Jesse Gutierrez, MLD, CDP (He/Him/His)’s Post

In the ever-evolving landscape of diversity, equity, and inclusion (DEI), organisations face a critical decision: pivot or stand firm. The Pivot Perspective: - Some argue that DEI efforts should adapt to changing circumstances. Flexibility is key, especially as societal norms evolve. - Organisations must listen to their employees, customers, and stakeholders. Regular assessments and course corrections are essential. - The pivot approach acknowledges that DEI is not static; it requires continuous learning and adjustment. The Stand Firm Stance: - Others advocate for unwavering commitment to established DEI initiatives. Consistency builds trust and credibility. - Organisations should stay true to their core values and long-term goals. A steadfast approach demonstrates authenticity. - The stand firm perspective recognises that DEI progress takes time. Consistency fosters lasting change. Navigating the Middle Ground: - Organisations can pivot strategically while maintaining their core principles. - Listening remains crucial. Engage with employees, seek feedback, and adapt as needed. Educate leaders and employees on DEI topics. Foster understanding and empathy. - Act with intention. Implement policies, programs, and practices that align with organisational values. https://lnkd.in/ev7jbNNc #DEI #InclusionMatters #Equity

"The fact of the matter is that DEI is a “secret sauce” for the American economy. A Citigroup economist has estimated that bias has cost the economy $16 trillion over the last 10 years. Business consulting groups agree. McKinsey & Company has been providing companies with data showing how DEI increased profitability. According to its 2023 report, “Diversity Matters,” diverse teams are 35% more likely to outperform homogeneous teams and are 15% more likely to see higher returns. These stats don’t seemed to be believed by many in management today, an incredulity many managers also held then." Read more from the Bay State Banner: https://buff.ly/3J6e2Mz #YWBoston #DEI #CorporateDEI #DiversityMatters

In the midst of a global pandemic and calls for racial justice, I recall going to work on a Tuesday morning four years ago to process and grieve the tragic murder of George Floyd. In the following weeks, there was a surge of organizational leaders seeking ways to discuss race, systemic racism, and inequity. The inquiries were endless: How do we talk about race at work? How do we integrate IDEA into our training programs and strategic plans? It's 2024 and we still have a lot of work to do to foster conversations about understanding race and equity matters, fostering an inclusive environment for all people, and seeking justice for communities disproportionately affected by systemic racism. Integrating IDEA into our personal and professional lives is an ongoing process that requires commitment and a willingness to change and grow. Four years after the murder of George Floyd, are companies backtracking on DEI? No, the majority of companies remain dedicated. Many may need to revisit why race equity matters as they review and revise workplace policies to promote race equity and adopt best practices. In the face of DEI resistance, many need skilled experts to support them on their journey. What remains certain is that stakeholder expectations have not changed. 🌈 ⚖ ♿ Employee Expectations: According to CNBC (2021), 80% of employees want inclusive companies, and 9 out of 10 leaders still feel pressure from stakeholders to address IDEA (Chief, 2024). ✋🏿 ✋🏾 ✋🏽 ✋🏼 ✋🏻 Support for DEI: Pew Research (2023) indicates that a significant majority of Black (78%), Asian (72%), and Hispanic (65%) workers believe that focusing on DEI at work is beneficial. 🌳 ↗ Continued Investment: A report from Chief (2024) reveals that 80% of companies are still investing in IDEA initiatives. Of these, 36% intend to maintain their current initiatives, while 44% are poised to enhance and develop new ones. The path forward involves Leaders remembering George Floyd and their steadfast commitment to IDEA. This way organizations can contribute to a more equitable and just society. #GeorgeFloyd #DEI #InclusiveLeadership #inclusion #allyship #equity #diversity #accessibility #leadership ✨ Let's talk! ✨   I'm Dr. Adriana B. Rojas, a bilingual IDEA Principal Consultant, and I'm deeply passionate about applying an outcome and data-driven approach to learning experiences, all while emphasizing personal growth and our shared humanity. My mission is to collaborate with you on innovative and strategic projects, supporting your pursuit of IDEA (Inclusion, Diversity, Equity, and Accessibility) goals and desired outcomes. Whether it's strategy, training assessments, or leadership coaching, I'm here to partner with you.   📆 Schedule a free 30-minute consultation: https://lnkd.in/e28Ui5V4 🔗 Explore Social Justice Works: https://www.sjworks.co/ 🎥 Watch my TEDx Talk on Courageous Conversations: https://lnkd.in/erC6KMzX

