Caitlin Godwin’s Post

Although TA leaders remain committed to DEI – 61% of TA leaders plan to increase their focus on it this year – it’s no secret that corporate DEI has faced increased scrutiny in 2024. That’s why at our webinar, The Business Case for DEI in 2024, we’ll be sharing the information you need to navigate the current DEI climate, including: • Why corporate DEI efforts are facing significant headwinds • How TA leaders plan to prioritize DEI in 2024 • Concrete changes TA teams are making to their DEI initiatives Plus, we'll equip you with hard data demonstrating how diversity, equity, and inclusion improve business outcomes. So, join us this Wednesday, April 24th at 12PM EST for the information you’ll need to build a case for DEI in 2024. Register here to save your spot: https://lnkd.in/exgdVr_K

I was born and raised in one of the most diverse cities in the world and it has been life changing to be surrounded by so many different cultures, ideas, experiences and perspectives. There is beauty in differences, it's what helps us grow when we are open to embracing them and when we accept the work that is involved in lifting voices that have not always been embraced - let alone heard. As a former educator serving many of those traditionally marginalized voices, it's been heartbreaking to see diversity, equity, and inclusion under attack both in education and the workplace. Since when was the development of people a bad thing? Contrary to skepticism, DEI is not only alive and well, it's vital to the success of organizations everywhere. Did you know that DEI remains as a top three priority for Talent leaders in 2024? Did you know that well over 60% will be INCREASING their focus on DEI this year? It's exciting to hear that leaders care, but action takes a deeper understanding of the DEI climate and strategic planning around its benefits. Tomorrow at 12pm EST, Veris Insights will be hosting a virtual webinar titled 'The Business Case for DEI in 2024.' I encourage you - especially #talent leaders who influence the future of our workplaces - to join us as we illuminate the undeniable value of DEI through CONCRETE DATA and offer ACTIONABLE INSIGHTS. See you there! 😉 Webinar Registration Link: https://lnkd.in/gCqiAaq7 #DEI #Talent #TalentAcquisition

Since the SCOTUS ruling that struck down race-based Affirmative Action for college admissions last year, we’ve seen increased scrutiny of corporate DEI practices within companies as well as in the courts and public discourse. Yet, DEI remains a top priority for most employers. In fact, 61% of Talent Acquisition leaders plan to increase their focus on it this year. So, how can Talent Acquisition leaders make a case to skeptical business leaders about the value of their initiatives? On Wednesday, April 24th at 12pm EST, we'll be hosting a webinar on making the business case for DEI in 2024. We'll share concrete data on the value of DEI to businesses and offer actionable next steps for TA leaders as they build their programs internally. Register here: https://lnkd.in/ewt8-rux

Although TA leaders remain committed to DEI – 61% of TA leaders plan to increase their focus on it this year 📈 it’s no secret that corporate DEI has faced increased scrutiny in 2024. That’s why at our webinar, The Business Case for DEI in 2024, we’ll be sharing the information you need to navigate the current DEI climate, including: • Why corporate DEI efforts are facing significant headwinds • How TA leaders plan to prioritize DEI in 2024 • Concrete changes TA teams are making to their DEI initiatives Plus, we'll equip you with hard data demonstrating how diversity, equity, and inclusion improve business outcomes. So, join us this Wednesday, April 24th at 12PM EST for the information you’ll need to build a case for DEI in 2024. Register here to save your spot: https://lnkd.in/gESe4Niu

As DEI work faces increasing scrutiny, organizations are re-evaluating their efforts not out of fear but to create a more accountable, transparent, and successful DEI vision. This article shares how leaders should focus on clear communication, integrated goals, and meaningful metrics while maintaining responsiveness to societal needs, commitment to healthy organizations, and the belief everyone can be better. https://bit.ly/3L5mBrU #Diversity #DiversityandInclusion #InclusionisKey

