Building a Business

Bisha Taariikhda Madow Sannadkan Waxa Ay Dareemeysaa Wax Ka duwan -Sidaas Oo Kale Waa In Hoggaamintaada

Ka gudbida fariimaha hal bil ah si loo abuuro dadaallo aqoonsi oo dareemaya run iyo waara.

13 min read Via www.entrepreneur.com

Mewayz Team

Editorial Team

Building a Business

Sanadqada Feebarweri kuma filna hadda

Febraayo kasta, qaab la yaqaan ayaa ku soo noqnoqda ururada adduunka oo dhan. Boorarka warbaahinta bulshada ayaa isbeddela, wargeysyada gudaha waxa ka muuqda shakhsiyaad taariikhi ah, iyo kooxaha hoggaanka ayaa si taxadar leh u wadaaga odhaahyo si taxadar leh u qoran oo ku saabsan kala duwanaanshaha iyo ka mid noqoshada. Dabadeed March ayaa timi, xawliguna wuu baaba'aa sida ugu dhakhsaha badan ee uu u muuqday. Sannadka 2026, shaqaalaha - gaar ahaan shaqaalaha Madowga - ayaa si aad ah uga taxadaraya weligood farqiga u dhexeeya waxa ay shirkaduhu sheegaan inta lagu jiro Bisha Taariikhda Madoow iyo waxa ay dhab ahaantii qabtaan kow iyo tobanka bilood ee kale ee sanadka. Marka loo eego warbixintii McKinsey ee 2025, 67% xirfadlayaasha Madowga ah ayaa sheegaya in ay sheegi karaan usbuuca ugu horreeya ee Febraayo gudahood in dadaalka aqoonsiga shirkadoodu yahay mid run ah ama waxqabad leh. Tirakoobkaas oo keliya waa in uu hoggaamiye kasta ka dhigaa in uu hakad ku jiro oo uu dib u eego habkooda.

Sannadkan waxa uu dareemayaa kala duwanaansho sababtoo ah xoogga shaqaaluhu laftiisa ayaa isbeddelay. Jiilka cusub ee shaqaalaha kaliya ma rabaan matalaad - waxay rabaan la xisaabtanka qaabdhismeedka. Waxay rabaan inay arkaan hoggaamiyeyaasha Madowga doorarka go'aan qaadashada, xogta magdhowga siman ee loo daabacay si hufan, iyo barnaamijyada kala duwanaanta alaab-qeybiyaha oo leh tirooyin dhab ah oo iyaga ka dambeeya. Su'aasha hortaala urur kastaa maaha in la aqoonsado Bisha Taariikhda Madow. Waa in hogaankaagu uu dhisayo wax ka baxsan hal bog.

Waa maxay sababta Aqoonsiga Waxqabadka leh uu dib ugu noqdo

Waxaa jira erey soo jiidasho leh oo ku jira doodaha dhaqanka goobta shaqada:daalka aqoonsiga. Waxay qeexaysaa waxa dhaca marka shaqaaluhu la kulmaan tilmaamo soo noqnoqda oo qirasho ah oo aan waligood u turjumaynin isbeddel shay. Shirkad ayaa laga yaabaa inay martigeliso dood-wadaag ay ku muujinayaan shaqaalaha Madowga ah ee wadaagaya waayo-aragnimadooda, laakiin haddii isla shaqaalahaas si joogto ah loogu gudbiyo dalacsiinta, guddigu wuxuu noqdaa il niyad-jab halkii ay ka ahaan lahayd dhiirigelin. Dabeecadu kaliya kuma guul darreysato - waxay si firfircoon u baabi'isaa kalsoonida.

