{"id":88280,"date":"2021-09-13T08:20:25","date_gmt":"2021-09-13T15:20:25","guid":{"rendered":"https:\/\/careerkarma.com\/blog\/?p=88280"},"modified":"2022-07-08T01:15:36","modified_gmt":"2022-07-08T08:15:36","slug":"general-assembly-diversity-equality-inclusion-initiatives","status":"publish","type":"post","link":"https:\/\/careerkarma.com\/blog\/general-assembly-diversity-equality-inclusion-initiatives\/","title":{"rendered":"General Assembly: Diversifying the Pool of Global Tech Talent"},"content":{"rendered":"\n

Diversity, equity, and inclusion (DEI) efforts used to be given lower priority within companies and organizations. However, the global discourse surrounding DEI in recent years has prompted a shift in perspective for many industry players. This has nudged them toward embracing DEI and placing these values at the forefront of their mission. <\/p>\n\n\n\n

Despite this, the implementation of DEI-focused initiatives is a challenging undertaking<\/a>. Oftentimes, companies struggle with how or where to begin. To stay on the right track and optimize the outcomes, it\u2019s favorable to work with a knowledgeable and experienced partner.<\/p>\n\n\n\n

General Assembly<\/a> aims to spearhead the much-needed change in organizations worldwide, starting with its own DEI initiatives. Leading the way is CEO Lisa Lewin, who believes in the mantra, \u201cIn a world on fire, we need more firefighters.\u201d  <\/p>\n\n\n\n

This ethos suggests that all leaders have a responsibility to tackle the world’s most acute challenges. Yet, doing so creates a choice between sprinkling a drop of water on every single fire or \u201cfocusing one’s firehose\u201d on the issues upon which one is uniquely positioned to have an outsized impact.<\/p>\n\n\n\n

\u201cAt General Assembly, we\u2019ve \u2018focused our firehose\u2019 on diversifying the global pool of tech talent,\u201d says Chauncey Nartey, Global Head of DEI at General Assembly. \u201cGeneral Assembly is special because DEI and our mission\u2014indeed, our business imperative\u2014are inextricably linked. They are one and the same,\u201d he continues.<\/p>\n\n\n\n

\n

General Assembly is making digital skills more accessible with expert-led training in coding, data, design, and digital marketing that come in 3 learning formats.<\/p>\nGet in touch with General Assembly today.<\/a>\n<\/div>\n
\n\n\n\n

General Assembly\u2019s Practical Guide to Improving Diversity, Equity, and Inclusion<\/h2>\n\n\n\n
\"An<\/figure>\n\n\n\n

When it comes to DEI, General Assembly strives to walk the walk. It is passionate about DEI and constantly looks to transform DEI principles and ideas into action, both internally and externally.<\/p>\n\n\n\n

The General Assembly Standards Board, composed of discipline leaders from various industries, has created a practical guide called the DEI Principles for the Organization<\/a>. It is a playbook underlining seven principles based on feedback from DEI experts, General Assembly instructors, staff, and more. <\/p>\n\n\n\n

The guideline works two ways: first, as General Assembly\u2019s guiding light, and second, as a resource that encourages other organizations to reassess how they are implementing DEI efforts. It can also help organizations learn how to provide equitable access to skills and viable career paths for their employees. <\/p>\n\n\n\n

Below is a general overview of the seven principles:<\/p>\n\n\n\n

  1. Diversity, equity, and inclusion are operational imperatives. It is the right of every individual to feel supported in developing an enlightened workplace where all individuals are valued.<\/li>
  2. Set the stage for learning and unlearning.<\/li>
  3. Be transparent about the areas of difference you are cultivating.<\/li>
  4. Move your organization beyond its legal mandates to actively promote equity, justice, and respect.<\/li>
  5. Actions over words and outcomes.<\/li>
  6. Curate a culture of dissent with consistent actions. <\/li>
  7. Cultivate and grow your future employee base: Diversity starts long before an interview.<\/li><\/ol>\n\n\n\n

    \u201cWe break down what DEI means internally and externally. Internally, diversity means representation\u2014making sure our people match the rich tapestry of the world. Externally, it means diversifying the global pool of tech talent.\u201d Chauncey said.<\/p>\n\n\n\n

    \u201cInternal equity applies to our processes, such as promotion, compensation, and hiring. Externally, it’s about employment equity and helping other companies make sure they are connecting the dots between great talent and opportunity in a fair and competency-based way.\u201d<\/p>\n\n\n\n

    \u201cInternally, on the inclusion front, it’s about high performance and inclusive culture where people feel like they belong and can do their best work. Externally, it’s about inclusive product and program design,\u201d he continued.<\/p>\n\n\n\n

    General Assembly\u2019s Employee Resource Groups <\/h3>\n\n\n\n

    General Assembly has made DEI a vital part of its company culture and workplace environment through initiatives like Employee Resource Groups (ERGs). These are identity- or experience-based networks offering the chance to connect, collaborate, and work on personal and career development.<\/p>\n\n\n\n

    At the moment, the ERGs that exist within General Assembly\u2019s walls include:<\/p>\n\n\n\n