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Nova Diversity

Name: Nova Diversity
Address: Seattle, WA, US
Telephone: +12064573359

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Nova Diversity

Contact information, map and directions, contact form, opening hours, services, ratings, photos, videos and announcements from Nova Diversity, Consulting Agency, Seattle, WA.

Founder & Consultant: Lex August
Here at Nova Diversity, my mission is to help create a world where people and business intentionally pursue diversity and inclusion with compassion, understanding, and unconditional acceptance.

03/09/2022

Happy International Women’s day to all of you wonder women! Remember this is for all of our Sisters not just our Cis-ters!
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02/02/2022

Yesterday was the start of ! With that said, this you’ll be seeing a lot of businesses and corporations host workshops, trainings, and celebrations in honor of BHM. I fully support that, it should be celebrated. However, if February is the only time of year that you’re hiring Black speakers/motivators and uplifting your Black employees, you’re doing this all wrong. Black history is more than one month, it’s everyday.
This month in my stories, I’ll be sharing Black owned businesses, Black content creators, and Black coaches that you should be supporting all throughout the year.
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02/01/2022

Happy Lunar New Year, the year of the Water Tiger! It’s also the first day of Black History Month! May this year bring you joy, healing, and prosperity.
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This month, I will be sharing Black Owned Business, Black Content Creators, and Black coaches who are all making a difference in everyday lives.
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01/21/2022

The world we live in is a beautiful rainbow of diversity. How often do you see the workforce reflecting that level of diversity? Did you know that according to The Society of Human Resource Management that 41% of managers said that they were “too busy” to implement diversity initiatives? The DEI conversation has started but we still have a long way to go.
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I’ll be sharing facts on Fridays as to why DEI is important in the work place.
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01/02/2022

My word of the year is intentionality.

Living with intention is about knowing what is important to us and giving our attention to it. Assessing where we are now (at the moment) physically, emotionally, and mentally. It’s a choice we have to make about being honest and accepting ourselves.

What do you plan to be intentional about this year? Change? Growth? Self care? Love? Living?

01/01/2022

Happy New Year!!
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11/15/2021

✨Guest Post by ✨
Influence of hidden disabilities in the workplace?

•If someone is visibly impaired, it is easy to empathise with and understand the person's needs.

•Hidden disabilities are a different story, as it can be hard to spot the challenges faced by these individuals.

•At times individuals with hidden disabilities are perceived to be lazy or ignorant.

Examples:
•A person with chronic pain may be perceived as lazy by coworkers and employers because they need to take some time off.
•A person with partial hearing loss or partial sight loss may come across as ignorant because they didn't respond to your Hello. They didn't because they didn't see you or hear you.
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💭 What are your thoughts on hidden disabilities in workplace? Does your workplace currently have accommodations in place? Have you done your part to help create a safe space?

💬 Written by
💭 Designed by

🌙 Don’t forget to check out my post on ‘Gender Diversity and Inclusion in the job search and application process’ on
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09/29/2021

Words Matter: Why We Should Put an End to “Grandfathered in” ie “grandfathering”.
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The term "grandfathered" has unfortunately become part of our language. It's a way to describe individuals or companies who get to keep operating under an existing set of expectations when new rules are put in place. But like so many things, the term "grandfather," used in this way, has its roots in America's racial history. In the late nineteenth century, a group of U.S. Southern states passed legislation and constitutional amendments that made it harder, if not impossible, for African-Americans to vote. They introduced new requirements for literacy tests, poll taxes, and residency/property ownership restrictions in order to register to vote. States would exempt citizens from these new requirements if their ancestors (grandfathers) had voting rights before the Civil War. The motivation and outcome was to keep poor and illiterate former slaves and their descendants from voting, while allowing poor and illiterate whites to vote.
Eventually, these original grandfather clauses were ruled unconstitutional. States found new and creative ways to suppress the African-American vote, right up through the Voting Rights Act of 1965 which formally abolished literacy tests and other racist voting restrictions; though, unfortunately, voter suppression still continues today. The term “grandfathering” should have died with the grandfather clause, but instead it stuck. It’s been adapted over time and has become common legal or business speak.
We need to change that. One term that is being used in its place it the term “legacy” (being legacied in). So let’s change the legacy by changing your vocabulary.
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09/15/2021

Buenos días, Buenas tardes and Buenas noches!

Did you know, Latinos account for 18.7% of the US population, and 26% of young people under 18?
Hispanic Heritage Month celebrates the history and countless contributions that Latinos & Hispanic people have made to the nation over the years. This month we honor the cultural richness of the people who come from Mexico, Central America, South America, and the Carribean.
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09/08/2021

Unconscious Bias and it’s effects in the workplace.
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So, what is Unconscious Bias?
Unconscious or implicit bias refers to the associations that are made between different qualities and social categories such race, gender or disability and are judgements that are made without conscious awareness. These automatic preferences or stereotypes are a major contributor to a lack of workplace diversity.
Every time we make a decision, our background, life experiences and cultural values all impact our reasoning. Over time, the human brain has developed an ability to use these experiences to create short-cuts and enable us to navigate the incredible amount of information we’re exposed to on a daily basis. This cognitive function can be very helpful, but often leads to snap decisions being made which, in many cases, can be wrong or poorly informed. In the workplace this can have a negative impact on recruitment decisions, slow down employee development, impair diversity and drive up attrition.

*Types of unconscious bias*
•Gender bias – preference towards one gender over another which often comes from deep rooted beliefs about gender roles and stereotypes.

•Affinity bias – an unconscious preference towards people who share qualities or viewpoints with us or with someone close to us.

•Halo effect – viewing one particularly strong positive trait about someone in a way that overpowers our judgement of them and can skew our ability to see any of their negative traits.

•Horns Effect – focussing on one badly perceived trait that can cloud judgement of the positive ones.

•Beauty bias – a social behaviour that often adversely affects women in the workplace. For example, attractive women being viewed as less competent than their male counterparts and tall people being treated like leaders from their peers from a young age.

•Confirmation bias – selectively seeking information to back up an opinion that is already held without looking at the bigger picture.
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Address

Seattle, WA

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+12064573359

Website

http://www.novadiversity.com/

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