💎 What does a recruiting process with "diversity at work" in mind look like?
📼 Press PLAY to hear some insights from a recruiter at Procore into what it's like to work at a company that encourages diversity. Cynthia Griffin, Senior Talent Operations Specialist at Procore, shares some tips and tricks to stand out in the recruitment process at Procore.
📼 Diversity, inclusion, and belonging are at the forefront of Procore's recruitment efforts. They work to mitigate unconscious bias, address microaggressions, and implement training on leading inclusively during challenging times. Plus, they hold community round tables and listening sessions to amplify the voices of underrepresented employees and nurture the ecosystem of employee resource groups.
📼 Diversity at work is one of the main focuses of Procore's recruiting process. Don't miss Cynthia's valuable tips on how to prepare for your interview with Procore. During your panel interviews, the company has a set of standard behavioral questions and stages that will cover both technical and leadership skills. This will help them identify the qualities that will make you successful at the job. As Cynthia says, "take us on your journey". Think about your past experience, whether it's professional or personal. The recruiting team really wants to understand the journey that you've been on and where you might like to take your career in the future.
The Importance of Encouraging Diversity at Work
Optimism and ownership helped define Procore from their beginning stages. Their values are ingrained in daily operations, from how they run meetings to the ways the team communicates with each other. "It's at the core of who we are, how we lead, how we grow, and how we continue to hire".
📨 Are you interested in joining Procore? They have open positions! To learn more, click here.
Get to Know Cynthia
Cynthia is an experienced recruiter with a demonstrated history of working in the computer software industry. Skilled in Coaching, Sales, and Applicant tracking systems, she's a strong human resources professional who graduated from Ventura College.
More About Procore
Procore Technologies is building the software that builds the world. We provide cloud-based construction management software that helps clients more efficiently build skyscrapers, hospitals, retail centers, airports, housing complexes, and more. At Procore, we have worked hard to create and maintain a culture where you can own your work and are encouraged and given resources to try new ideas. Check us out on Glassdoor to see what others are saying about working at Procore. Our headquarters is located on the bluffs above the Pacific Ocean in Carpinteria, CA, with growing offices worldwide.
Part of our Corporate Circles: Inclusive Conversation Series
As we cautiously begin to ease out of the pandemic, now is the perfect time to address the kind of inequities that many of our teams face every day.
To kick off our Corporate Circles: Inclusive Conversation series of interactive virtual roundtables, I'm thrilled to welcome authors and nFormation founders Rha Goddess and Deepa Purushothaman to lead us through a conversation on how we can redefine power for women of color at work.
Want to add your voice to the conversation? You can RSVP here for free.
This session provides a safe space to engage in these difficult but meaningful questions and conversations around such topics as:
- Exploring the idea of power and what it means for WOC in this moment.
- Analyzing the indoctrination that exists in the structures around us, the messages we receive as WOC and discover how we give ourselves permission to rewrite these narratives
- Identifying how we can create more power in our roles, especially at work
Can't join us live on September 14th? Don't worry, if you RSVP for the event, we'll send you a recording the next day.
Learn more about our amazing speakers and sponsors at our July 2021 virtual summit Diversity Reboot: Tech for Social Impact, three days of conversations and panels plus an interactive virtual career fair.
Our Tech for Social Impact summit was a massive success! PowerToFly was thrilled to welcome organizations from different parts of the world with mission-driven motives who are striving for a social impact in their society. From the Digital Divide to Digital Addictions, we covered it all! If you tuned in, thank you! And if you missed the summit or would like to re-watch any of the talks, those conversations are now available to watch for free on PowerToFly.
We want to extend a HUGE thanks to our VIP sponsor Helm and our Gold sponsors Unstoppable Domains, UnitedHealth Group, Autodesk, Service Now, and Smartsheet, Plus, don't forget to visit our Merch Store and grab yourself some PowerToFly apparel. 100% of the proceeds from our sales will be going to TransTech Social, supporting transgender people in tech.
Finally, registration for our September summit: Early Career Connections & Mid-Career Pivots is now open! Whether you're launching your career or revamping it, don't miss this free opportunity to connect with companies looking for interns, entry-level professionals, career pivoters, and those returning to work. Register for free here.
Our VIP Sponsor
Helm works with visionary leaders who seek to create a more equitable world. Their tools give elite operators power to shape campaigns, organizations, and movements.
Their partners gain access to analysis, briefings, data, and tools optimized for long-term advocacy.
At Helm, they seek to understand human civic behavior and equip organizers with their tools and insights. Their work is urgent.
Issue advocates and organizers are their inspiration. Building with and for them is their mission.
