Meet Oscar Cardona – Central City Concern


 

Meet Oscar Cardona – Chief People Officer

Diversity Recruiters™ is pleased to announce that Oscar Cardona recently joined Central City Concern as their Chief People Officer.

 

Before joining Central City Concern, Oscar was the chief human resources officer at Holiday Retirement, the largest independent living company in the country for older adults.

 

Oscar has held executive-level HR positions at Nike as head of HR for its U.S., European, Middle Eastern and African businesses. Oscar’s Puerto Rican heritage, his family upbringing and his professional experience and volunteer work have enabled him to have a better understanding of the challenges and opportunities facing people in diverse organizations.

 

Oscar has been involved with several nonprofits, including Aspira, United Way, Lines for Life, Junior Achievement, Tualatin Valley Youth Football, and Beloit College.

 

Oscar earned a BA from Beloit College, and a law degree from McGeorge College of Law.

 

 

 

 

 

 

 

Central City Concern meets its mission through innovative outcome-based strategies which support personal and community transformation.

 

  • Direct access to housing which supports lifestyle change.
  • Integrated healthcare services that are highly effective in engaging people who are often alienated from mainstream systems.
  • The development of peer relationships that nurture and support personal transformation and recovery.
  • Attainment of income through employment or accessing benefits.

 

ABOUT DIVERSITY RECRUITERS™

 

We are a social enterprise that connects talented people of color, women, and other underrepresented employees with employers who are actively engaged in creating diverse, equitable and inclusive workplaces.  We believe that a talented and diverse workforce supports innovation and economic freedom.

 

Diversity Recruiters™ prides itself in ensuring quality, and guarantees its services so that they fulfill their mission in helping organizations diversify their workforce.

 

Contact us at info@diversityrecruiters.com for information on how to diversify your talent strategy.

 

Central City Concern’s dedication, inclusion, equity, and belonging does not go unnoticed. On behalf of the entire community and staff at Diversity Recruiters™, we applaud them for their efforts.

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Diversity Is Not Enough


 

Diversity Is Just Not Enough

 

How can females, black and brown people, or individuals from our LGBTQ community have a voice when they are constantly drowned out by the majority?

 

How can we appreciate the true spirit of increasing diversity without seriously including the voices of those who have been historically marginalized? 

 

While diversity can create the potential for different voices and ideas, it is inclusion that allows those voices to be realized.

 

Many firms genuniely believe that demographic diversity is the be all end all. Demographic, or surface-level diversity, is indeed a fantastic start, but all firms should strive for a deeper understanding of what it takes to embrace those of us who are different. This is often referred to as deep-level diversity. As a diversity executive recruiting firm, we’ve seen companies with good intentions fail because their culture didn’t fully embrace demographic diversity. 

 

After years of conversing with other diverse executives, we’ve learned that, while they have incredible jobs, many feel marginalized for their differences. In some cases, their only difference is the color of their skin, their sexual orientation, or their gender. More importantly, marginalization has a negative impact on productivity. And, while many diverse individuals feel constantly marginalized at work, their firms continue to celebrate their demographic diversity – claiming that xx% of its workforce is this or that – not knowing that they haven’t quite figured out how to fully embrace their own diversity initiatives in a meaningful way.

 

The cornerstone of any inclusive culture is trust. Everyone must feel safe enough to openly share the full breadth of their background, knowledge and opinions, both to each other and to their leaders. 

 

And, the leaders must actively listen in order for inclusion to happen. 

 

Without inclusion, diversity will not be sustainable. We achieve diversity through inclusion, not the other way around.

 


 

 

 

 

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