Looking for a TA career change but not too sure how to get there? Our ‘So you wanna be a…‘ series takes a look at some of the more niche TA roles and digs deep into the who, how, and why behind them. We chat with some of your favourite TA leaders in that space to find out how they got started, what their role really looks like, and what tips and tricks they have for other TA superstars looking to get a foot in the door.
In this issue, we sat down with Sylvia Yeo, Diversity, Equity, Inclusion and Belonging (DEIB) Manager @ Cbus, to find out what really goes on in the life of a Diversity, Equity and Inclusion Manager.
What does your role as a Diversity, Equity, Inclusion & Belonging (DEIB) Manager entail?
Everyday can look different and the role really encompasses a bit of everything. From organising internal and external events, reviewing policies, putting a DEIB strategy together and/or delivering workshops.
Everyday for me is about how I can make inclusion easier for to understand and adopt in an equitable manner.
How did you find your way into a DEIB role?
I used to work for a big multinational company in a variety of roles from administrative to relationship management. I love talking to people so I often had lunches with people across different business and functions, and I realised that many women didn’t really see themselves holding a management position or see that as an attainable goal. That really broke my heart. These are the women, if only if they can see what I see – very smart and highly educated and have so much potential.
I approached the CMO and pitched an idea to run a small TED-talk like kind of workshop for 30 women in the business. She was kind and said yes immediately. It went really well, and the program was later integrated into a business resource groups as part of their regular program for women. I then went on to pitch few more DEI ideas to the CHRO and CEO were supportive in those too. So, these 3 people are the ones who had really helped me understand that my passion in DEI.
What are some exciting talent and inclusion projects you have worked on in the past?
Understanding gender stereotype, building cultural awareness, and also working on how to create an inclusive workplace for people who are neurodiverse. Particularly for building an inclusive workplace, I worked closely with the talent and people experience team to review the language, process, and setup for not only during interview and job ads but also physical workplace through to onboarding. Everything leads with the question: How can we be more inclusive? A lot of the proposed changes not only benefit people who are neurodiverse but also neurotypical folks as well. When you have an inclusive process, everyone benefits from it.
It’s easy for diversity to be thrown around as a buzz word. How do you ensure that the work you do makes a real difference?
That is true. There are 3 things that need to happen to really make a difference.
- Measure it. Have a baseline and then measure the progress and that is how one can know if there is real difference.
- Have a plan. A lot of people are passionate about inclusion and that is fantastic but we need to have a plan so that we know where ae are heading. Otherwise, we are just being doing.
- Get executive buy-ins. DEI needs to be a both a top-down and bottom-up initiative. If you don’t have executives who wants DEI, it just get really hard to make a difference. They really need to be willing to invest both time, resources and personally get involved to effect real change and difference.
What are some of the key challenges you face working in inclusion? How do you stay motivated when you face them?
Inclusion is journey not a destination and many of us are at a different pace and point in this journey. The challenge is to understand this and sometimes you walk a bit faster and sometimes you wait a little or go back, hold their hands and walk together.
I have an ex-colleague who came to me and said she has now learned to see the world differently, with compassion and more inclusive lens. Hearing how the work I’m doing can positively impact others helps me stay motivated.
How can Talent Acquisition professionals ensure they are being as inclusive as possible when recruiting?
Think about the process from end to end and work together with your DEI person. Two heads are always better than one and many hands make light work. I always believe no one person has all the answers we can all learn from each other.
How can someone in a TA role make the move into a DEIB position? What sort of things should they be upskilling or focussing on?
There are a lot of transferable skills, especially their people skill. A good start is really ensuring the sphere that in within their influence, i.e. recruitment can be more inclusive. In terms of skills, event planning, budgeting, and putting a strategy together are all keys to the role.
Sylvia’s Cheat Sheet for Aspiring DEIB Managers
What are some of the actionable things you can do if you want to be an Diversity, Equity, Inclusion & Belonging Manager? Here are some suggestions from Sylvia of who to follow, what to use, and where to seek out your info.
Industry experts and influencers to follow
Not really. I follow way too many people on LinkedIn. I think everyone has something to teach and I really try to keep an open mind and heart
Absolute must-use productivity and tech tools to make your life so much easier
I’d like to say yes but it really depends on the company and what tools they have. Trello and slack are great for keeping track of tasks and communicating with other quickly.
Is there a specific niche area of recruitment you’d like to know more about. Email us and let us know.
