Liz Kofman-Burns
Contributor
Liz Kofman-Burns, Ph.D., is a recovering academic and co-CEO of Peoplism, a DEIB consulting firm that has helped startups like Betterment, ClassPass and Grammarly achieve measurable results.
As a startup founder, you’re likely laser-focused on growth. We get it: You can’t do anything at all if the lights aren’t on. But if you want to survive and thrive as a company, investing early in diversity, equity, inclusion and belonging (DEIB) is critical.
In the Great Resignation era, talent is in high demand, willing to leave and often motivated by factors other than pay.
Unfortunately, we’ve seen startups make the four mistakes below over and over, and it costs them in time, money and talent. You can’t afford that. Take the time to understand why these DEIB mistakes have long-term costs and use our tips to course correct them now.
Mistake 1: Your hiring strategy is based on referrals
You managed to bring together a group of talented, motivated people. You’re doing well and they’re all excited to tell their friends and former colleagues about new job openings. Thanks to their enthusiasm, you’re filling jobs quickly, …
