What does BRAID mean in UNCLASSIFIED

BRAID stands for Building Recruiting And Inclusion for Diversity. It is a set of strategies organizations use to find applicants from different backgrounds and foster an inclusive work environment.

BRAID initiatives are closely intertwined with workplace diversity efforts because they go beyond simply recruiting a diverse workforce; they involve creating policies and procedures that promote inclusion within the workplace. By taking active steps to make sure employees feel safe, respected and welcome regardless of their identity, employers seek to create an environment where everyone can succeed.

A comprehensive BRAID initiative includes four main components: recruiting from underrepresented populations, onboarding new team members in a culturally sensitive manner, implementing policies that address discrimination within the workplace, and offering meaningful recognition for minority achievements. Additionally, educational seminars on topics such as microaggressions or implicit bias can help employers have meaningful conversations about unconscious biases in the workplace.

Having a successful BRAID strategy benefits all employees by increasing access to career opportunities for those who are often excluded from the job market due to systemic inequalities. Implementing this practice can also help foster good morale among staff members who feel like their identities are respected and appreciated at work. Ultimately it leads to better outcomes for any organization because it builds teams with greater creativity, innovation, problem-solving skills, resilience and ability to respond faster to competitive pressures or changing business conditions.

Other steps companies should take include providing mentorship programs tailored toward minority candidates as well as ongoing support once they join the company; introducing flexible hours or remote working arrangements; ensuring adequate representation of minority leaders at senior levels of management; recognizing accomplishments of diverse teams publicly; offering implicit bias training; creating safe spaces where employees feel comfortable discussing issues around race, gender or sexuality openly; holding regular review sessions where concerns related to inclusion can be discussed freely without judgement.