Kelsey Darnell’s Post

Although TA leaders remain committed to DEI – 61% of TA leaders plan to increase their focus on it this year – it’s no secret that corporate DEI has faced increased scrutiny in 2024. That’s why at our webinar, The Business Case for DEI in 2024, we’ll be sharing the information you need to navigate the current DEI climate, including: • Why corporate DEI efforts are facing significant headwinds • How TA leaders plan to prioritize DEI in 2024 • Concrete changes TA teams are making to their DEI initiatives Plus, we'll equip you with hard data demonstrating how diversity, equity, and inclusion improve business outcomes. So, join us this Wednesday, April 24th at 12PM EST for the information you’ll need to build a case for DEI in 2024. Register here to save your spot: https://lnkd.in/exgdVr_K

Although TA leaders remain committed to DEI – 61% of TA leaders plan to increase their focus on it this year – it’s no secret that corporate DEI has faced increased scrutiny in 2024. That’s why at our webinar, The Business Case for DEI in 2024, we’ll be sharing the information you need to navigate the current DEI climate, including: • Why corporate DEI efforts are facing significant headwinds • How TA leaders plan to prioritize DEI in 2024 • Concrete changes TA teams are making to their DEI initiatives Plus, we'll equip you with hard data demonstrating how diversity, equity, and inclusion improve business outcomes. So, join us this Wednesday, April 24th at 12PM EST for the information you’ll need to build a case for DEI in 2024. Register here to save your spot: https://lnkd.in/gc7msmtD

Adopting Human Leadership practices will lead to Human Sustainability. Your organization has the potential to improve the long-term well-being of every human it touches. Search “Human Sustainability Deloitte.” You will find a great 2024 article titled “The Case for Human Sustainability” and additional research and thinking from Deloitte’s team working on Human Sustainability. Special thanks to those Deloitte team members, including the following individuals: Susan Cantrell Jen Fisher 🦋 Joanne Stephane Jason Flynn Amy Fields Yves Van Durme -- The Human Leader Society

Adopting Human Leadership practices will lead to Human Sustainability. Your organization has the potential to improve the long-term well-being of every human it touches. Search “Human Sustainability Deloitte.” You will find a great 2024 article titled “The Case for Human Sustainability” and additional research and thinking from Deloitte’s team working on Human Sustainability. Special thanks to those Deloitte team members, including the following individuals: Susan Cantrell Jen Fisher 🦋 Joanne Stephane Jason Flynn Amy Fields Yves Van Durme -- The Human Leader Society

Key insights from our latest DEI Leader event! 🌟 At our recent DEI Leader Panel Discussion, we gathered valuable insights on driving DEI initiatives forward. Here are the highlights: 💡 Board-Level commitment: The support of your board matters. Board sponsorship is crucial to embed DEI at the highest levels of decision-making and resource allocation. 💡 Integrate DEI into Business Strategy: DEI should be an integral part of your business strategy, not a standalone initiative. This seamless integration ensures that DEI principles guide all aspects of your operations. 💡 Holistic social impact: There's a growing trend of combining ESG efforts with DEI initiatives under a broader 'social impact' umbrella. This comprehensive approach amplifies the positive change we can achieve together. 💡 Measure impact: Utilize comprehensive surveys and tools to continuously assess the employee experience and measure the year-over-year impact of your DEI initiatives. 💡 Engage everyone: DEI is a collective effort! Encourage all employees to actively participate by incorporating DEI contributions into performance assessments. This ensures that DEI work is recognized and valued across the organization. 💡 Regional nuances matter: Navigating DEI across different regions comes with unique challenges. For instance, "diversity fatigue" in the US might not resonate globally. The approach to DEI must be culturally sensitive and adaptable. Thank you to our fantastic panelists! 🙌🏽💫 #DEI #DiversityEquityInclusion #SocialImpact #BusinessStrategy #EmployeeEngagement #

