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If you want to create a healthy and equitable environment for your employees, implementing Diversity, Inclusion, and Equity (DEI) policies is a must. But keeping up with the latest DEI trends and maintaining authenticity throughout the process can get complicated.
Aanjel Clayton,...
If you want to create a healthy and equitable environment for your employees, implementing Diversity, Inclusion, and Equity (DEI) policies is a must. But keeping up with the latest DEI trends and maintaining authenticity throughout the process can get complicated.
Aanjel Clayton, Global DEI Strategist and Trainer at PowerToFly, will guide us during this conversation to help us solve the biggest question companies face during this first stage: where do we start?
During this chat, Aanjel will help us to:
Aanjel Clayton is a Global DEI Strategist & Trainer that creates sustainable behavioral change through human-centered strategy and empathy based coaching through crafting plans that fill the gap. She has worked in DEI for over 7 years and studied Business Administration / Human Resource Management at Western Governors University. In addition, she has a Prosci Change Management and DEI certification from Cornell. Her experience has been in various industries including; finance, education, government and startup consulting.
Happy to join... first session, loving this space. linkedin.com/in/lorettaahale
I don't any questions
Comments re Cornell DEI course?
what are those really annoying questions which should be avoided in the office?
What is your position on blind hiring practices and how that supports or does not support DE+I?
So, my company is out there with diversity but we don't have any policy or document to support what we said, what are the first steps to get there?
We'd love to get more involved in diversity organizations (e.g. AfroTech, Lesbians Who Tech, Women In Product, etc.) to participate in their career fairs, conferences, etc. to become more present...
Not at the moment, but excited to be here!
Do you have any resources (texts, recordings, seminars, etc.) you'd recommend folks engage with and leverage when making the case for implementing more DEI efforts? I don't have a lot of clout in...
Our biggest barrier is our leadership; they seem to be afraid to have tough conversations just incase they say/do the wrong thing and receive backlash. What tips do you suggest for getting c-suite...
What has been your experience including refugees as part of the DEI strategy?
I don't have a specific question.
How to start a DEI program?
How to call people out on racial biases that they refuse to acknowledge.
What are some ways to redirect language that you are so used to that is not inclusive?
We are struggling to find strong D&I leaders that are willing to work onsite. Is anyone else experience this?
What are best tips for implementing DEI for recruiting purposes for a start-up in growth transition?
Balancing speed to hire with interviewer exhaustion or lack of representative interview panels - can you please provide some guidance on this topic?
I do not have a question at this time.
What are some examples of DEI initiatives that works for a smaller organisation?
How do you help to create a pace for individuals and the organization to move through the DEI process so that the work doesn’t stall or become stuck in one place and continue to be challenged?
How do you measure Diversity demographics globally
How do we help employees understand this may be the new 'norm' and that things will not go back to whatever normal used to be?
What incentives/ perks/ schedule creative approaches are resonating to keep top talent.
What are some ways a DEI focused ERG can support the org on an ongoing basis?
How to start DEI strategy at your job.
How do you make DEI a priority when sourcing candidates?
How do you even start the conversation about company culture and DEI within the organization?
What are some best practices to measure that your DEI messaging and promises made to candidates reflect what goes on inside your organization once they are hired? I.e. How do you ensure against...
How do I convince my startup that we should hire a DEI person full-time?
As a remote company, present in different countries, cultures, and time zones, how can we inspire, connect and drive change among employees?
What metrics do you utilize to measure impact of inclusion initiatives?
What are the 3 things you can start immediately for a company to close the gap on DE&I?
We are a start up and our structure is a little wonky.. I report up to the UX design (product) teams and not HR. With that being said I am creating internal and external learning and I want to...
How do you keep your DEIB committee engaged when you are working on different areas that may not necessarily interest them at the time. So for example, people have different areas of DEIB that...
How does one gauge if their company is truly committed to doing serious DEI work, or just wants to check some boxes?
What do you see as the greatest roadblock[s] to equity-centered organizational transformation?
What surprised you the most in 2021?
Just wanting to know how to get started with a robust and thoughtful DEI program in a start up environment
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