Many organisations struggle to create diverse workplaces, especially at the highest levels, and to promote cultures that allow all employees to feel heard and included. Fortunately, organisations can leverage Hogan Assessments and A&D Resources’ expertise to help address these concerns and create a more diverse and inclusive culture.

If all personnel decisions were made using scientifically-validated personality assessments, unfair discrimination in the workplace would practically cease to exist. Personality assessments lead to increased productivity and engagement, as well as increased diversity, equity and inclusion.

Hogan’s personality assessments increase diversity and promote fairness in selection of all employees. Hogan can also be used to identify and develop leaders to create a culture that promotes diversity and inclusion. Contact us for more information on how we can help you: +45 45 85 15 15, info@adresources.com

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INCLUSIVE LEADERSHIP - MOVING THE NEEDLE ON DIVERSITY, EQUITY & INCLUSIONThe focus on Diversity, Equity & Inclusion (DE&I) has increased over recent years, but for some reason, we see very little change in terms of measurable differences year by year.

HOW ORGANIZATIONS CAN IMPROVE GENDER EQUITY IN LEADERSHIP
While International Women’s Day reminds us of all the amazing things women can achieve, we should still remember we have a long way to go to achieve equality in the workforce.

HOGAN ASSESSMENTS IDENTIFIES A STRONG LINK BETWEEN PERSONALITY AND BEHAVIOURS SUPPORTING DIVERSITY AND INCLUSION
Valid personality assessment promotes fairness in selection and can be used to identify leaders who promote diversity and inclusion in their decision-making.

THE EASY WAY TO INCREASE DIVERSITY, EQUITY, AND INCLUSION IN YOUR ORGANIZATION
Diversity, equity, and inclusion. If you work in human resources, or a related field, you’ve heard these terms before and, odds are, you have some idea of what they mean. But just so that we are all on the same page, I’ll use the following, heavily borrowed, definitions for diversity, equity, and inclusion:

IMPROVING DIVERSITY AND INCLUSION: PRACTICAL, EVIDENCE-BASED RECOMMENDATIONS
The protests against systemic patterns of racism and police brutality following George Floyd’s death, the success of female heads of state leading their countries through the global pandemic, and the recent United States Supreme Court decision prohibiting workplace discrimination based on gender identity or sexual orientation are just a few of the topics that are spurring discussions about diversity and inclusion (D&I) right now.

WHAT IS UNCONSCIOUS BIAS?
We all have unconscious biases because we are all driven by values.Values are part of the human condition. They define our identities, our goals, and our decision-making processes. 

CLONES, DIVERSITY, INNOVATION, AND PERSONALITY
People sometimes ask whether using personality assessment for selection will create an organization full of clones, decrease diversity, and narrow the range of innovative thought available to solve company problems. Their concern is that if they hire people with similar personality characteristics, they will create a culture of groupthink. 

DIVERSITY AND THE DARK SIDE
Diversity in the workplace remains a top concern for HR professionals and hiring managers. Changing the hiring process is a necessary step in preventing discrimination and keeping ahead of the competition —  a recent study from the Center for Talent Innovation found workplaces that ensure diversity enjoy more success and attract more innovative employees than workplaces that don’t.