Lily Zheng’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.

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.

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.

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.

Are you enabling an unfair workplace environment by following poor policies or are you leading by leveling the playing field and championing equality? I love the leadership lessons liberally sprinkled throughout the movie Hidden Figures! This scene teaches us several key lessons about impactful leadership: 1. Listen and Challenge Assumptions: A leader must be willing to listen to their team members and challenge their own assumptions. Al Harrison’s initial reaction is to reprimand Katherine, but upon hearing her struggles, he recognizes his ignorance and acknowledges the systemic issues at play. Leaders must create an environment where all voices are heard and valued. 2. Take Decisive Action: Upon realizing the unfair treatment Katherine endures, Al Harrison doesn’t just offer sympathy; he takes immediate action. He dismantles the ‘colored bathroom’ sign, sending a clear message that discrimination will not be tolerated. Effective leaders don’t just recognize problems; they act to solve them. 3. Lead by Example: Al Harrison’s public actions demonstrate his commitment to equality and set a precedent for others to follow. Leaders must not only talk the talk but walk the walk, showing through their actions what they stand for. 4. Advocate for Equity: True leaders seek to level the playing field for all. By addressing the inequities Katherine faced, Al Harrison not only addressed her problems but also set the direction to address the other employees who had been impacted by the unfair policies and practices. Leaders have the power to drive change and should use it to promote equity. 5. Recognize the Value of All Team Members: Katherine’s contributions were invaluable to the success of the team. By standing up for her rights, Al Harrison acknowledges her worth. Leaders model the importance of treating every team member with respect and dignity. Your turn! 💬 What lessons do you get from this scene? ♻️ Share this post with others in your network to help expand their knowledge and awareness. 🔔 If you’d like to see more content on leadership and organizational culture, click the follow button or send me a connection request! Source credit: Hidden Figures, 20th Century Fox, 2016.

It's beyond frustrating to me when anyone says that diversity in hiring equates to "lowering the bar." In reality, it's about recognizing and valuing the contributions of individuals from diverse backgrounds who bring unique perspectives and skills to the table. Blaming diversity initiatives for unrelated incidents only perpetuates harmful stereotypes and undermines the importance of fostering inclusivity in the workplace. We need to shift away from this outdated mindset and understand that diversity doesn't detract from excellence; it enhances it by promoting innovation and creativity. Embracing diversity isn't just a moral imperative – it's also a smart business decision that leads to better outcomes and success for everyone involved. Let's challenge the notion of "lowering the bar" and instead celebrate the richness that diversity brings to our teams and organizations. #DiversityAndExcellence #InclusionMatters https://lnkd.in/g2yRD5ed