Karthik Chandrashekar’s Post

As Jamie Dimon made clear late last week, the anti- #diversity, #equity, and #inclusion backlash in corporate America is only as threatening as leaders allow it to be. 🥇 There is nothing controversial about expanding your talent pipeline by recruiting from historically marginalized groups to ensure you're sourcing the best talent—in fact, it'd be bad business to do otherwise. 🥇 There is nothing controversial about eradicating discrimination in your workplace, to protect your employees and avoid costly and reputation-damaging lawsuits—in fact, it'd be bad business to do otherwise. 🥇 There is nothing controversial about creating safe, respectful, and inclusive working environments for all workers, to motivate your workforce and lower turnover—in fact, it'd be bad business to do otherwise. The obvious agenda behind extremist lobbying efforts aimed at corporations is to create an environment so steeped in fear that normally level-headed leaders panic, and cave to deeply-unpopular and fringe demands that neither their customers nor their workforce agree with. It's their right as leaders to make these kinds of hasty choices, but they have lasting consequences—which I'm sure companies retreating from DEI will be finding out the hard way. But all it takes to stop backlash in its tracks is a leader willing to say, "enough." A leader willing to speak up for the same values listed on their corporate website, to draw on internal data showing the success of its efforts, and to speak from a position of understanding its consumers and workforce, to say, "DEI will always have a place in what makes our organization successful." To lead from a place of clarity and resolve, rather than fear and aversion. To call out and shrug off backlash for the bluff it is. To prove that modern organizations rise above their peers by working toward a more inclusive future, not backpedaling to the 1950s. Corporate leaders: ball's in your court.

🚀 Visionary leaders defend inclusion! 💪Anti-diversity backlash crumbles against resolute leadership. 🛡️ ✅ Diverse talent pools ✅ Zero discrimination ✅ Inclusive workplaces It's not just ethical—it's smart business. 📈💼 Don't retreat. Forge ahead to an inclusive future. The choice is clear. 🌟 Will you stand up? The world, including current and future talent of your business, is watching. ⏳👀 #LeadershipCourage #DEIMatters #FutureOfBusiness

As a black woman I’ve had to deal with people not understanding the importance of diversity at multiple work places. It’s exhausting. Here are a few things I took away from dealing with people who want to learn verses people who don’t. Someone who wants to learn and understand will also do the work to educate themselves. If you find yourself working with someone like that (while it’s not your job to teach them) I personally find these type of individuals really valuable. These are the people I want to work with and for. There is a level of respect I have for those who actively engage and try to learn the nuances of other’s experiences. Someone who wants you to prove yourself because they don’t understand your experience (which is what I come across a lot) is not someone I’m interested in putting my energy into. You want to debate my experience without really wanting to understand it. That shows how little respect you have for me as a person. At the end of the day the choice is up to you regarding how you want to approach the topic with people. I’m always open to teaching someone who genuinely wants to learn and understand but I won’t get into a debate on why it’s important with someone who clearly doesn’t care. You have one life to live. Pick and choose your battles wisely and learn from each and every interaction. In the end you’ll be able to pick up on people who want to uplift you and those who only seek to use you for their end goal. 💜

Yes yes yes: "🥇 There is nothing controversial about expanding your talent pipeline by recruiting from historically marginalized groups to ensure you're sourcing the best talent—in fact, it'd be bad business to do otherwise. 🥇 There is nothing controversial about eradicating discrimination in your workplace, to protect your employees and avoid costly and reputation-damaging lawsuits—in fact, it'd be bad business to do otherwise. 🥇 There is nothing controversial about creating safe, respectful, and inclusive working environments for all workers, to motivate your workforce and lower turnover—in fact, it'd be bad business to do otherwise. "

The business case AND the moral case are both CLEAR: #diversity, #equity and #inclusion improve competitiveness and allow companies to better serve their clients.

