Rescuing Diversity From the DEI Backlash
Rescuing Diversity From the DEI Backlash
NORTHAMPTON, MA / ACCESSWIRE / June 24, 2024 / IBM:
北安普敦，馬薩諸塞州 / ACCESSWIRE / 2024年6月24日 / IBM：
Diverse workforces are here to stay. Companies need to find new ways to manage them
多樣化的勞動力已經成爲趨勢。公司需要找到管理它們的新方法
By Sarah Murray
Sarah Murray撰寫
Originally published by The Financial Times on FT.com
本文最初發表於FT.com上的英國《金融時報》
At IBM, the holistic approach extends beyond company walls to deepening the talent well from which it can draw. For example, its SkillsBuild free education programme focuses on communities that have traditionally been under-represented in the tech sector.
IBM的全面方法不僅限於公司內部，還致力於積極拓展人才來源。例如，它的SkillsBuild免費教育計劃專注於傳統上在科技行業中被低估的社區。
And in 2016, IBM began removing the four-year degree requirement from many of its job postings. "We tested it out by hiring people without the four-year degree and they were very successful," says Nixon-Saintil. "So we now prioritise in-demand skills over specific degrees, and we can get more applicants and talent to fill those roles."
2016年，IBM開始從許多職位中刪除四年制學位的要求。“我們嘗試了一下，僱傭了沒有四年制學位的人，結果他們很成功，”Nixon-Saintil說道。“所以現在我們優先考慮緊缺技能而不是特定的學位，我們可以得到更多申請人和人才來填補這些職位。”
For Yoshino, the backlash against DEI leaves plenty of room for manoeuvre. "There's so much that companies can do that travels under the banner of DEI that would still be perfectly legal," he says. "For chief diversity officers it's finding that sweet spot."
對於Yoshino來說，反對多樣性、平等和包容的浪潮留下了很大的揮動餘地。“公司可以在DEI的旗幟下做很多事情，但仍然是完全合法的，”他說。“對於首席多樣性官來說，就是要找到那個甜蜜的點。”
But he sees that task as critical. "There are broad irreversible trends in society," he says. "For me, the writing is on the wall as to how we're going to have to manage a globally connected society."
但他認爲這項任務至關重要。“社會上存在着不可逆轉的廣泛趨勢，”他說。“對於我來說，牆上的字就已經明確指出了我們將如何管理一個全球互聯的社會。”
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