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Last week, we teased you with our latest #thoughtleadership report, now we're dropping the full thing right here so you can check it out without even leaving your feed! 🙌 It's no secret that a workforce representative of all talent benefits individuals, businesses, and the wider economy. When teams are intentionally built to reflect a variety of perspectives, they're better positioned for success. Huge shoutout to our incredible contributors, Working Families, Yoo Capital and Stonewall for showing how diversity strengthens teams, boosts skills, and drives collective success. Take a read and let us know your thoughts! #representation #diversity #EDI #hiringpractices

Leading Equtitable Practices Equity: a relatively short word that has so much meaning and history. Regrettably, if one desires to do so, one can look at most places in our society and discover inequity. As we start the new year, here are some tips to help you meet your diversity, equity, and inclusion (DEI) goals: 👉🏼Examine your brand. Does it match your goals? If not, clean it up. 👉🏼Post job openings where your desired candidates are. Go. To. Them. 👉🏼Remove bias in the interviewing process. Trust me, it is there. 👉🏼Create compensation systems based on tangible criteria that employees possess. 👉🏼Examine your inclusion and belonging efforts. 👉🏼Did or can you hire a DEI director? Ideally, this person is from an underrepresented population of employees. 👉🏼Are you promoting people from underrepresented populations at the same rate as others? 🔥Traditional, inequitable practices in organizations are leading many to adopt DEI goals. Let’s work together to reach your DEI goals and make equity the new standard. 👉🏼Email me today at dan@dinamicosystems.com so you can start creating compensation systems that GUARANTEE equity. 🦬This is leadership. 💯You can do this. 🍀Good luck. #dinamico #leadinglikeabuffalo #leadership #compensation #compensationmanagement

Tom Brady & Bill Belichick OUT-PREPARED... “When talent meets talent, talent becomes irrelevant.” There are those who prepare well, and there are those who OUT-PREPARE. There are those who collaborate well, and there are those who OUT-COLLABORATE. There are those who strategize well, and then there are those who OUT-STRATEGIZE. OUT-PREPARE. OUT-COLLABORATE. OUT-STRATEGIZE.

When Cynthia Oliver talks we hang on *every* word, because *this* is powerful! She mentioned that there are three important components to consider when embarking on a change: 1. whether the system agrees the change is necessary 2. if they think it is doable, and 3. if they have the necessary resources to make it happen The Culture Impact Lab is a real-life role model of what we want to emulate in organizations - meeting of the minds across different levels and layers across the organization. Cynthia was part of a broader panel of experts to debunk the myth that formal leaders within an organization have the ultimate key to purpose-driven and positive culture shifts within organizations. ================================================= Hey 👋 we're Call for Culture- creators of the Culture Impact Lab - our annual gathering and community focused on mobilizing our collective strength to build a better world and better world of work through community leadership and culture building. It is designed for and unites social impact leaders (industry and sector agnostic) called to reimagine the role of work in society - advancing collective liberation, connecting to our shared humanity, and progressing a more equitable and just future for all. Every workplace can turn into a social enterprise that has a powerful impact on their communities and beyond, and in this shared space, we tap back into the signals and connections that allow us to advance our work. Join us in Chicago for the next Culture Impact Lab: https://lnkd.in/gTSVaRUW

❗️ Diversity is a fact. Inclusion is OUR choice❗️ Yesterday, I was attending WOMENTOR "Who Leads?" event, which included crucial discussions on creating a culture of belonging as well as empowering diverse leadership in the workplace. This topic is (not only, but especially) so important in recruiting, as diverse and inclusive hiring practices lead to: ⭐️ Innovation - A variety of perspectives foster creativity + drive better problem-solving. ⭐️ Employee satisfaction - Inclusive environments support a positive work culture and higher retention rates. ⭐️ Competitive advantage - Companies with diverse and inclusive teams are better positioned to understand and serve their diverse customer base, ultimately driving business success. "The most common way people give up their power is by thinking they don’t have any”, which is why we need to keep pushing for topics that are close to our hearts. Let’s take each step at a time and continue to prioritise diversity and inclusion in our workplaces and empower everyone to lead.🌟 Thank you for sharing your experiences on turning DEI values into everyday actions Rasika Krishna-Schmid, Rita Isiba, Sandra Simeonidis-Huber and Barbara Wallner💡 Kudos to Desiree Jonek-Lustyk and her team for organising these inspirational events! #empoweringtogrow #Leadership #Networking #DEI  

