Today we have Michelle Kedem on with us. The minute I thought about doing this podcast I knew that I wanted to have her own the show because of the incredible work does. She is the founding partner at On-Ramps, an executive search and research organization that incorporates diversity, equity, and inclusion into every step of their process. She is responsible for supporting the firm’s strategy, development, external relations, and finance of the organization. In our conversation, we discuss the aspects of recruiting that need to be assessed by an organization to ensure they are prioritizing DEI and why an internal audit is a great first step an organization can take.
Topics in this episode
- If you’re doing nothing, you’re actually upholding the legacy systems - the oppressive systems that got us to where we are.
- Diversity makes an organization better
- Completing an internal DEI audit
- Strategies that they’ve changed after completing the audit:
- Looked at the external-facing documents for potentially problematic language, for example, replacing he/she with they
- Proactively reaching out to groups in order to have a diverse body
- Making sure that the slate is balanced by all the factors, based on the mission of the organization
- Researching the organizations that they work with and ensuring they are prepared to handle a diverse candidate pool
- What it means to do a listening tour of an organization and why you should
- Creating shared frameworks and language
- Taking responsibility to start the conversation about culture so that the burden isn’t on the other person
- Website: https://www.on-ramps.com/
- Facebook: https://www.facebook.com/onramps/
- Twitter: https://twitter.com/onramps
- LinkedIn: https://www.linkedin.com/company/on-ramps/
The greatest leaders are the ones who are elevating this conversation to the top. One of the things that we can do with this information is to apply it. Take a look at your own organizations and the things that you’re doing in your own process. Maybe you’re doing a search for candidates right now. What language is used in your job description that may be pushing people off? Can you do an audit of your process and the practices? These are all questions we have to own as leaders and work to answer.