DIVERSITY, EQUITY & INCLUSION | Did you know that despite recent backlash and budget cuts, Chief Diversity Officers can use 4 key strategies for continuing DEI work while it's under attack? This insight highlights the resilience and adaptability of DEI initiatives in the face of current challenges. Whilst the landscape for diversity and inclusion efforts may be shifting, there are still effective ways to advance this crucial work. Here's what you can do as a leader to tackle this: 1️⃣ Reframe DEI language ↳ Adapt terminology to focus on concepts like belonging, respect, and fairness, aligning DEI with broader organisational goals 2️⃣ Integrate DEI into core business ↳ Embed DEI principles into essential business functions, such as incorporating inclusive leadership into core leadership competencies 3️⃣ Build coalitions ↳ Foster partnerships with allies across different departments to advance DEI work through alternative channels 4️⃣ Leverage data and metrics ↳ Strengthen the case for DEI by emphasising its impact on business outcomes, demonstrating how initiatives contribute to talent acquisition, retention, and overall performance The future of DEI isn't about retreat, but strategic adaptation. By implementing these approaches, you can ensure that diversity, equity, and inclusion remain integral to your organisation's success, even in challenging times. If this resonated with you, please like, comment, and share to spread the word. 👀 Curious to learn more? 🔗 Find the link to the latest edition in the first comment below. Source: Harvard Business Review Authors: Lori Nishiura Mackenzie, Sarah Soule, Shelley J. Correll, and Melissa C. Thomas-Hunt. #WeAreHuman #PeopleSustainability #HumanSustainability #DEI #InclusiveLeadership #OrganisationalChange

Diversity, Equity, and Inclusion | HBR | 2024 "As DEI work faces increasing scrutiny socially, politically, and legally, organizations are taking extra care to re-evaluate their DEI efforts. Leaders are right to consider change, not as a reaction to backlash, but to work toward a more accountable, transparent, and successful vision of what DEI could be. The author identifies three things that need to change: 1) Clumsy, jargon-heavy communication, 2) disconnected and decoupled DEI goals and programs, and 3) nonexistent or vanity DEI measurement. They also identify three things that should be maintained: 1) Responsiveness to broader society, 2) commitment to healthy organizations, and 3) the belief that we can be better." https://lnkd.in/gje4DaHP

As DEI work faces increasing scrutiny socially, politically, and legally, organizations are taking extra care to re-evaluate their DEI efforts. Leaders are right to consider change, not as a reaction to backlash, but to work toward a more accountable, transparent, and successful vision of what DEI could be. https://lnkd.in/gcYrgv5R

Lily Zheng wrote an article in the Harvard Business Review (April, 2024) about what is and isn't working in DEI efforts (in light of increased scrutiny). Zheng shares some important takeaways for organizations to think about as they re-evaluate their efforts in this area: 1. DEI efforts need clearer and more direct communication, avoiding jargon and meaningless buzzwords. 2. DEI goals, programs, and initiatives must be integrated into core organizational operations and decision-making processes, not treated as separate or recreational activities. 3. DEI measurement and accountability need to be dramatically improved, focusing on clearly defined target outcomes and data-driven assessment of whether initiatives are actually working (As my marketing professors stressed, your campaigns should ALWAYS be measurable!). 4. DEI efforts should adapt to reflect broader societal expectations and workforce needs, like the shift toward remote/hybrid work and increased emphasis on wellbeing. 5. The goal of DEI should be building healthy organizations for everyone, not pitting groups against each other in a zero-sum game. 6. DEI practitioners and leaders must firmly reject the belief that advancing some groups comes at the expense of others. 7. Despite increasing commitment, most employees still feel their DEI needs are unmet, indicating a need for more effective strategies. 8. Openly recognizing enduring DEI issues, rather than ignoring them, is necessary for driving progress. 9. The fundamental belief that organizations and society can continuously improve on DEI must be maintained (this runs counter to a popular misconception and misnomer of "best practices"). 10. Actions, not just words, are required to make meaningful progress toward better, more equitable workplaces. https://lnkd.in/g7Ce5XBP #DEI #changemanagement #inclusion #diversity

When I hear “diversity fatigue” or worse “DEI deleted” my heart sinks. I feel horrible, sad, confused, and concerned. Four years ago, I couldn’t have imagined I’d be seeing reversals in DEI initiatives. Or that a United States Congressman would warn top executives at the largest US staffing firms that complying with DEI mandates could be in violation of federal law because they might be excluding “non-diverse” candidates. But here we are. Powerhouse DEI advocate (and incredible friend of mine), DeLibra Wesley was quoted by Staffing Industry Analysts in ‘DE&I: Waning focus or doubling down’ saying: “People who attend my speaker panels or reach out for advice are generally those who already advocate for diversity in their organizations… the leaders who need the insights are not showing up.” Let me take this moment to say, it’s time to start showing up! There is no one-size-fits-all solution for DEI. What is more important is building a business case that is tailored to your individual organization. What outcomes and impact you desire will be unique to your company (and those with the pocketbook strings), so customizing your initiatives is key to keeping DEI a priority and seeing success. Need more guidance? Let the lessons in this article be your roadmap to get DEI back on track: https://bit.ly/3xxe6mb #DEI #DEIB #Diversity #Equity #Inclusion #Belonging #WorkplaceInclusion #Leadership