SOURCE: Booz Allen Hamilton
Encouraging diversity isn’t just the right thing to do; it’s a competitive imperative in markets like San Diego, where some suggest a 3% unemployment rate is “virtually zero” for tech talent.
As tech companies compete within the same pool of job candidates, it’s imperative to expand the number of qualified individuals. And bringing more diverse people into the talent pool often requires going above and beyond.
For example, many companies have created anti-discrimination polices and now offer same-sex benefits coverage. But there are many other strides they can make in creating an inclusive workplace for all genders, races, ages, and sexual orientations.
Aaron Brunelle, who leads Booz Allen’s LGBTQ+ employee engagement program in San Diego, and Michael Dumlao, who co-chairs Booz Allen’s LGBTQ+ employee engagement program, shared their tips with the Times of San Diego.
- Promote diverse recruitment and retention across experience levels. Partner with outside organizations as needed.
- Frequently review workplace policies and benefits. Update and add policies as the needs of the LGBTQ+ community evolve.
- Educate your workforce. Use workshops, panels, professional development programming, and mentorship to build dialogue, community, and inclusion.
- Host LGBTQ+ events year-round, for all employees. Company-wide participation in Pride parades and other events are a great way of showing support and creating an inclusive culture.
- Lead by example. In 1999, when Booz Allen formed GLOBE, its LGBTQ+ employee engagement program, some employees objected. “Despite pushback, we proceeded and are better for it today,” Brunelle and Dumlao wrote. “If business leaders stay true to their values, employees will follow.”
KEYWORDS: Booz Allen Hamilton, NYSE: BAH, Careers, LGBTQ+, STEM