With the importance of diversity and inclusion rising up the agenda, here are three companies with great D&I policies that are currently hiring
Diversity and inclusion (D&I) should be a top priority for all companies, regardless of size, going into 2023. Over the last ten years, we have seen this topic climb higher and higher on various different companies’ agendas.
From discussions around equal pay to accommodating neurodiversity, and paid parental leave to racially diverse C-suites, D&I at work benefits everyone, even the bottom line.
Businesses with diverse and inclusive workforces experience greater productivity, enhanced creativity, and better innovation. In fact, Millennials and Gen Z are actively avoiding companies that don’t have clear principles in place.
In a nutshell, having a robust D&I ecosystem in place isn’t just the right thing to do as a decent human being, but also makes huge business sense.
But, it’s also important to remember that D&I is about more than policies, headcounts, or educational Zoom calls. It’s about respecting and supporting the unique needs and perspectives of all employees.
Ultimately, D&I starts from the top down. A culture of respect, understanding, and welcomeness is often hard to come by in the professional world. However, some companies are stepping up and doing a good job.
Johnson & Johnson is a multinational pharmaceutical company founded in America in 1886. Today, it is the world’s largest and most broadly-based healthcare company and is committed to using its reach and size for good. At least part of that is promoting a safe and welcoming environment for over 140,000 employees across the globe.
According to its website, “Inclusion at Johnson & Johnson is about creating a deep sense of belonging. It’s about a culture where you are valued, your ideas are heard, and you advance this culture for everyone”.
This is achieved in many different ways, such as supporting inclusive access to Covid-19 vaccinations, LGBTQ+ employee resource groups, and creating inclusive skincare products.
Every year, the company publishes its Diversity, Equity, & Inclusion Impact Review. In the most recent report, CEO Joaquin Duato expressed his diversity ambitions: “We are working to build a workforce that reflects the diversity of our communities and truly understands the needs of patients around the world”. It seems like the team is already on the right track with 90 per cent of employees agreeing that senior leadership respects the dignity and diversity of the workforce.
Technology is a focus too, in order to meet business technology requirements. Teams here design, develop and deliver high quality business applications, software solutions and services, utilising LEAN and AGILE methodologies, continuous integration, testing and improvement.
Interested? Get all the details and browse Johnson & Johnson roles here.
A particularly unique project at Mastercard involves helping older employees to become more familiar with social media. “YoPros” BRG (the Young Professionals Business Resource Group) offers a one-on-one Social Media Reverse Mentoring programme to help older employees navigate new media.
Another initiative is Equal Pay for Equal Work, where female employees at Mastercard receive the same pay as their male co-workers (for the same role). Other initiatives include Return to Work, which was designed especially for mid-career female professionals who want to resume their careers after a period of absence. The Girls4Tech program inspires younger females to pursue STEM careers through a fun, engaging curriculum.
In addition, Mastercard has supported the LGBTQ+ community by enabling a “true name” feature allowing transgender and nonbinary individuals to have their chosen names reflected on their cards. Posting on Linkedin, Mastercard’s CEO Michael Miebach said, “This work doesn’t suggest we’re done here. It’s just a start. There is still much work to do to bring about true equity”.
You can view all Mastercard’s open roles now.
Accenture stands out for its diverse leadership. CEO Julia Sweet leads a team of 31.9 per cent women executives and 41.6 per cent minority executives. As of 2022, the overall company is made up of 47 per cent women and is on track to achieve its goal of 50 per cent by 2025. This has helped the company earn the top spot on the Refinitiv Diversity & Inclusion Index of more than 12,000 publicly listed companies globally.
Additionally, the company has great D&I networks and programmes. The Mental Health Ally programme makes sure that employees can talk in confidence to a colleague about their mental health concerns, and get the support they need. The Accenture African and Caribbean network (AACN) ensures there is an inclusive environment for Black employees. Finally, the Accent on Enablement network promotes an inclusive environment for people with disabilities by raising awareness, educating the workforce, and providing support.
Last year, Accenture announced new goals to create a workforce that is more representative of the communities in which it works, by increasing its ethnic and racial diversity hiring in South Africa, the UK, and the U.S. by 2025. Find out more about Accenture’s D&I policies and open roles here.
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Pippa Hardy is a content creator and writer for Amply by Jobbio. She’s a work-from-home enthusiast who loves all things travel and tech. When she’s not writing up her next article, she’s usually hiking or spending a whole afternoon on Pinterest.
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