Jim Vinoski’s Post

Many of my readers protest against my comments on #diversity in terms that it is clear they believe in the "malicious straw man" that DEI is obsessed with “lowering standards,” “reverse discrimination,” or “thought policing.” That somehow white males lose if we bring others forward. What readers say is everyone should be judged equally and may the best person win. But that just perpetuates a system we have now. What needs to happen in order to achieve that "level" playing field is for everyone to have equal opportunity, something we have yet to achieve. This article discusses efforts to make a healthy company by determinining what is right and wrong with diversity efforts and she provides food for thought on which we should all agree. The author reports that an organization found in "their one-year assessment of their DEI efforts that, while the employee experience survey scores of women, Black, Latine, and Asian employees had improved following improvements to inclusive management and leadership communication and the scores of white employees had remained constant, men’s scores dropped." She noted those falling scores were "just as important as ensuring the continuing improvement of other groups’ scores." Perhaps if all are taken into account we will get closer to a #justculture. https://lnkd.in/e97uRH4Q 

These principled executives are defending initiatives designed to combat systemic racism, ensure fair hiring and promotion practices, and create more equitable workplaces. A groundbreaking study reveals the depth of their resolve: 72% of C-Suite and HR decision-makers plan to increase their commitment to DEI in the next two years 79% of companies already have DEI programs in place, with most of the rest planning to implement them soon 94% believe DEI is critical for improving recruiting, hiring, and retention These statistics paint a clear picture: even in the face of unprecedented opposition, business leaders recognize that diverse teams, inclusive cultures, and equitable practices are not only moral imperatives but also essential drivers of innovation and success. However, as they champion DEI, these courageous executives and companies face a constant barrage of attacks from right-wing extremists. Billionaire Elon Musk, the pundits at FOX News, and MAGA politicians like convicted felon Donald Trump and Senator Tom Cotton have all lined up to criticize and undermine efforts to foster diversity and inclusion in the workplace. What these companies almost never hear amidst the vitriol is a message of support and appreciation from the vast majority of Americans who believe in the promise of DEI. They rarely receive thanks for their tireless work to create a more just and equitable America. https://lnkd.in/d23jzcP5

#Leadership. The outward face of Leadership is important. Humans look to see how things look. We absolutely judge books, wine bottles, and people by their covers. We also know that we should also look deeper. We know that looks can be deceiving. Saying, "look, we have a diverse Board," is not the same as saying we have a tolerant and fair organization. Window dressing, greenwashing, masquerading...we have words for this. Ultimately we have to judge the culture of the organization, the wine in the bottle, the character of the person. Business and Politics have many mutual teachings, about leading and managing large organizations. For example, in the attached political article, does the sample match the delivered goods? The tip of the GOP iceberg tries to be more diverse looking, but pay attention to what the dominant submerged weight is doing. You are not going to get one without the other. This is the ultimate incoherence of MAGA followers. You can't get the promised results without practicing caste and it's predominant systemic symptom, racism.

Such an important read: "Every successful effort to challenge the status quo has required a multitude of people playing a wide range of roles. Allowing for this diversity is one way to grow both numbers and meaningful organisation. When we come together in an organised fashion – forging new self-conceptions, embracing radical visions and acting strategically – we can wield the power of numbers to disrupt business as usual, wrest concessions and pave the way for future victories." https://lnkd.in/eFqdPqmZ

