IAIABC Perspectives

NextGen Profiles: Marques Torbert

Perspectives / December 2019

example, if we want to hire more diverse people of color candidates, then we should specifically target not just the generic diversity recruiting website, but we should be at career fairs at historically black colleges and universities or specifically sponsoring diverse professional organization groups. The same goes for seeking diversity in gender or sexual orientation. There are very targeted places to find people that will make your organization more diverse and ultimately better but many times we fail to engage appropriately and make excuses. Lastly, make sure that there is someone in your organization that owns the outcome for diversity and inclusion and what you have defined as success – this is one of the very clear goals that results in pay/bonus for our HR team and is something that is routinely discussed, tracked, and measured.

Quick Facts • First Job: Cashier at Arby’s

healthy, but few actually go through the significant and sometimes easy steps right in front of you to reach that goal. And to be fair, my organization was at fault with that as well. However, recently we started looking at things a little differently and are starting to approach it as a real priority, not just something that we expect to automatically happen simply because we have a bullet point on it at a Town Hall meeting. As an • FirstWork Comp Job: Current job • FavoriteTravel Destination: Egypt • Favorite Social Media Platform: LinkedIn • Hashtag: #grateful

SAVE DATE THE

IAIABC 107 TH CONVENTION September 20-23, 2021 Toronto, Ontario

THE FORUM 2021 April 26-29, 2021 Louisville, Kentucky

IAIABC 106th CONVENTION September 21-24, 2020 Denver, Colorado

THE FORUM 2022 April 4-7, 2022 Nashville, Tennessee

THE FORUM 2020 April 27-30, 2020 Clearwater, Florida

20

21