They are assembling a team that understands, shares values with, learns alongside, and stands with the people who are doing the work to change the nation. They are seeking team members who want to see a more equitable future in their lifetime, and who have the passion and skills to help us get there.
While they work toward creating that future, they are simultaneously building a diverse team that reflects the true nature of their nation; and cultivating an inclusive environment in which everyone can thrive. They know that in order to succeed, they must be able to do both.
Our Gold Sponsors
Unstoppable Domains is bringing user-controlled identity to 3 billion+ internet users by issuing domain names on the blockchain. These domains allow users to replace cryptocurrency addresses with human-readable names, host decentralized websites, and much more.
By selling these domains direct to consumers for a one-time fee, we are making a product that will change cryptocurrency and shape the future of the decentralized web by providing users control over their identity and data.
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Their mission is to help people live healthier lives and to help make the health system work better for everyone. A Fortune 6 company, they're focused on helping people live healthier lives while making the health system work better for everyone. They seek to empower people with the information, guidance and tools to make personal health choices. They work harder and they aim higher. They expect more from themselves and each other.
And, at the end of the day, they're doing a lot of good for more than 142 million people worldwide.
Their biggest point of differentiation is their people - and the collective talent, energy, intelligence and drive our force of 305,000 individuals around the world bring to our mission every single day. With their every action, interaction and intention that demonstrates the five fundamental values that guide everything they do: Integrity, Compassion, Relationships, Innovation, Performance.
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They make software for people who make things. If you've ever driven a high-performance car, admired a towering skyscraper, used a smartphone, or watched a great film, chances are you've experienced what millions of Autodesk customers are doing with their software. Autodesk gives you the power to make anything.
They have over 100 offices in over 38 countries around the world. They are headquartered in the San Francisco Bay Area and have more than 9000 employees worldwide. They'd love for you to join us.
Why work with them? Their culture and mission are what differentiates them and makes Autodesk such a great place to work. Their employee engagement scores are best in class and we are more committed than ever to ensuring their culture drives their vision of helping people imagine, design and make a better world. Authenticity, humility, and impact are just a few aspects of their culture that makes Autodesk a great place to work.
Bring your authentic self to work and thrive. At Autodesk, they're changing the conversation about diversity. Diversity goes beyond having a group of people who are different- it's when these differences are valued and integrated into every part of the business that the magic begins. Diversity fuels new ideas, creativity, and business growth. They are constantly exploring new ways to integrate all dimensions of diversity across their employees, customers, partners, and communities. Diversity allows them to create and innovate leading edge products, develop an unmatched level of customer focus, and collaborate effectively. Through the power of diversity, their ultimate goal is to expand the opportunity of anyone to imagine, design, and make a better world.
At ServiceNow, they make the world of work, work better for people. They deliver digital workflows that create great experiences and unlock productivity.
With over ~6,900 customers, they serve approximately 80% of the Fortune 500, and they're on the 2020 list of FORTUNE World's Most Admired Companies.® This is the future of work.
Learn more on Life at Now blog and hear from their employees about their experiences working at ServiceNow.
In 2005, Smartsheet was founded on the idea that teams and millions of people worldwide deserve a better way to deliver their very best work. Today, the company delivers a leading cloud-based platform for work execution, empowering organizations to plan, capture, track, automate, and report on work at scale, resulting in more efficient processes and better business outcomes.
Smartsheet went public on the New York Stock Exchange in April 2018 and currently enables collaboration, better decision making, and accelerated innovation for over 76,000 domain-based customers in 190 countries, including 96 of the Fortune 100.
Smartsheet is a passionate team of 1500+ employees spanning offices in Seattle, Boston, London, Edinburgh and Sydney.
Is your organization equipped to manage a multigenerational workforce?
A recent Deloitte study says most likely not: The study found that while 70% of organizations surveyed said leading multigenerational workforces would be important or very important for their success over the next year, only 6% said their team leaders were equipped to effectively manage one.
The workforce is currently experiencing its most age-diverse time in history. Having an age-diverse staff has incredible benefits—such as increased productivity and better problem solving, just to name a couple—but it also comes with a number of challenges around motivation and communication.
It is up to team leaders to overcome those challenges and cultivate a healthy, inclusive, and productive environment for employees of all ages. Read on for some common problems faced by multigenerational workforces and best practices for overcoming them.
Generational differences & defining characteristics
Not every individual born in a certain generation will fit within the broad, defining characteristics of that generation. However, understanding these defining characteristics can still help us understand the priorities, motivations, and communication styles of each generation.
Traditionalists (born before 1945): Individuals are retiring later these days and many high-ranking positions are currently held by members of this generation. "Traditionalists" tend to be loyal team players who appreciate structure and stability. This generation heavily relies on real-time verbal communication.
