runaround. 

Talk With Connections

Whether they’re friends or professional connections you’ve made, ask around about the company. People with inside knowledge can tell you if this company is one fighting workplace discrimination in California or just another cog in the bigoted machine. LinkedIn is great for this type of research. 

Interview Questions

If you haven’t found concrete evidence that the company supports diversity and inclusion, then there’s no harm in going to the interview. While you’re there, remember that this is your chance to ask questions as well. The following are excellent choices for determining their values on the subject:

  • Can you share some examples of how your company promotes diversity?
  • How does the company show that diversity is something it values?
  • Is there any training on equality, inclusion, or diversity offered by the company?
  • What steps does the company take to ensure inclusion takes place?

Look at the Benefits

Last, but not least, review the company’s policy for diversity statements. Maternity leave, family leave, adoption aid for same sex couples, and aid for the disabled are all examples you might find within a policy. If the company doesn’t offer much in the way of benefits for the diverse, then they probably don’t value diversity as much as they claim. 

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