Diversity is a measure of differences among a group, and those differences can exist across any number of lines. A diversity wheel can be helpful in DEI discussions to build bridges and foster better inclusion in a group.

Applying DEI to recruiting, performance reviews and promotion decisions ensures that no one's bias leads to someone being hired, reviewed positively, or promoted unfairly, just as much as it ensures the same person is not passed over, criticized or held back unfairly.

Many companies that struggle with DEI-related issues are quick to jump to recruiting to solve the issue.  However, the root cause of your issues may be related to employees not feeling they belong, or have opportunities for advancement. This is where the "5 Why?s" approach can really help. 

As we begin to wind down 2022 and think ahead to 2023, and all the challenges that face our businesses, it is important to remember there are significant, measurable benefits that any organization can realize if they operationalize DEI into all their business practices.

Never before have I attended a conference where every attendee was so deeply engaged and focused on achieving the same mission. Every session focused on specific actions to take in the workplace to support LGBTQI+ employees -- and the stories told by those who benefitted from that support were incredibly powerful.

There is a lot of debate among CEOs about whether or not we are in a recession or one is looming, and how significant the impact will be. Regardless of the answer to those questions, inflation is sky-high and there are 2 jobs open for every unemployed person right now. That means the cost of business is high, and retaining top talent is more vital than ever.

July 26, 2022 is the 32nd anniversary of the Americans with Disabilities Act (ADA), which prohibits discrimination against individuals with disabilities in all areas of public life, including employment. While this law is a major civil rights accomplishment, prohibiting discrimination is still a far cry from embracing inclusion, and we have a long way to go on the latter in the workplace.

Regardless of your personal stance on the overturn of Roe v Wade, any organization that says it provides an equitable and inclusive workplace must support its employees who may need access to abortion, in addition to their mental and physical health, privacy, safety and financial needs.

While Juneteenth commemorates the end of slavery, there is a deeper and very important story to understand. Slaves were emancipated on January 1, 1863, but it was not until two and a half years later that Texas slaves were freed, when Union Army General Granger rode to Galveston and made the proclamation.

Several years ago, AI started to be hailed as a new way to screen candidates in recruiting, enabling a more effective way to sift through high volumes of job applications to find the most qualified candidates. However, we have since learned that AI is only as unbiased as its programmers, and bias is showing up in big enough ways to enact new legal protection.

As seen in Forbes

With the pressure corporations are under to demonstrate progress in their DEI efforts, I see a lot of companies focusing their resources on DEI-focused training and recruiting. Only focusing here will lead to certain failure.

Several weeks ago a jury ordered Tesla to pay $137 million to Owen Diaz, a Black elevator operator who worked at its Fremont, CA factory and was subjected to repeated racial abuse, from slurs to swastikas drawn on walls, even after multiple complaints to HR. The only reason Diaz's case was able to go to trial in front of a jury was because he had not signed one of Tesla's mandatory arbitration agreements. This is a watershed moment in DEI.

As seen in Forbes

While traditionally burnout has been kept private and looked at as an individual issue in the workplace - and in some particularly cut-throat cultures a sign of weakness - we now have to acknowledge that it is a widely shared issue. And that it is creating a DEI emergency.

With the current "war on talent," employers need to do all the can to retain their top employees. Many are looking at compensation with the intent of ensuring pay is equitable across men and women. To get to true pay equity, however, you need to take a deeper look.

Many organizations have made statements in support of DE&I but are slow to make progress. Leadership may be misaligned, other priorities may be competing for attention and work can be delegated to people who can’t drive decisions. This resistance to change, whether intentional or not, is one of the biggest issues my clients face. It can come in direct forms but more often is passive and indirect. Here are three common examples…

As seen in Forbes

Nasdaq, which with the New York Stock Exchange accounts for the vast majority of trading, has proposed new listing requirements for its US stock exchange and is awaiting approval from the SEC. Any company with less than two diverse directors, including one who self-identifies as either an underrepresented minority or LGBTQ+, has to provide a reasonable explanation as to why or risk being delisted.

March 31st marked the annual Transgender Day of Visibility, and for the first time was acknowledged with a proclamation from the White House. Transgender people - the "T" in LGBTQ+ - are often left in the shadows of recognition, so it was particularly meaningful to have this proclamation issued by the highest level of government.

Happy International Women's Day! This year's theme is "Choose To Challenge," which is so fitting for the work we do with our clients. We help clients challenge assumptions, the status quo, resistance to change and fear of what will be uncovered if we start to get serious about DE&I work.