Cilmi-baaris ay samaysay Xarunta Hal-abuurka Hal-abuurka ayaa lagu ogaaday in 58% shaqaalaha Madowga ah ee ka qaybqaatay barnaamijka hidaha ee ay shirkaddu hoggaamiso ay dareemeen baaritaan dheeraad ah ka dib, ma yara. Waxay sheegeen in loola dhaqmo sidii afhayeen u ah jinsiyaddooda oo dhan, iyaga oo su'aalo ka keenay asxaabtooda kuwaas oo ku wareeray aragtida iyo khibradda. Marka dadaallada ictiraaf-raadinta loo qaabeeyo iyada oo aan wax talo ah laga helin bulshooyinka ay sheeganayaan inay u dabbaal-degaan, waxay u janjeeraan inay soo saaraan tacab caadifadeed intii ay si siman wax ugu qaybin lahaayeen. Guuldarrada hoggaanka halkan ma aha xaasidnimo - waa caajisnimo oo loo ekaysiinayo ujeeddooyin wanaagsan. Aqoonsiga dhabta ah wuxuu u baahan yahay isla xeeladda istaraatiijiyadeed ee aad codsan lahayd soo-saarka badeecada ama yoolka dakhliga rubuc-biloodlaha ah. Waxay u baahan tahay cilmi-baaris, cabbirro la-xisaabtanka, jawaab-celinta jawaab-celinta, iyo rabitaanka in la maqlo in habkaaga hadda uusan shaqeynayn.

Shan isbedel oo Hogaamiyaasha ka dhaqaajiya wax qabad una guura qaab dhismeed

Haddii ururkaagu ay dhab ka tahay ka dhigista bisha taariikhda Madoow mid macno leh - oo uu macnaheeda ku fidiyo sanadka oo dhan - ka fiirso isbeddelladan qaab dhismeedka ee kala sooca hoggaanka dhabta ah iyo indho-indheynta-jihaadka jadwalka:

  1. Baari dhuunta hogaamintaada, ma aha oo kaliya lambarada shaqaalaynta. Lasoco xajinta, xawliga xayaysiisyada, iyo gelitaanka mashaariicda muuqaalka sare ee kooxda tirakoobka.
  2. Fund iibiyeyaasha iyo alaab-qeybiyeyaasha ay leeyihiin dadka madowga ah ee leh ballan-qaadyo miisaaniyadeed oo dhab ah. Ka dhig wax soo iibsiga tiir ka mid ah istaraatiijiyadaada sinaanta.
  3. Magta shaqaalaha hormuudka u ah ERGs iyo barnaamijyada dhaqanka. Haddii qof uu qabanqaabinayo munaasabadahaaga Bisha Taariikhda Madow isagoo ka sarreeya culeyskiisa shaqo ee caadiga ah, taasi waa shaqo. Aqoonso dhaqaale ahaan ama hagaajinta doorka rasmiga ah - ma aha oo kaliya iimaylka mahadsanid.
  4. Daabici xogta sinnaanta mushaharka ee la kala saaray sannadkii. Hay'adaha daabaca xogta magdhowga ee ay u jajabiyeen jinsiyadda iyo jinsiga ayaa u dhow farqiga mushaharka 2.5 jeer ka dhaqso badan kuwa aan samayn, sida ku cad warbixinta sinnaanta goobta shaqada ee Syndio 2025.
  5. Ku xidh magdhowga fulinta iyo natiijooyinka ka mid noqoshada. Ugu yaraan 15 Fortune 500 shirkadood ayaa hadda ku jira jaangooyooyinka DEI ee qaacidooyinka magdhowga fulinta.
Midkoodna isbeddelladan ma fududa, taasuna waa sax ujeeddada. Haddii istaraatiijiyadaada Bisha Taariikhda Madow la qorsheyn karo kulan galab ah, waxay u badan tahay inaysan hammi ku filneyn muhiim.

Dhismaha Sannadka-Sanadka Nidaamyada Aqoonsiga

Hay'adaha ugu waxtarka badan uma arkaan aqoonsiga dhaqanka olole ahaan - waxay ula dhaqmaan sidii kaabayaasha. Tani waxay ka dhigan tahay in la dhisayo nidaamyo si joogto ah kor ugu qaadaya tabarucaada, raadraaca cabbirka sinnaanta, oo abuura kanaalo jawaab celin ah oo shaqeeya iyada oo aan loo eegin bisha ay tahay. Isla edbinta hawl-fulinta ee aad ku dabaqdo maaraynta mashaariicda, daba-galka dakhliga, ama socodsiinta mushaharka waa inay ku kordhisaa sida aad u cabbirto oo aad u ilaaliso dadaalka ka mid noqoshada.

