Christian Nellemann’s Post

While backlash to DEI has challenged how many companies and practitioners approach creating more equitable workplaces, fewer have considered whether DEI work itself has room to improve.  https://lnkd.in/g33gPJ9t #infiniteinsights #DEI

Good read. One observation. Those who argue that Equality ( differentiating it from equity) is requiring everyone treated exactly the same hasn’t read or understood the Equality Act 2010. All the variances and exceptions to the core principles are allowing for differences in treatment in various circumstances precisely to address the concerns that “ one size doesn’t fit all”

A year ago I wrote a piece about the crisis in confidence in DEI. Today it is coming under increasing criticism. I think for the following reasons: for too much emphasis on social justice; for being overly influenced by identity politics; for its lack of business focus; for its tendency towards groupthink; and for its authoritarian stance on beliefs which stifles employees into silence. Many experienced and wise consultants have dropped the DEI from their work titles preferring to use organisational behaviour, leadership and culture instead. In the post below I give a bit of background and some thoughts on the issues, particularly on the increased focus on social justice via the concept of equity. It is by no means an exhaustive explanation. This area of work (DEI) is influenced by political, cultural and business thought and is constantly evolving. Please do comment and/ or add.

Wait, what!?? You want to drop the E from DEI? But Equity is at the heart of opportunity for advancement and equal pay. Oh, now I see. #borderlessexecutivesearch #DEI #equalpay #equalopportunity #diversityandinclusion #leadership #humanresources

Matthew Barber Hi Matthew, Any news on your Independent Equality Diversity and Inclusion review that you announced following Thames Valley Police losing the Employment Tribunal over racial discrimination last year? Numerous failures by individuals working within our institutions have finally come home to roost and the public are no longer willing to accept 'lessons will be learned' because they never are. It's time that leaders who fail in their roles, and in particular those who act in a way that would see them fired in any other industry, receive some personal consequences for their actions. It is the only way to drive performance and to restore trust in the institution. As they say: fish rot from the head. It is particularly egregious that the leadership team appear to have ignored the advice of internal experts, their own EDI Policy (which is a pretty good one), in house and presumably external legal advice. How on earth did this happen? Reading the case files I was quite horrified by the hubris of some individuals especially as it is highly likely that had a more junior employee caused suce an issue for the institution, they would have rightly been fired. Were their colleagues to terrified to tell the Emperor he wasn't wearing any clothes when he went into the court and what sort of workplace culture created this scenario? Please understand, this post isn't meant to be inflammatory. This investigation reaches far beyond Thames Valley Police because at the moment we have a major issue with trust between the public and our institutions. That trust starts at the top. There's clearly been a breakdown in governance at the Force and a culture of management groupthink which is usually a result of a leadership team with zero diversity of opinion and thought, where the independent and critical thinkers, once seen as necessary in any organisaiton, have been sidelined as 'problematic'. As an HR professional, we are all watching the outcome of your investigation very closely. This is an opportunity for you and TVP to set the standards required and make it clear that such irresponsible conduct isn't acceptable to the public, the taxpayer and the long suffering colleagues. Thank you for seizing this nettle. #EDI #EmploymentTribunal #InstitutionalRacism #Discrimination https://lnkd.in/eKkNsdFU

Hello My DEI peeps! Interesting HBR article on the future of DEI. I am interested in your thoughts about the FAIR framework (Fairness, Access, Inclusion, and Representation) - have a read!

As diversity efforts grow, reverse discrimination claims are on the rise, presenting unique challenges for employers. Constangy attorneys Punam Rogers and Christopher Malpartida shed light on this emerging trend and share valuable strategies for building inclusive workplaces. Read more in the link below. #WorkplaceCulture #DEI

As diversity efforts grow, reverse discrimination claims are on the rise, presenting unique challenges for employers. Constangy attorneys Punam Rogers and Christopher Malpartida shed light on this emerging trend and share valuable strategies for building inclusive workplaces. Read more in the link below. #WorkplaceCulture #DEI

As diversity efforts grow, reverse discrimination claims are on the rise, presenting unique challenges for employers. Constangy attorneys Punam Rogers and Christopher Malpartida shed light on this emerging trend and share valuable strategies for building inclusive workplaces. Read more in the link below. #WorkplaceCulture #DEI