You can't just say yes, diversity is good and let it happen organically! Embracing diversity requires intentional and strategic action. As the quote rightly points out, we can't merely agree that diversity is beneficial and expect it to flourish on its own. At JL Governance Advisory Inc., we know diversity and inclusion demand deliberate efforts, policy changes, and continuous commitment. We strive to create an environment where diverse voices are empowered and integral to our success. Diversity and inclusion drive innovation and growth. Building a truly inclusive culture needs a strategic, data-driven approach, leveraging DE&I best practices. By championing diversity at all levels, we unlock diverse perspectives and exponential value creation. Diversity is the secret sauce for high-performing, future-ready organizations. Who's ready to lead this critical business imperative? #Diversity #Inclusion #DEI #Innovation #FutureOfWork #Leadership #Empowerment #DiversityAndInclusion #Equity #InclusiveCulture #BusinessImperative #StrategicDiversity #WomenInLeadership #DiverseVoices #CorporateGovernance #SustainableBusiness #UnlockPotential

💡 Diversity and inclusion This was a really hot topic throughout my studies and I believe that was the case because of the environment that businesses are currently operating in. With the rate at which globalization occurred, organizations ought to improve their ethics and ensure that values such as diversity and inclusion are revised and effectively implemented because of the authentic belief in the effectiveness and importance of upholding diversity in the workplace. In the times that we are living in, an environment that welcomes an integration of culture, beliefs and practices increases cohesion in the environment and enables a representation of cultures in the organization thus meaning that, the consumer base will likely resonate, feel included and relate to the products or services that are being produced. I believe that this is such a beautiful revision of values with great value only if it is authentically implemented with the necessary respect and commitment to ensuring inclusion. The latter appears to be discrimination of employees and should such a policy be implemented within an organization when the overall views, practices and culture of an organization remain unchanged, it could potentially lead to employee dissatisfaction, discrimination and a high rate of labour turnover. Lesson: It is important that organizations implement policies and practices that they authentically believe in and are committed to upholding them rather than adopting policies and practices in accordance with the business environment in order to remain in operation without any true commitment to these policies because that could easily result in an unsustainable business long-term. 👇 Comment down below and let me know your thoughts on diversity and inclusion.

'This guidance is significant in promoting #diversityandinclusion helping firms recruit and retain talent and will be of great benefit to RICS professionals. Download the guidance on the link below to learn more'.. #rics

🌟 Tackling Corporate Racism and Nepotism: A Call for Change 🌟 In today's corporate world, diversity and inclusion are crucial for building fair workplaces. However, racism and nepotism continue to undermine these efforts, creating barriers to progress and equality. Racism in the Workplace: Racism, from overt discrimination to subtle biases, affects hiring, promotions, and daily interactions. Marginalized employees often face barriers that limit their growth and representation in leadership, stifling diversity of thought and innovation. Nepotism: The Silent Saboteur: Nepotism, the favoring of relatives or friends for jobs and promotions, exacerbates inequality. It undermines meritocracy, demoralizes employees, reduces productivity, and fosters exclusion. The Impact: Employee Morale: Discriminatory practices and favoritism decrease job satisfaction and increase turnover rates. Diversity and Innovation: A lack of diverse perspectives hinders creativity and innovation. Reputation and Trust: Companies practicing these behaviors risk damaging their reputation and struggle to attract top talent. A Call for Action: Implement Strong Policies: Enforce anti-discrimination and anti-nepotism policies. Promote Diversity and Inclusion: Use unbiased hiring practices and provide equal opportunities. Education and Training: Conduct regular diversity and inclusion training. Foster an Inclusive Culture: Create an environment where every employee feels valued and heard. Transparent Leadership: Leaders should demonstrate a commitment to fairness and equality. Conclusion: Addressing corporate racism and nepotism is a moral and business necessity. Companies that champion diversity and inclusion are better positioned to thrive. By eliminating these harmful practices, we can build a more equitable, innovative, and successful corporate world. Let's commit to change. Together, we can build workplaces that reflect the diverse world we live in. #CorporateResponsibility #DiversityAndInclusion #Equality #WorkplaceCulture #Leadership #ChangeMakers #StopRacism #EndNepotism #gautam sharma #Ashu Tyagi #Nilesh Aithani #Kumar Aniket