Tani waa halka ay tignoolajiyadu ka noqoto xulafo dhab ah halkii ay ka noqon lahayd mid dusha sare leh. Platforms sidaMewayzu ogolaadaan ururadu in ay udub dhexaad u noqdaan kaabayaashooda hawlgelinta - laga bilaabo socodka shaqada HR iyo maamulka kooxda ilaa mashruuca dabagalka iyo isgaarsiinta gudaha - hal nidaam modular ah. Marka barnaamijyada aqoonsiga shaqaalaha, wareegyada dib u eegista waxqabadka, iyo qiimaynta magdhowga dhammaan ku nool yihiin hal hab deegaan, waxa aad u adkaanaysa farqiga sinnaanta in lagu qariyo meelaha bannaan ee u dhexeeya aaladaha kala go'an. Waxaad la socon kartaa ka qaybgalka barnaamijka hagitaan iyadoo ay weheliso xogta xayaysiinta. Waxaad la socon kartaa in shaqaalaha Madoow ay helayaan si cadaalad ah miisaaniyad horumarinta xirfadeed. Xogtu waxay sheekadu u sheegaysaa in niyada wanaagsan oo keliya aanay karin.

Aqoonsiga sanadka oo dhan waxa kale oo uu ka dhigan yahay ku-daridda taariikhda Madoow iyo wax ku biirinta hawlahaaga caadiga ah - oo aan la karantiilin ilaa Febraayo. Ku muuji hal-abuurayaasha Black ee warshadahaaga inta lagu jiro shirarka gacmaha oo dhan sanadka oo dhan. Ku dar shuqullada qorayaasha Madow liiska akhriska ee horumarinta hoggaankaaga. Hubi in suuqgeyntu ay ka tarjumayso kala duwanaanshaha dhabta ah ee sawirkeeda iyo fariimaha rubuc kasta, maaha oo kaliya inta lagu jiro bilaha dhaxalka.

Waxay Dhab ahaan Shaqaalaha Madoow ka rabaan Hogaaminta

Sahan lagu sameeyay Glassdoor 2025 oo lagu sameeyay in ka badan 4,000 oo xirfadlayaal Madoow ah, saddexda shay ee ugu sarreeya shaqaaluhu waxay sheegeen inay ka rabaan hoggaaminta inta lagu jiro iyo ka dib Bisha Taariikhda Madow waxay ahaayeen kuwo la taaban karo:

    Qirashada daacadda ah ee halka shirkadu ka gaabisay- ma aha hadallo turxaan ah oo ku saabsan ballanqaad, laakiin qiimayn dhab ah oo dulduleelo ah
  • Kafiil muuqda oo ka imanaya madaxda sare — maaha kaliya latalinta (taas oo culayska saarta qofka da’da yar si uu hagid u raadsado) laakiin kafaalaqaad firfircoon oo ay madaxdu ugu doodaan shaqaalaha Madowga ee qolalka aanay ku jirin
  • Maalgelinta qaab dhismeedka bulshooyinka Madowga ah ee ka baxsan shirkadda — iskaashiyada HBCUs, maalgelinta barnaamijyada hal-abuurka ganacsi ee madow, iyo adeegyada xirfadeed ee pro bono ganacsiyada ay leeyihiin dadka madow

Farqiga u dhexeeya la-talinta iyo kafaala-qaadka waa faraqa u dhexeeya talada iyo ficilka. Hagayaasha ayaa kuu sheegaya albaabka aad ka soo gudubto. Kafiilayaashu waxay furaan albaabka marka aanad qolka ku jirin oo hubi in magacaagu ku jiro liiska.

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U fiirso in codsiyadan midkoodna uusan ku lug lahayn koob-koobeedka mawduuca leh, liisaska heesaha Spotify, ama garaafyada xigashada dhiirigelinta ah. Waxay ku lug leeyihiin awoodda - cidda leh, sida loo qaybiyo, iyo haddii hoggaanku diyaar u yahay inuu la wadaago siyaabaha abuuraya isbeddel dhismeed waara. Shaqaalaha fiiro gaar ah u leh dadaalkaaga Bisha Taariikhda Madow ayaa ah kuwa go'aamin doona in ururkaagu u qalmo kartidooda sanad kale iyo in kale.

