In a revealing session at Greenhouse Open 2022, learn how machine learning can be used help tackle recruiting issues and hear Greenhouse’s take on the potential benefits, risks and approaches.
Every decision you make as a people team should start with the END in mind. The new era will be won by people-first companies who enhance experiences, nurture culture and develop people.
Here at Greenhouse we’ve always embraced the spirit of being a people-first company, which is why we're excited to share an update on our Greenhouse workforce diversity goals.
“摩擦很像菠菜。我们不喜欢它,but it’s good for us,” says Andrea Guendelman, the CEO of Speak_ and a specialist in expansive leadership. In the recent Greenhouse, Namely and Checkr webinar, The mark of inclusive leaders, Andrea explained that friction is inevitable when organizations welcome a diverse group of employees into their ranks. And while many diversity, equity and inclusion (DE&I) programs aim to reduce conflict, they should not aim to eliminate friction. Read on to learn more about why friction can actually be beneficial to your organization and how to introduce it thoughtfully.
3 keys to being a more inclusive leader: Learnings from the Cannes Lions International Festival of Creativity
What’s the secret recipe for being a great leader? As many of us know – whether through research or personal experiences – it usually includes excellent communication skills, self-awareness, integrity and empathy. But what advice do exceptional leaders know, live by and bring to life that makes the biggest difference to both their employees’ lives and the bottom line? This is the question I was keen to answer while at the Cannes Lions International Festival of Creativity – a place buzzing with incredible leaders and the brightest minds in advertising and business in Cannes, France, June 20–24, 2022.
Award-winning actress, producer and activist Laverne Cox talks about the unique challenges along her journey to womanhood, professional achievement, and self-acceptance and love.
When it comes to DE&I, it’s easy to get overwhelmed by all the things you could be doing. There’s no shortage of information about the steps that others are taking or guidance to point you in the right direction. But rather than limit ourselves to one or the other, we wanted to provide both insights and ideas for action.
We wanted to understand how companies are making that kind of ongoing commitment to DE&I, so we partnered with EVERFI to survey over 200 global HR professionals. The results were illuminating and worth sharing. Let’s explore some of our key findings.