CTM Unlimited

AI is transforming hiring—but without inclusivity, it’s just another tool.👀 . . The hard truth: 👉 42% of companies admit their talent processes lack diversity safeguards. 👉 Progress on equity? Still painfully slow. Here’s the opportunity: Companies using AI in hiring report a 25% faster reduction in bias complaints. Why? AI, when done right, removes bias, identifies representation gaps, and fosters fairer workplaces. The catch? AI only works if it’s trained with inclusivity at the core: ✔️ Diverse datasets. ✔️ Reflecting your workforce’s reality. ✔️ Aligned with your DEI values. 💡 Inclusivity isn’t optional—it’s essential for AI to deliver real impact. So, how inclusive is your AI strategy..? #GenAI #DiversityAndInclusion #TalentStrategy #WorkplaceEquity #LeadershipForChange

Commitment without resources? That’s just a promise waiting to fail.👀 . . Here’s the disconnect: 👉 Bold DEI initiatives are announced—but without teams, budgets, or tools, they fall flat. 👉 The result? 61% of employees lose trust in leadership when follow-through is missing. The fix? ✔️ Align leadership priorities with real funding and infrastructure. ✔️ Hold leaders accountable for meaningful, measurable results. ✔️ Build initiatives that are sustainable—not symbolic. 💔 Without resources, promises become performative. ✨ With them, organizations see 70% higher success rates in driving change. If you're willing to pivot, progress is obtainable.. #LeadershipAccountability #DEI #WorkplaceTrust #SustainableChange #EquityInAction

Diversity without culture change? It’s a losing game. 🤔  . . Organizations love to spotlight their diversity efforts. Bold commitments. Diverse hires. But here’s the truth:  Without a cultural overhaul, these efforts fall apart.  The problem?   👉 Existing teams aren’t ready to embrace change.   👉 No systems to support, develop, or promote underrepresented talent.   👉 Diverse hires come in—only to hit systemic barriers and leave.  Sound familiar? “You’re pouring diverse talent in, but it’s pouring right out of the bottom.”  The fix?   ✔️ Prepare your workforce: Train teams to foster belonging and respect.   ✔️ Build growth pipelines: Create mentorship and advancement opportunities.   ✔️ Transform your culture: Embed inclusion into policies, leadership, and daily practices.  Why it matters:   💔 Without cultural readiness, diversity initiatives fail—and so does trust.   ✨ With it, everyone thrives.  So, are your efforts surface-level—or truly systemic? JeNae Johnson #WorkplaceEquity #InclusionMatters #LeadershipCommitment #OrganizationalCulture #SystemicChange  

Are your DEI efforts falling flat? 🤔  . . Here’s the truth: Many 2020 DEI initiatives had great intentions but missed the mark on impact. Why?  🚩 Three big pitfalls: 1️⃣ No business case: Without stakeholder buy-in or clear goals, progress stalls.   2️⃣ No cultural shift: Diverse hiring won’t stick without real inclusion.   3️⃣ Ignoring dissent: Excluding opposing voices = missed opportunities for true equity.  The result?   💔 70% of employees call their organization’s DEI efforts performative.   💔 Turnover among diverse hires skyrockets by 50%.  But it doesn’t have to be this way.   ✔️ Build DEI into your business strategy.   ✔️ Make inclusion a cultural foundation, not just a policy.   ✔️ Listen to all perspectives for holistic solutions.  #DEI #InclusionMatters #LeadershipForChange #EquityInAction

The talent funnel is leaking—and middle management is the gap. 🔄 Bringing in diverse talent is just step one. But here’s the truth: if you don’t have a plan to develop, support, and retain that talent, it won’t stick. Sound familiar? “You pour diverse talent in at the top, and it’s gone by the bottom.” Why? 👉 Middle management—the engine of workplace culture—is too often overlooked. The challenge? 💔 No investment in growing and holding middle managers accountable. 💔 Leadership gaps that block diverse talent from thriving or advancing. The solution? ✔️ Develop your middle managers—they’re key to inclusivity and day-to-day success. ✔️ Equip them with tools to foster growth and equity. ✔️ Create clear pathways so talent stays and succeeds. You got one Job Tommy, stop the leaks.. How are you empowering middle management to make equity actionable? #MiddleManagementMatters #LeadershipDevelopment #TalentRetention #WorkplaceEquity #SustainableGrowth #InclusionInAction