Ururada yar yar ayaa tan ku hogaamin kara

Waxaa jirta fikrad khaldan oo la wada leeyahay oo ah in shaqada sinnaanta ee macnaha leh ay u baahan tahay waax HR oo baaxad leh iyo miisaaniyad lix-tiro ah oo DEI ah. Dhab ahaantii, qaar ka mid ah dadaallada aqoonsiga ee ugu saamaynta badan waxay ka yimaadaan ganacsiyada yaryar iyo kuwa dhexe halkaasoo hoggaanku uu ugu dhow yahay xoogga shaqada iyo go'aannada ay si degdeg ah u dhaqaaqi karaan. Shirkad ka kooban 30 qof oo 5% miisaaniyadeeda wax soo iibsiga u hibaysa alaab-qeybiyeyaasha ay leeyihiin Madowga oo soo daabacaadda xogta sinnaanta mushaharka ayaa qabanaysa shaqo aad uga badan marka loo eego shirkadda Fortune 500 oo leh olole bille ah oo dhaxal ah oo aan lahayn hab-raac qaab dhismeedka.

Kooxaha yaryar, caqabadu maaha agab - waa nidaamyo. Markaad jilicsan tahay, way fududahay inaad u ogolaato hindisayaasha sinnaanta inay ku dhacaan dildilaaca sababtoo ah ma jiraan kaabayaal u go'ay si ay u sii wadaan. Tani waa sababta dhabta ah ee ku ururinta hawlahaaga ganacsi ee ku saabsan madal midaysan. Iyadoo Mewayz's 207 qaybood oo isku dhafan oo ka kooban HR, mushahar bixinta, CRM, maareynta mashruuca, iyo falanqaynta, xitaa koox yar ayaa dhisi kara nooca muuqaalka hawlgalka ee ilaalinaya dadaallada ku-darrida. Uma baahnid VP of Diversity si aad ula socoto in kharashka horumarinta xirfadaada uu yahay mid siman - waxaad u baahan tahay nidaam si toos ah u soo saaraya xogtaas iyada oo qayb ka ah sida aad horay ugu socodsiisay ganacsigaaga.

Meheradaha yaryar waxa kale oo ay leeyihiin faa'iido gaar ah: xaqiiqadu way fududahay marka kooxdaadu ay si toos ah u arki karto sida go'aamada loo sameeyo. U dhawaanshahaas isticmaal. La yeelo wada hadal furan oo ku saabsan waxa aqoonsigu ula jeedo xubnaha kooxdaada. Weydii waxa ay dhab ahaantii rabaan - oo u diyaargarow inaad ku dhaqaaqdo jawaabaha laga yaabo inay kaaga baahan yihiin inaad beddesho, maaha kaliya inaad dabaaldegto.

Imtixaanka Hoggaaminta ee Dhammeeya Febraayo

Halkan waxaa ah layli fudud laakiin daaha ka qaadaya hoggaamiye kasta oo akhrinaya kan: eeg jadwalkaaga Maarso ilaa Janaayo. Immisa ka mid ah ballan-qaadyadaada Bisha Taariikhda Madow ayaa leh shay ficil u dhigma bilahaas? Hadday jawaabtu eber ku dhowdahay, olole ayaad dhisatay ee dhaqan maaha. Ololuhu wuu dhamaadaa. Dhaqamada ayaa isku jira.

Ururada soo jiidan doona oo hayn doona tayada ugu wanaagsan tobanka sano ee soo socda waa kuwa fahmaya runta aasaasiga ah:aqoonsiga iyada oo aan dib loo qaybin waa qurxinta. Waxay u egtahay mid fiican. Si fiican ayey u sawirtaa Oo waxba ma beddeleyso. Hoggaaminta dhabta ah macnaheedu waa in la baaro miisaaniyadaada, qaababka dalacsiintaada, xidhiidhada iibiyahaaga, iyo qaabdhismeedka magdhowga - iyo in aad diyaar u tahay in aad samayso isbedel wax ku kacaya.

Bisha Taariikhda Madoow ee 2026 waa in ay noqotaa khad bilow ah, ee maaha khad dhammays ah. Waa in ay noqotaa wakhtiga aad ku dhawaaqdo ballanqaadyada la cabbiri karo iyo nidaamyada aad u dhistay si aad ula socoto. Waa inay noqotaa bisha aad joojinayso inaad weydiisato shaqaalaha Madowga ah inay wax baraan asxaabtooda oo ay bilaabaan inay maalgashadaan kaabayaasha ka dhigaya sinnaanta si toos ah halkii ay ka ahaan lahayd hami. Qalabka ayaa jira. Xogtu way jirtaa. Qaab-dhismeedka ayaa jira. Waxa la sugayaa waa in hoggaankaagu uu sameeyo.