📢 DEI leaders, how are you navigating the ongoing challenges against DEI? In a time of growing political division and resistance to DEI, staying resilient is critical. Our Defending DEI series provides actionable strategies from big-brand DEI leaders to help ensure your organization’s commitment to diversity, equity, and inclusion initiatives. In part I of the guide, we provide data and insights to help you: ✔️ Navigate socio-political tensions  ✔️ Protect your DEI initiatives amid budget cuts  ✔️ Build internal networks of allies and advocates This is your playbook for creating lasting impact, even in the face of adversity. Get the guide here for all the insights! 👉 https://lnkd.in/gjgr34MX  

A survey of over 3,000 employees found that, compared to 2021, fewer employees see their managers and senior leaders as inclusive or effective at engaging across differences. However, 78 percent of employees emphasized that working at an inclusive organization is *very* important to them. The data is clear: cultivating the next generation of leaders who embody and champion inclusivity is essential. #Inclusion #Leadership

Towards the end of our webinar yesterday, a participant raised a thought-provoking question about the politicization of firm values, specifically focusing on inclusiveness in the context of the culture war in the US and implications for Diversity, Equity, and Inclusion (#DEI). This question prompts a deeper reflection on the role of values in navigating politically polarized environments. 1. Genuine values should serve as anchors in turbulent times, allowing leaders to navigate challenges with confidence. The current polarized climate presents an opportunity for leaders to reassess the authenticity of their values and reaffirm their commitment to them despite potential backlash. 2. The divisive "us" versus "them" mentality prevalent in politics today challenges the value of inclusiveness, presenting a new frontier for organizations. Embracing political diversity stress-tests the commitment to inclusiveness, urging organizations to engage in difficult conversations that impact societal cohesion. Organizations truly dedicated to inclusiveness must courageously navigate these political and societal complexities to uphold the foundational values that bind our communities, societies, organizations, and teams together. What are your thoughts on this intricate intersection of values, politics, and inclusiveness? For more insights, access the replay of yesterday's session here: https://lnkd.in/eb3Hwna8

Honored to have been a part of the esteemed panel at the recent awards ceremony, discussing a topic that is close to my heart—Diversity, Equity, and Inclusion (DEI). It was a powerful session where industry leaders came together to share insights and strategies on advancing DEI in our workplaces. At Zinnia, we believe that embedding DEI into our organizational DNA is not just a strategic imperative but a moral one. Our journey towards creating an inclusive culture is ongoing and rooted in our core values. We strive to build a workplace where every individual feels valued, heard, and empowered to bring their authentic selves to work. The discussion at the panel highlighted the critical role of leadership in driving DEI initiatives. It's about setting a vision that goes beyond mere compliance and targets a genuine cultural transformation. At Zinnia, our commitment to DEI is reflected in our policies, our practices, and most importantly, in our actions. One of the key takeaways from the panel was the importance of creating a sustainable DEI framework. This involves not only setting ambitious goals but also implementing actionable plans to achieve them. We are dedicated to fostering an environment where diversity is celebrated, equity is ensured, and inclusion becomes second nature. As we continue to evolve, we recognize that our efforts must extend beyond the boundaries of our organization. By sharing our experiences and collaborating with other industry leaders, we aim to contribute to a broader understanding and implementation of DEI practices across the sector. Thank you to my fellow panelists and everyone involved for such an enriching experience. Together, we can create a future where diversity is not just acknowledged but embraced and where equity and inclusion are the cornerstones of our organizational culture. Michele Trogni, Ian Jeffrey, Josh Everett, Pawan Choudhary, Jeannie Kim, Kendall Murray Check the article: https://lnkd.in/dHv-Gb3K

In 2024, DEI EFFORTS must become INTEGRATE throughout the organization. This looks like: - Inclusive leadership competencies added to promotion criteria and performance evaluation processes. - Shared expectations for respectful dialogue and communication across email, virtual collaboration tools, video calls, and in-person. - Organization-wide DEI goals broken down into department and even team-specific goals that leaders are responsible for achieving. - Investments in initiatives like pay-equity audits and expansive benefits that meet unmet needs, ensure fairness, and root out discrimination. - Learning opportunities and event programming designed to directly impact employees’ day-to-day work and experience — not simply entertain. In short, its great we share the ambition but lets roll up our sleaves to get the work done!