Building more equitable workplaces is core to Credly’s vision and mission and the work we do every day. Two people with the same skills should have equal access to the same opportunities, regardless of race, disability, age, sexual orientation, or gender. That reality is made possible with digital credentials, which create a common currency for skills and enable human capital decisions to be made with consistency and fidelity to what people actually know and can do.
Here is a list of a few of our most popular resources which you can use to foster greater equality and access to opportunity at your organization.
- Reduce Gender Bias in the Workforce. This white paper outlines exactly how digital credentials allow everyone to use their skills and abilities to advance in the workforce. By surfacing competencies and abilities, digital credentials remove implicit biases from hiring decisions.
- Don’t let someone’s name get in the way during the hiring process. This blog highlights the need to remove personally identifiable information from the hiring process. Names don’t matter when a hiring manager is weeding out the good candidates from the ones who aren’t qualified to do the job. Having verified proof of skills through digital badges is what matters when getting the right person in the right position.
- Equal parental leave will promote gender equality in the workplace. Credly’s CEO, Jonathan Finkelstein, recently penned an article in Fast Company about his experience being a new dad and navigating parental leave decisions as a gay executive. Jonathan argues that equality in the workplace allows everyone to bring their full selves to work.
- Here’s how digital credentials can help reduce hiring prejudice. When it comes to hiring, every candidate should be treated with the same level of respect and consideration, regardless of race, gender, sexual orientation, or disability. Credly customer’s IT Senior Management Forum and the Healthcare Businesswomen’s Association outline how they’re using digital credentials to foster more equitable human capital decision making.
Digital credentials alone won’t solve the world’s problems. We recognize that. But they offer the infrastructure for a more level playing field, where people can advance their careers with trusted proof of their learning and what they can actually do. This is not only empowering for each member of the labor market, but it is also eminently fairer and creates a more diverse workforce.