Su'aalaha Inta badan La Isweydiiyo

Waa maxay sababta ay Bisha Taariikhda Madoow uga baahan tahay wax ka badan tilmaanta waxqabadka ee madaxda?

Shaqaaluhu waxay si sii kordheysa u aqoonsanayaan farqiga u dhexeeya qirashada bisha Febraayo iyo ficil macno leh oo sanadka oo dhan ah. Dadaalka wax qabad ee kala duwanaanshiyaha ayaa meesha ka saaraya kalsoonida, kordhinta isdhaafsiga shaqaalaha Madowga, waxayna dhaawacdaa sumcadda loo shaqeeyaha. Hoggaaminta dhabta ah macneheedu waxa weeye in lagu dhex daro sinnaanta hab-dhaqannada shaqaaleysiinta, dhuumaha dhiirrigelinta, barnaamijyada la-talinta, iyo hawl-maalmeedka - ma aha oo kaliya qoraallada warbaahinta bulshada ee xilliyeed. Ururada u daaweeya ka mid noqoshada sida sanduuqa jeeggu waxay halis ugu jiraan inay lumiyaan kartida sare ee tartamayaasha kuwaas oo muujiya dadaal dhab ah.

Sidee ganacsiyadu u dhisi karaan dhaqamo hogaamineed loo dhan yahay oo soconaya wixii ka dambeeya Febraayo?

Ka bilow inaad xisaabiso nidaamyadaaga hadda - sinnaanta magdhowga, heerarka dallacaadda, kala duwanaanta alaab-qeybiyaha, iyo matalaadda heer kasta. Deji yoolal la qiyaasi karo oo leh dib u eegis xisaabin saddex biloodle ah halkii aad ka ahaan lahayd ballan-qaadyo sannadle ah. Abuur kooxaha kheyraadka shaqaalaha leh miisaaniyad dhab ah iyo kafaalo-qaad fulineed. Aaladaha sida Mewayz waxa ay bixiyaan 207-module-ganacsi oo OS ah oo ka bilaabma $19/mo kaas oo ka caawiya hagaajinta hawlaha kooxda, isgaarsiinta gudaha, iyo dabagalka mashruuca si loo joogteeyo hindisayaasha ka mid noqoshada sanadka oo dhan.

Waa maxay cabirrada ay tahay in ururadu ay daba-galaan si ay u cabbiraan horumarka dhabta ah ee kala duwanaanshaha iyo ka mid noqoshada?

Diirada saar sii-haynta iyo qiimayaasha dalacsiinta ee guud ahaan tirada dadka, saami qaybsiga mushaharka, matalaada jagooyinka hogaaminta, kala duwanaanshiyaha kharashaadka alaab-qeybiyaha, iyo natiijooyinka sahanka ka qaybgalka shaqaalaha ee loo qaybiyay jinsiyad. Lasoco heerarka beddelka waraysi-si aad u shaqaaleysiiso murashaxiinta aan la soo bandhigin lana soco ka qaybgalka barnaamijyada latalinta iyo horumarinta. Xogta tirade ah ee lagu lammaaniyay jawaab-celinta tayada leh ee fadhiyada dhagaysiga shaqaalaha waxay muujinaysaa haddii ballanqaadyadaada aad sheegtay u tarjumaan waayo-aragnimada goobta shaqada ee nool.

Sidee bay ganacsiyada yar-yar ee agabkoodu xaddidan yahay wali u kala hormarin karaan hoggaaminta loo dhan yahay?

Xajmiga ma aha caqabad ku ah sinnaanta. Ganacsiyada yaryar waxay ku bilaabi karaan kala duwanaanshaha kanaalada shaqaaleysiinta, samaynta shuruudo dalacsiineed oo hufan, iyo abuurista meel loogu talagalay jawaab celinta shaqaalaha daacadda ah. Isku-dubbarididda hawl-gallada iyada oo loo marayo madal-hal-ku-jir ah sida Mewayz waxa ay sii daysaa wakhtiga iyo miisaaniyada haddii kale lagu kharash gareeyo maaraynta agabka kala daadsan - agabka loo wareejin karo dhanka tababarka, iskaashiga bulshada, iyo dhisidda dhaqan goob shaqo halkaas oo xubin kasta oo koox ahi ku horumarto.

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