WE MAKE IT EASY LET OUR TEAM HELP YOU SECURE THE DEAL AND LOWER YOUR RISK • UP TO 90% OVERALL FINANCING • UP TO 25 YEAR TERM • FIXED-RATE PREFERREDLENDINGPARTNERS.COM | 303.861.4100 Leveraged financing and refinancing of owner occupied real estate and long-term equipment. Most for-profit small businesses eligible. SBA defines businesses with net profit after tax <$5.0 Million and tangible net worth <$15.0 Million as small. screening criteria. As such, they have frequently been passed over for hiring and promotion and suffered high unemployment. With an eye on emerging business needs, and labor shortages, some employers have chosen to focus on the skills needed to successfully complete job tasks and have revised age‑old recruiting and hiring practices to allow for neurodiverse applicants. A research study by the High Lantern Group shows that results for many employers have been outstanding. Attributes that were previously considered liabilities (e.g. hyper-focus on one task as opposed to multi-tasking, lack of awareness for interpersonal social cues, etc.), often enable neurodiverse people to more effectively complete repetitive job tasks versus previous traditional hires, and employers enjoy improved outcomes. An employer who focuses on the skills and attributes that truly matter to achieve business results, and changes attitudes and processes that hinder employee success, is acting with a DEI focus. This can also drive results for an AA strategy; when a broader pool of people is invited to contribute and supported to be successful in the workplace, advancement opportunities open to a more diverse pool. Employees who feel supported and respected by an inclusive workplace are more likely to enhance their participation and contribute voluntary effort in the workplace. Employers prize voluntary effort to meet business results and often complain when this is absent — many employees may do just the bare minimum to complete their job tasks. These efforts impact employer reputation, as well; and in the world of social media and corporate transparency, this has meaningful impact. Employers who cultivate a reputation as an inclusive, respectful workplace for all people, regardless of background, are more likely to attract more diverse applicants for vacant jobs. This DEI outcome supports AA compliance; although AA compliance does not require employers to address community reputation, an employer with the reputation of intolerance for employees with diverse needs is less likely to attract diverse applicants and retain a diverse candidate pool of employees to promote that supports AA objectives. Put simply, employers with a DEI focus on their internal activities and workplace culture, drafted to achieve business objectives, can effectively reinforce efforts to achieve AA objectives. In our work at Employers Council, our teams of professionals assist banking and financial institutions navigate the complexities and opportunities of both DEI business strategy development and AA compliance. Employers Council has been a trusted and cost-effective partner for organizations since 1939. We specialize in DEI initiatives, affirmative action compliance and comprehensive HR consulting and employment law services. Our dedicated team of attorneys and HR consultants proudly supports over 4,000 employers. For more information on how we can assist your organization, visit www.employerscouncil.org or call (800) 884-1328. BUILD YOUR BRAND, CONTACT US TODAY! (855) 747-4003 sales@thenewslinkgroup.com 11 Colorado Banker
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