Election chaos is spilling over, and it’s not about debates anymore—it’s about damage control. How do you manage the mess and bring respect back to the table? 🤔

Real equity starts inside—not on a billboard. Too many organizations fall into the trap of prioritizing optics over action. Flashy campaigns might look good, but here’s the reality: Without real commitment inside the walls, it’s all talk.  The problem?   💸 No dedicated teams, no budgets, no resources = empty promises.   As someone wisely said, “Real commitment comes with real dollars.”  The fix?   ✔️ Build inclusive, accountable workplace cultures.   ✔️ Invest in resources that empower real change.   ✔️ Focus on meaningful impact—not external appearances.  When leadership prioritizes internal equity, the results resonate far beyond the workplace. Authentic change starts at the core.  JeNae Johnson #WorkplaceEquity #InclusiveLeadership #SystemicChange #RealCommitment #TransformativeChange  #NOWofworkpodcast

Retention isn’t about paychecks—it’s about 𝗽𝗲𝗼𝗽𝗹𝗲. 💡 . . Keeping top talent is tough. But here’s the truth: 𝗣𝗲𝗼𝗽𝗹𝗲 𝗱𝗼𝗻’𝘁 𝘀𝘁𝗮𝘆 𝗳𝗼𝗿 𝘁𝗵𝗲 𝘀𝗮𝗹𝗮𝗿𝘆—𝘁𝗵𝗲𝘆 𝘀𝘁𝗮𝘆 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝘆 𝗳𝗲𝗲𝗹 𝘃𝗮𝗹𝘂𝗲𝗱, 𝗵𝗲𝗮𝗿𝗱, 𝗮𝗻𝗱 𝗲𝗺𝗽𝗼𝘄𝗲𝗿𝗲𝗱. What 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 works? 🏆 Personal, meaningful recognition (not just a “thanks!”). 📚 Clear paths for growth and development. 🔍 Transparent communication that builds trust. The payoff? Lower turnover, higher productivity, and teams that thrive. So, here’s the real question: Is your organization recognizing talent—or just hoping they stick around? https://lnkd.in/dMAhDHmH #EmployeeRetention #WorkplaceEngagement #Recognition

Great teams aren’t found—they’re 𝗯𝘂𝗶𝗹𝘁. 🔥   . . High-performing teams don’t just “happen.”  It takes:  ⚡ Deep insight into people dynamics, strengths, and gaps.  ⚡ The courage to act on what the data reveals.  What works?  🏗️ Aligning roles with individual strengths.  📊 Leveraging insights to fuel collaboration and effectiveness.  🚀 Adapting continuously to meet evolving demands.  When done right, the results speak for themselves:  ✨ Innovation.  ✨ Engagement.  ✨ Next-level performance.  But here’s the kicker—𝚠̲𝚒̲𝚝̲𝚑̲𝚘̲𝚞̲𝚝̲ ̲𝚜̲𝚝̲𝚛̲𝚊̲𝚝̲𝚎̲𝚐̲𝚢̲, potential gets lost, and performance flatlines.  So, are your teams thriving—or just getting by? Work better, together👇🏾: https://lnkd.in/dMAhDHmH #TeamOptimization #HighPerformanceTeams #WorkforceStrategy  

🚨 Supplier diversity is more than a checkbox—it’s a business multiplier. . .   Here’s the reality:   ❌ 50% of organizations struggle to align DEI initiatives with supplier diversity goals.   ❌ Communication gaps = inconsistent engagement across teams.   ❌ Without clear metrics, how can you measure progress?  But the opportunity? Companies prioritizing supplier diversity see 30% greater community impact. That’s transformative.  💡 Here’s the fix:   ✅ Scalable frameworks.   ✅ Cohesive strategies that marry supplier diversity with DEI.   ✅ Unified communication that rallies everyone behind the mission.  At CTM Unlimited, we help businesses strengthen their supplier diversity programs while driving real business alignment. Ready to make your impact? Check out our Sysco Foods Case Study👇🏾 https://lnkd.in/grbt7shr #SupplierDiversity #DEI #BusinessStrategy #Inclusion #CTMUnlimited