Here's a LinkedIn post from the perspective of an industry expert: Title: The Power of Unwavering Commitment: Lessons from Senator Adrian Dickey's Flag Advocacy In a remarkable display of dedication and patriotism, Iowa Senator Adrian Dickey has been tirelessly advocating for the American flag to be flown at the Des Moines VA hospital during Pride Month. Despite facing numerous obstacles and resistance from the hospital administration, Senator Dickey's unwavering commitment to his cause serves as a powerful reminder of the importance of standing up for one's beliefs and the values that unite us as a nation. Senator Dickey's actions highlight a growing trend in our industry: the need for leaders who are willing to take a stand and persevere in the face of adversity. In today's rapidly evolving business landscape, it is more important than ever to have individuals who are not only knowledgeable and skilled but also possess the courage and determination to champion their convictions. The senator's story also underscores the significance of understanding and respecting the diverse perspectives and experiences of those we serve. As industry professionals, it is our responsibility to foster an inclusive environment that acknowledges and celebrates the contributions of all individuals, while also upholding the core values that define our organizations and our country. Moreover, Senator Dickey's actions serve as a catalyst for important discussions about the role of symbols in our society and the ways in which we can honor and support those who have served our nation. These conversations have far-reaching implications for our industry, as we strive to create meaningful connections with our customers, employees, and stakeholders. As we reflect on Senator Dickey's unwavering commitment to flying the American flag, let us embrace the opportunity to engage in thoughtful and respectful dialogue about the values that unite us and the actions we can take to create a more inclusive and equitable future for all. I encourage you to share your thoughts and experiences in the comments below. How can we, as industry leaders, emulate Senator Dickey's dedication and courage in our own work? What steps can we take to foster a culture of inclusivity and respect within our organizations? Together, let us continue to drive positive change and build a stronger, more united industry. #LeadershipLessons #Inclusion #PatriotismAtWork #IndustryInsights

The Wall Street Journal has reported that SHRM, the United States top organisation for human-resources professionals “is distancing itself from the ‘equity’ plank of diversity, equity and inclusion, or DEI.” A lobbying and advocacy group with 340,000 members, they have reasoned that “they want members to focus on diversity and inclusion in that order.” According to their statement on LinkedIn: “By emphasizing inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash,” But is it really the acronym that’s the problem? The work to challenge the status quo and redistribute power to the global majority in the face of white supremacy has taken various forms, and names, over the last decades (and centuries). By insisting its the acronym that is the problem, there’s a suggestion that existing corporate initiatives operating under this banner are sub par. Instead, why not have the courage to address the two elephants in the room? 1 - Leaders lacking courage: After a period of solidarity and white allyship during 2020 and the BLM movement, we’ve seen many white leaders in positions of power retreat out of the place of discomfort back into a space of comfort. And even worse, to a place of hostility towards historically marginalised groups pursuing fair treatment and justice. 2 - DEI is a clickbait phrase that's constantly misused: In the age of rage bait and click bait DEI as a term has been weaponised by politicians and pundits to desperately hoard attention. They tag it onto polarising topics steeped in prejudice to get a reaction from the masses and go viral. And this formula clearly works. By rebranding we are avoiding the real conversation: let’s embrace the discomfort and talk about what’s really going on. What are your thoughts? #leadership #diversityandinclusion #edi #dei

Do you ever find yourself frustrated with certain corporate practices? It's natural to seek a space where we can openly express our concerns without fear of judgment. In a landscape where some corporations resemble modern-day mafias, it's crucial to find healthy outlets for discussion and action. Let's strive for transparency and accountability in the corporate world. #CorporateEthics #Transparency #Accountability

Suggested by philosopher John Rawls, the Rawl's veil of ignorance is a thought experiment that helps people more fairly envision a fair society by pretending that they are ignorant of their personal circumstances. This thought experiment has widespread implications and can be equally applied within corporate environments to promote fairness and impartiality in decision-making. Say, you are a people manager or policy maker - by imagining that you know nothing of your own attributes or status, you are more likely to establish policies that will be fair to all employees, regardless of their position or background. This thought experiment encourages a focus on universal principles of justice and equality, which can lead to a more inclusive and ethical corporate culture. #policy #organization #culture

Explore the crucial steps for establishing clear policies on political activism in the workplace. Discover how to balance free speech with a respectful and productive work environment. #WorkplaceCulture #Leadership #PoliticalActivism #EmployeeEngagement #HRPolicies https://lnkd.in/g2TRb9sb

In 1985 the Government of Canada identified that the time was now to address racism and discrimination in the Federal Workforce - the Employment Equity Act took another 10 years. Much was done - little accomplished. In 2021 global evidence shed light that issues were not resolved and the rally cry of 'the time to act is now' was heard. Much was done little accomplished. In 2023 the Auditor General's report reconfirmed much was done little was accomplished. There is evidence that this applies to other groups under the employment equity act. The evidence is in that for almost 40 years much effort and resources have been put in place to achieve minimal results. Perhaps it is time to stop creating plans and strategies and put in place accountability for results and if they are not achieved and discrimination is not addressed, those who lead should be replaced.