Baby Boomers (1946-1964): While they are likely to stay within the same professional field, Boomers are more keen on switching employers than Traditionalists. They tend to focus on individual performance and are driven by their incentive to climb the organizational ladder. They value in-person work settings and their preferred mode of communication is email.
Generation X (1965-1976): Members of Gen X are beginning to replace Boomers in managerial positions and are more independent than their predecessors. They tend to desire flexibility in the workplace and they embrace technology to boost productivity and facilitate communication.
Millennials (1977-1995): This generation is the driving force of today's workplace. Driven by a sense of purpose and continual learning, they tend to crave interaction, feedback, and collaboration. This generation prefers to communicate electronically through texting, direct messages, and social media over phone calls.
Generation Z (1996 and after): This generation is just beginning to enter the workforce, but is the largest, most ethnically diverse cohort in the US population. They are driven by impact and social responsibility and appreciate communication technology that provides a personal experience, like video conferencing.
Challenges of age diversity– and suggestions to overcome them
Given these distinct preferences and perspectives, it can be difficult to foster a culture that empowers all employees, regardless of age.
BUT, if you know what challenges to expect, you can ensure your team reaps the benefits of a multigenerational workforce, such as diversity of skill sets, experience, and perspective.
Here are three common problems faced by multigenerational teams and recommendations for overcoming them:
1. Stereotypes and discrimination
As with any type of diversity, discrimination around age can occur in the workplace and can be geared toward any generation. Older generations might perceive younger people as entitled and oversensitive, while younger employees might assume that their older colleagues are close-minded and stubborn. These overarching generalizations stem from negative stereotypes and can easily toxify a company's culture.
Within the workplace, ageism can exist in very subtle ways through comments like 'okay boomer' or 'snowflake'. Many of us have heard microaggressions and comments on a mature employee's inability to use technology or a younger employee's inexperience or inadequacy. These comments are often overlooked and are not as easily classified as insensitive or discriminatory like racist or sexist comments might be.
Educating yourself and your employees on generational issues boosts understanding, respect, and productivity. Give your team the opportunity to reflect on the differences of each generation, and how they ultimately lead to strengthening the unit as a whole. Working toward dispelling stereotypes can lead to a more harmonious work flow.
2. Shifting needs
As time passes, our priorities, concerns, and qualities change. The Kaleidoscope Career Model suggests that there are three different things we care about in our professional careers: challenge, balance, and authenticity. As we age, the degree to which we care about each of these factors shifts and evolves. For example, junior level employees tend to value challenge over balance and authenticity, while middle-aged employees tend to value balance over challenge. Authenticity is more highly desired as individuals approach their retirement years, but it is also valued greatly by young entrepreneurs.
Understand what motivates your employees and support them at all stages of their professional career. Flexible, generation sensitive policies can also lead to greater retention, because individuals will feel supported throughout their career and will not have to leave a company to seek a job that will fulfill their needs.
- Create flexible benefit packages that can be tailored to each individual's needs. Benefit preferences reflect the different values and stages of life each generation is experiencing. Millennials and Gen Z employees tend to value student loan relief, while Baby Boomers Gen Xers put retirement plans and health insurance at the top of their benefit wish-list.
- Foster lifelong learning by encouraging professional and personal development for employees of all ages. This can be done by offering internal trainings, online courses, and tuition reimbursement for employees throughout every stage of their career. Supporting career development heightens motivation among employees of all ages and encourages collaboration and initiative.
Communication style, tone, and method can differ between generations, which can lead to misunderstandings. With the availability of email, messaging applications, phone calls, and video conferences, there are plenty of modes of communication to choose from.
Because each generation introduces a new means of communication, it is important that information be shared effectively, especially to those employees who are not as tech-savvy as the rest. Get to know your team and decide the best way to connect with them individually and collectively. With the right insights, you can give individuals the right tools to maximize productivity and help the team communicate and collaborate more effectively.
- Keep in mind that younger employees may prefer to receive information digitally, while employees from earlier generations may be accustomed to printed materials and in-person interactions.
- Create mentoring opportunities that are mutually beneficial. Leverage the knowledge and wisdom of senior employees to help mentor and advise younger ones. Reverse-generational mentoring puts junior employees in the mentor seat, and allows them to help more mature individuals with their literacy in technology and current trends. Who knows, your company might go viral from a company-wide TikTok challenge.
The solutions to the challenges and complexities that come with managing (and working on) a multigenerational team are not one-size-fits all. However, understanding the needs and priorities of each generation and finding ways to attend to them is a crucial first step in moving the needle toward feeling better equipped to lead an age-diverse team.
Click here to learn more ways to promote diversity and inclusion in the workplace.