I would say the best way to make sure the diversity hires don't feel like being a token is by establishing a fair recruitment process. How? The more concrete th

I would say the best way to make sure the diversity hires don't feel like being a token is by establishing a fair recruitment process. How? The more concrete the selection criteria better, so don't fall in the unconscious bias trap of assessing different candidates through different lens. Since it's good for business, inclusivity policies should be considered an investment and not an expense. The best way is involving the employees directly (are anonymous surveys that hard to pull of?) and ask them what they need. Giving you a concrete example: As a woman in tech, I've work in tons of places with pingue pongue tables and beer on the community fridge. That doesn't really appeal to me, since I prefer to leave work as soon as possible to work in my non-paid female duties. But I would be SO APPRECIATED that the female toilets had menstrual products available just like toilet paper. It would have a relevant impact in reducing my monthly expenses and would make me be a better professional because it's something that would stop being part of my day-to-day logistics. Every time I suggest this, I am told it's too expensive or the H.R. men don't know how to buy it. There is always a residual number of females on the teams, is that really a great expense? And I learn to code every language my company asks me too but the HR can't learn how to buy properly menstrual pads? Please just asks us!