I'm interviewing creative leaders across the industry from brands like Lands' End, YETI, Solo Stove, and Fjällräven for a small book I'm writing. The common thread in my research and my interviews? People matter. All that matters is people. It's just people. What defines the internal culture of a brand dominating the market right now? 1: A holistic, genuine view of their customer: Designers, advertisers, fulfillment, and textiles - they all get out of their own way, drop their assumptions, and seek to know the customers. 2: Internal trust: Great companies have great leaders. From founders and CEOs down, these companies TRUST their people. They set a vision, then they empower them to fulfill that vision. This process of trust and constructive feedback is a stark contrast to an environment of management and review. 3: Commitment to community: It doesn't stop with employees and buyers. When I dig deeper, I find them sending teams overseas to audit living conditions for manufacturing employees and taking real steps to improve them. I find them asking how to give to their neighbors and positively impact their communities with no profit in mind. Sure, we talked a lot about a great product, business efficiency, a clear vision for the future, and how to get into your buyers' shoes, but those are walls and roofing on a house that needs a foundation. Your foundation is the people around you, beside you, in front of you, and beyond you. Give them your trust, your time, your care, and a listening ear, and they will give you the world.

As I sit here binge-watching season 3 of Industry on HBO, while simultaneously eating lunch and editing a presentation, I can’t help but think about how the main character, Harper, is a direct product of her company’s culture. Words like ruthless, work-obsessed, aggressive, ambitious, and even monster are tossed around frequently in the show, but let’s be real—Harper didn’t start out that way. She’s a reflection of the organization that shaped her, a result of the people, values, and goals that have been ingrained in her since day one. So, if you find yourself using similar chilling words to describe a team member, it’s worth asking: Are they just a product of the culture we’ve created? If the answer is YES, it’s time to rethink and reshape your organization’s values and environment. Implementing DEI strategies is only a first step to changing the narrative and fostering a culture that builds people up, rather than breaking them down. Your company culture is more than just a tagline; it’s the legacy you leave in your people. #CompanyCulture #Leadership #DEI #WorkplaceWellbeing #EmployeeEngagement #FridayThoughts #CultureMatters #IndustryHBO

"You're misinterpreting things..." or "That's not quite right..." Have you ever been ever heard this in response to your concerns? 🙋♀️ I have! Being the only woman of color in a leadership role taught me a lot about the necessity for transformative leadership. My team needed change, and it was up to me to lead the charge against counterproductive senior management behaviors. 🖐 Addressing discrimination or prejudice often leads to defensive reactions. However, the very essence of DEI is not about placing blame but creating an open space to discuss and learn from our biases, because we all have them. I want to encourage leaders to not be afraid of missteps, shy away from these conversations or minimize the experiences of those voicing their concerns. 🌱 True DEI commitment means understanding and action, making it a fundamental part of our culture where every voice is valued. It's not just a KPI. If you're facing challenges in fostering an inclusive environment, let's talk. I'd love to share insights and support your journey towards effective DEI integration. #dei #recruitment #nexgentalent ____________ 👋 I'm Alexandra M. Davis 🥷 🚀 My goal it to disrupt traditional recruitment, championing diversity, equity and inclusion! 🌱 Connect or hit follow for more talent and recruitment shenanigans!

In today's rapidly evolving landscape, cultivating equity, diversity, and inclusion (ED&I) isn't just a moral imperative—it's a strategic necessity for business success. Join Robert Walters and Kim Crowder, Founder & CEO of Kim Crowder Consulting, for an insightful session on driving innovation and organizational success through courageous, responsible, and intentional leadership. Key Insights: - Systemic changes for innovation: Integrate ED&I processes into your organization's DNA for sustained success. - Empowering and supporting underestimated employees: Ensure fair and equitable compensation practices and promotion opportunities for ethnic minority professionals. - Building relationships & rapport: Help employees to overcome barriers to meaningful connections with management and decision-makers. - Leadership commitment to equity: Establish a culture of equity and inclusion with clear accountability measures. 📅 22nd May 2024 🕒 11am - 12pm (EST) 4pm - 5pm (BST) Secure your participation by registering here: https://lnkd.in/gvFsZnrD Coral Bamgboye Dayna McGill, MBA, PHR, CCMP

🔍 Looking Ahead to 2025: What Are Your DE&I Priorities? As we head into 2025, the focus on Diversity, Equity, and Inclusion continues to be a top priority for organizations worldwide. It's clear that DE&I is not just a trend but a crucial part of building sustainable, innovative, and resilient businesses. 🌍 Leaders, what steps are you planning to take in the coming year to drive meaningful DE&I change in your organization? 💡 Are you focusing on: 1. Advancing representation at all levels of leadership? 2. Addressing pay equity gaps and improving transparency? 3. Creating an inclusive culture where everyone feels they belong? 4. Implementing new policies or programs to support marginalized communities? 5. Embracing technology or data to better measure DE&I success? I would love to hear from you! Share your initiatives, challenges, or goals for 2025. How are you ensuring your DE&I efforts are aligned with the evolving needs of your workforce and society? #DEI #Diversity #Equity #Inclusion #Leadership #2025Goals #WorkplaceCulture #FutureOfWork #TEKsystems #Partnerships #Growth https://lnkd.in/eGUsH8Ya