Veterans’ “discipline and timeliness” makes them suitable for a variety of positions, says David Casey, vice president, workforce strategies and chief diversity officer, CVS Health — “The most important thing is that they are willing to learn.”
BASF sees veterans as potential workers with valuable, transferable skills who accomplish tasks “with poise and resiliency,” shares Heidi Gerhard, who leads North American talent acquisition at the company.
Andrew Barnes, diversity talent acquisition strategy – veterans segment, Wells Fargo, shares the bank’s numerous outreach and development programs aimed at veterans, as well as a commitment to hire 20,000 veterans by 2020.
Chris Crace, veterans advocacy leader for PwC, describes how the firm assimilates its veterans into the workplace using strategies such as focus interviews and mentoring.
Kaleb Pask leads talent acquisition efforts for AT&T, with specific focus on nine diversity segments, including a strong focus on military recruiting.
Ron Green, EVP & chief information security officer for Mastercard, shares how his company assures veterans their military skills translate to the corporate world.
The show, which features a family’s experiences with CP, will air post-show content to bring awareness to living with cerebral palsy.
A message to LGBT employees that they can “bring their whole selves to work” bolsters recruitment of the best talent.
New report shows a large gender pay gap, racial differences, student loan debt and uneasiness about retirement for millennials.
AT&T’s college recruiting leader offers tips on recruiting millennials and how to choose schools to recruit from.
Social media accolades pour in from IBM employees and public after Lindsay-Rae McIntyre blog post on supporting LGBT rights gains traction.
Lissiah Hundley, diversity and inclusion strategist for Cox Enterprises, offers advice on combating unconscious bias.
New research shows little progress for women in senior leadership and on boards in corporate America.
10 Tips for building a successful “machine” for recruiting and advancing people with disabilities.
Companies that want to attract and retain women and minorities for technical positions need to focus on branding and unconscious bias.