While D comes before I in the acronym DEI (Diversity, Equity, Inclusion), Boardwise says it is important to put the focus on inclusion. "It's not enough to just bring people to the party. They need to feel welcome and encouraged to participate, and systems must be in place to ensure they are not marginalized. Tokenism only widens the divide and it backfires. Real success lies in breaking down silos. Many people are brought in just to represent their race, gender, disability, etc. but one person does not represent the entire group, and it is unfair to give them that responsibility, setting them up only for failure." The solution of Marilyn Nagel and Donna Hamlin goes beyond unconscious bias training, which has been proven multiple times to be ineffective, their holistic approach integrated DEI initiatives into the fabric of the business. This approach connects employees with customers and the business goals, showing them that their company is making a positive impact on their communities and the environment. In a climate of political polarization in the US and many other countries, the DEI platform is a way to strengthen company culture and create an environment of respect for one another! #dei #boardsofdirectors #strategyconsulting https://lnkd.in/eb3-dWNH

Despite the recognition that diverse operators bring fresh perspectives and relevant experience, nearly a fifth of the companies studied in a recent report had no independent directors sitting on their boards. Yet, companies in the top 25% for board-gender diversity were 27% more likely to outperform financially than those in the bottom quartile. Similarly, the top 25% of ethnically diverse boards were 13% more likely to outperform those in the bottom quartile. Despite consistent empirical evidence that diverse boards and companies perform better, a backlash of “anti-woke” sentiment is sweeping across the financial services industry. You can read our cofounder Ruth Foxe Blader's latest words for Forbes in the comments below.

In the ongoing media discussion of Diversity, Equity, and Inclusion (DEI) in the corporate world, a significant observation emerges: while experts often dominate the conversation, there's a gap in representation from practitioners who actively apply DEI principles in corporate settings. While expertise in theory and research is valuable, practical experience is equally crucial for clarity in DEI efforts. DEI in the corporate sphere goes beyond theoretical concepts; it exists to promote awareness of systemic inequities and to amplify the diverse experiences of all people navigating these systems. That means that DEI is about understanding everyone’s experiences at work, including those historically underrepresented and over-represented. It leverages quantitative and qualitative metrics and involves data-driven interventions to address disparities and foster inclusive environments for all. To claim that DEI is merely a blind redistribution of resources is inaccurate. It’s about acknowledging the 300 year delayed start, the laws that restricted and in many cases continue to restrict access, the communities that were left desolate, and the narratives in media that influence how we see, value, and engage with others. DEI is not ignoring truths. Corporate DEI encompasses consistent review of outcomes across the entire employee lifecycle. It's a strategic evaluation of systemic advantages and disadvantages, examining historical barriers and current realities. For me, the work is about promoting equitable outcomes, compassionate leadership, respectful practices, and psychological safety. The belief that DEI initiatives are unnecessary overlooks ongoing diversity challenges, pervasive biases, and the need for greater inclusion. There's still much work to be done to ensure diversity, equity, and inclusion are tangible realities in corporate settings. #nationaldiversitymonth #dei #deib #belonging #diversityandinclusion #diversityequityinclusion #empathy #inclusiveleadership #diversityequityandinclusion #inclusion #equity #inclusion

Do we have too many Diversity, Equity and Inclusion (DEI) experts? And how do we navigate ‘culture wars’ on social media? At the Annual D&I Conference held in partnership with the British Retail Consortium (BRC), Kelly Thomson (Partner, Employment, Engagement & Equality and ESG Strategy Lead) and Rachel Pears (Head of Responsible Business) address four common myths and misconceptions surrounding DEI. #DEI #Diversity #Inclusion #Leadership #WorkplaceCulture #ESG

You all know I don't shrink from a challenge, so when my The Robin Report editor asked me to look at the diversity, equity and inclusion issue (DEI), I accepted. The biggest problem with it is employees not only have to follow DEI policies, but they are often being forced to subscribe to the philosophies that underlie it, creating an ethical dilemma. And DEI can silence diverse voices and points of view that corporations need to hear, should even encourage to advance overall corporate objectives. An alternative is suggested by Jennifer Sey: a return to "normie capitalism." Normie capitalism is based on profits through principles and an individual’s right to his or her personal beliefs and free speech. #dei #diversityequityinclusionandbelonging #diversityequityinclusion #normiecapitalism https://lnkd.in/eAdDWpN2

𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗮𝗻𝗱 𝗧𝗿𝘂𝘀𝘁 When it comes to understanding and utilizing diversity within the context of trust, it's not merely about adding diversity to teams, issues, and projects to reap its benefits. It's crucial to consider the depth, multidimensionality, and integration of this "diversity". Diversity, being an inherent aspect of our society, needs careful management to maximize its benefits. Recent studies show that the link between diversity and effectiveness is complex, not merely linear—in the sense of "the more the better". For diversity to truly flourish, it requires thoughtful composition and strategy, ensuring it is nurtured, preserved, and not rejected. 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝗰𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗰𝗼𝗺𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝗿𝗮𝗶𝘀𝗲𝘀 𝗮 𝗽𝗶𝘃𝗼𝘁𝗮𝗹 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻: 𝗛𝗼𝘄 𝗱𝗼𝗲𝘀 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗶𝗺𝗽𝗮𝗰𝘁 𝗼𝘂𝗿 𝗽𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻 𝗼𝗳 𝘁𝗿𝘂𝘀𝘁? Sᴏᴍᴇ Iɴꜱɪɢʜᴛꜱ ꜰʀᴏᴍ ᴛʜᴇ ꜰɪᴇʟᴅ ᴏꜰ ᴘᴏʟɪᴛɪᴄꜱ ʜᴇʟᴘ ᴜꜱ ᴜɴᴅᴇʀꜱᴛᴀɴᴅ ᴛʜᴇ ᴅʏɴᴀᴍɪᴄꜱ: ·      Perceived Intentions and Capabilities: Diverse political parties, with their varied backgrounds, are often seen as more well-intentioned, making them relatable to a broader spectrum of the population. However, they might also be perceived as less capable in terms of expertise and efficiency compared to more homogeneous parties. ·      Broader Perspectives vs. Cohesion: Diversity in political representation brings significant benefits, like a wider range of perspectives leading to more comprehensive policies. Yet, it can also introduce challenges such as potential conflicts and decreased group cohesion. Voters may worry that a highly diverse party could struggle with internal disagreements, affecting its overall effectiveness. ·      A Double-Edged Sword: Trust in diverse political parties balances on their approachability and capability. While a diverse party may earn trust through its inclusive nature, making citizens feel represented, it risks losing trust if perceived as lacking in competence to manage complex issues effectively. 🆈🅾🆄🆁 🆃🅷🅾🆄🅶🅷🆃🆂? How do you see the relationship between diversity and trust? Have you experienced situations where diversity either strengthened or challenged trust within a team or organization? I’d love to hear your insights. Feel free to share your thoughts in the comments or reshare this post to continue the conversation! #TheInformativeAmuseGueule #PoliticalTrust #Leadership #Inclusion #TheTrustMandate Herman Brodie

Back in the summer, I read a Forbes article delving into the complexities of DEI fatigue and I found it particularly interesting. However, when the term of #DEIFatigue was mentioned again at the Allen & Overy X Barclays event it further sparked my interest in revisiting the article and reflecting on the challenges and opportunities this situation presents, particularly within the realm of Diversity, Equality, and Inclusion (DEI). Diversity, equality, and inclusion are more than just corporate buzzwords; they represent a commitment to recognising and appreciating differences, tearing down barriers, and creating workplaces in which everyone feels respected and empowered. However, as the enthusiasm for effective DEI efforts grows, a new challenge emerges: DEI fatigue. As highlighted in the Forbes article (link can be found below), DEI fatigue captures the true exhaustion felt by activists fighting against institutional dormancy and limited resources. Simultaneously, it indicates leaders' fatigue, potentially indicating a reluctance to continue supporting DEI programmes. For individuals actively involved in DEI work, the burden goes beyond professional challenges. It includes the emotional toll of educating colleagues on privileged identities, navigating complex conversations about race, gender, and inequalities, and frequently serving as one of the few or only advocates inside an organisation. The frustration, isolation, and noticeable reduction in leadership support all contribute to what is known as DEI fatigue. To tackle and mitigate DEI fatigue, creating a supportive environment is crucial. Organisations can start by acknowledging the unique challenges faced by DEI advocates, providing meaningful support, and fostering a culture that values inclusivity. This includes active leadership commitment, continuous education, and the celebration of milestones to maintain motivation. Encouraging open communication within the organisation can address feelings of isolation and build a sense of community among DEI advocates. Implementing inclusive policies, such as diverse hiring practices and equitable promotion opportunities, is a step towards reducing the burden on individuals within the DEI realm. Ultimately, I see the conversation on DEI fatigue as a call to action for businesses to rethink their plans in order to ensure long-term progress. By encouraging an inclusive culture, acknowledging the obstacles experienced by DEI advocates, and actively working towards systemic change, resilience can be established and help to prevent the negative effects of DEI fatigue. #DEI #InclusionMatters #Leadership #Diversity #Equity #Inclusion https://lnkd.in/ebc_iRUh