PepsiCo’s Post

Do you spend a lot of money on diversity, equity, and inclusion initiatives at work, but aren't sure if they're achieving the goals you'd hoped for? You're not alone. Many organizations want to achieve DEI but aren't sure about the best way to go about it. New research shows which initiatives might actually pay off. Want to get the most out of your DEI investments? Learn from our new episode! Link in comments. #leadingforwellness #inclusion #diversity #culture #training

Grateful to be part of this piece in PRWeek exploring if/how companies are adapting ERGs amidst a strengthening of the anti-DEI environment. It's important to go beyond the flashy "DEI is dying" headlines, this is far from what is actually happening, and I think this piece does a good job pushing back against this narrative. “I have not come across a single company that has intentions to sunset ERGs or broadly end DEI commitments,” says Elle Arlook, who leads APCO’s equity and justice practice. Arlook said she has had conversations with 10 clients about DEI risks this week. “Clients are coming to us with concerns about protecting elements of their DEI programming and mitigating potential risk given the broader external environment,” she says. “While many companies are certainly toning down how and how much they talk about DEI, most understand that the impacts of DEI programming are valued by employees and contribute to strong business performance.” In fact, Arlook says companies are planning to bolster ERGs, particularly in the midst of intense political and social divides, where even members of the same group may be split on the issues dominating outside conversation. “Many of our clients are reviewing and strengthening the foundations of their ERGs, from ensuring ERGs have clear charters and defining their role within the company's culture and leadership structure to preparing guidelines for communications and toolkits for programming,” she says. “In this moment, it's important for companies to take a step back and ensure that the structure and remit of ERGs are tied to a clear set of business priorities and objectives.” https://lnkd.in/dDUnYKEP

🍂 A Season of Gratitude and Inclusion 🍂 This Thanksgiving, we’re pausing to reflect on the power of connection, inclusivity, and gratitude. At Sage Inclusion, we’re deeply thankful for the opportunity to contribute to a world where accessibility and inclusion are not just aspirations but realities. Here’s what we’re grateful for this year: 🌟 Our Partners: Collaborating with organizations and communities committed to breaking barriers. 🌟 Progress in Accessibility: Witnessing small changes leads to big impacts, making spaces and experiences welcoming to all. 🌟 Inspiration: The travelers and families who remind us why we do what we do—ensuring that every journey is a possibility. Inclusion starts with each of us. As we gather with loved ones, let’s celebrate the diverse ways we come together to build a world where everyone belongs. From all of us at Sage Inclusion, Happy Thanksgiving! 🧡 What does inclusion mean to you? Share your thoughts in the comments—we’d love to learn from you! #Thanksgiving #Gratitude #InclusionMatters #AccessibleFuture #BarrierFree #SageInclusion

Teaching is my favourite! I just finished a session with a leading North American financial organization that is doing incredible work in diversity and inclusion. It's happening on the inside, now it's time to show it on the outside. It's important that customers, employees and the people your organization cares about see themselves in your marketing and advertising, and that includes people with disabilities. A lunch and learn session can be one way to get people talking, break down some concepts and share actionable insights that move you forward. Let's chat! #DigitalAccessibility #AccessibleMarketing #MarketingStrategy #InclusionMatters #SquarelyAccessible

Do you spend a lot of money on diversity, equity, and inclusion initiatives at work, but aren't sure if they're achieving the goals you'd hoped for? You're not alone. Many organizations want to achieve DEI but aren't sure about the best way to go about it. New research shows which initiatives might actually pay off. Want to get the most out of your DEI investments? Learn from our new episode! Link in the comments. #leadingforwellness #inclusion #diversity #culture #training

It's Inclusion Week, and at Family Fund inclusion is fundamental to who we are and why we do what we do. We're committed to creating a culture that has diversity and inclusion at its heart. We strive to establish an environment that champions equity for all. Diversity enables us to better represent, and understand, the wide-ranging lived experiences of the families we support. That’s why we have a team of Inclusion Champions that are a vital part of Family Fund. They: 💬 contribute to the ongoing dialogue that shapes our approach to inclusion 🚥 lead, and support, conversations to make sure we challenge ourselves and hold ourselves to account 👂 encourage all staff to share their views 🥳 celebrate our successes 📣 raise awareness of inclusion, in all aspects of our work. Here’s what inclusion means to our champions: - "Listening to people's lived experiences…the good and the bad, so we can improve, be more inclusive, and keep doing better." - Tash, Family Fund Inclusion Champion - "Supporting everyone in Family Fund, and all the families we work for, to have the right to the same opportunities and chances in life." - Clare, Family Fund Inclusion Champion [Video description: A purple speech bubble contains white text that reads: "To me, inclusion means listening to people's lived experiences - the good and the bad... so we can be more inclusive and keep doing better."] #InclusionWeek #InclusionAtWork #InclusionChampions

To misquote Mark Twain, the death of DEI may be overstated. In our recent report released by Open For Business, The Investor’s Guide to LGBTQ+ inclusion, we found that of the FTSE 100, the Fortune 100, the ASX50 and the DAX40, 92% of companies listed DEI as a material issue for their business. According to a report from ManpowerGroup 56% of Gen Z-ers say they would not accept a job without diverse leadership, and 68% say their employer is not doing enough to build a more diverse workplace. As long as young people want to work in diverse and inclusive environments, businesses cannot afford not to have competitive diversiy and inclusion strategies (and good people to run them).

This post is such a great reminder that even with exceptional work and great intentions DEI conversations do not go productively automatically. Have your teams ever had formal training on how to have DEI conversations? With boundaries, structure, etc.? Developing your team's Equity Fluency (skill in engaging in DEI work), is key to productive DEI conversations. When we are asked to develop or deliver training plans for organizations we follow our Equity Fluency skill building system for this very reason. Bringing in experts brings up conversation. Be careful about hosting un-facilitated DEI conversations on teams until the teams have been trained how to structure and have those conversations together. ---------------------------------------- learn more at iicfirm.com DEI Training Plans | Equity Fluency Skill Building | E-Learning | Facilitation

Wrong questions about Inclusion: - How many parties shall we have this year?  - Whose photos can we get on the website? - How can we win an award? Right questions about Inclusion: - How can we help everyone to perform? - What needs to change so everyone can belong?  - How can we develop everyone to reach their potential? Ask questions that are right for you. You may be surprised by the answers you get.

We’re sure that by this point you’ve probably heard someone somewhere mention Project 2025. But did you know it plans to completely eliminate diversity, equity and inclusion efforts? It recommends that the next conservative President should: ♦️ Eliminate chief diversity officers ♦️ Establish an anti-diversity, equity and inclusion task force ♦️ Fire professionals who participate in DEI initiatives ♦️ Shift federal funds from programs that support DEI work Project 2025 would not only erase the protections that prove discrimination but also prohibit access to opportunity for all. Our new report breaks down exactly what Project 2025 says about DEI and what you can do to support DEI now and beyond election day. Read it here 👉 https://lnkd.in/evTfimds