Tangible Development’s Post

Sharing the data from the DEI reports you collect at your organization has a direct impact on DEI progress. Being transparent with your DEI metrics builds trust, holds everyone accountable, and makes sure the organization is continuously improving as new information comes in. It's important you maintain a consistent data collection schedule and share it with your team on a regular basis. Here are 5 ways you can maintain consistency and transparency with your team: ➡️ Set Clear Goals and Benchmarks: Define specific, measurable DEI goals to track your progress and hold your organization accountable. Without clear benchmarks, it’s hard to know if you’re making real progress or just spinning your wheels. ➡️ Create a Reporting Schedule: Establish a regular schedule for reporting, such as quarterly or annually. Consistent reporting ensures accountability and keeps DEI efforts front and center. ➡️ Use Multiple Channels: Share DEI progress through various channels like internal newsletters, public reports, and social media. Reaching a broad audience builds transparency and fosters a culture of inclusivity. ➡️ Highlight Successes and Challenges: Be transparent about both achievements and areas needing improvement. This builds trust and shows a genuine commitment to DEI efforts. ➡️ Engage Leadership and Stakeholders: Ensure leaders are involved in DEI reporting and communicate the importance of these efforts to all stakeholders. Leadership buy-in is crucial for driving DEI initiatives forward. Learn how you can empower the allies in your organization with our Inclusalytics Consulting Package. https://lnkd.in/gYhm2HS2 . . . #dei #leadershipdevelopment #workplaceinclusion #diversitytraining #equityandinclusion

Is your DEI strategy effectively supporting your org's overall workforce, workplace, marketplace and community goals? Is there direct line of sight to overall goals? Does your org need a DEI strategy refresh? Contact us for help rewriting your next chapter: https://lnkd.in/gYvCdVRA #strategy #customizeddei #diversitystrategy #executives #seniorleaders #dei

One key to remember is to focus on the 3 types of thought leadership; Industry (including perspective on news and trends), Organizational (the vision and ethos of your company), and Product, (focused on being the best solution for your customers).

Let’s talk the evolution of DEI in 2024 and beyond: As companies navigate, Diversity, Equity, and Inclusion (DEI) have transcended traditional boundaries, integrating deeply into corporate strategy and daily operations. This evolution highlights DEI as a business driver, enhancing innovation, decision-making, and profitability. Key Strategies for DEI Integration: - Skills-First Hiring: Companies are prioritizing skills over degrees, broadening the talent pool and dismantling traditional barriers to employment. - Inclusive Leadership: There's a focus on training leaders to actively foster an inclusive environment, recognizing and mitigating biases. - Employee Resource Groups (ERGs): These groups empower various employee demographics, facilitating a supportive and inclusive corporate culture. Challenges and Forward-Looking Solutions: Implementing DEI effectively involves clear goals, accountability, and transparency in progress, integrating DEI metrics into business performance to ensure ongoing commitment and results. Conclusion: DEI's role in now and in the future underscores its importance in crafting not only a more inclusive workforce but also in driving strategic business outcomes. Companies embedding DEI into their core strategies are setting themselves apart in a competitive, diverse global marketplace. #employeesmatters #dei #makingadifference #skillsfirsthiring #ergs

I've been having some thought-provoking conversations around #DEI at #Board level lately. Most companies are focusing diversity efforts on recruitment, and looking inwards. That's not a bad start, but I believe there's a significant opportunity to look outwards - applying DEI to extend the sphere of concern for Boards, and the sphere of influence for organizations. When we look at #risk and #PESTLE, are we considering enough the impacts OF the company as well as TO the company? Are we gathering data that's really useful for decision making, and creating a habit of scenario planning? Do we have a robust scanning system, and are we considering and listening to all players impacted by the decisions being made? Are there clear channels in place to channel assumptions and avoid #groupthink? Too often, the Board tends to align to the executive team, making the scope of governing the same as the scope of managing and reviewing the same KPIs. It doesn't need to be this way. It can be hard for stretched executive teams to look beyond short- and mid-term decisions. Boards, however, have the opportunity to go broader. DEI should apply to Board compositions, but also to the way Directors define the playing field and interpret the organization's mission. Scope of influence can be extended by including non-traditional alliances and deliberate #systemsthinking.

Are you a thought leader in your industry? What sets apart impactful thought leadership? It's not just about having an opinion; it's about backing it up with data, understanding the challenges, and presenting concrete case studies. It's about who knows the subject best, not necessarily who ranks highest. A recent study by Edelman and LinkedIn has unveiled the undeniable impact of thought leadership on both prospects and current customers. With 75% of decision-makers, including C-suite executives, admitting that compelling thought leadership has made them reconsider their current vendor relationships. #thoughtleadership #ProfessionalPunch 

🚨 𝟵𝟬% 𝗼𝗳 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗔𝗿𝗲𝗻'𝘁 𝗧𝗿𝗮𝗰𝗸𝗶𝗻𝗴 𝗗𝗘𝗜 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀: 𝗜𝘀 𝗬𝗼𝘂𝗿𝘀 𝗢𝗻𝗲 𝗼𝗳 𝗧𝗵𝗲𝗺? 🚨 Only 10% of companies have concrete evidence of their DEI progress. 😱 That means 90% are essentially flying blind, potentially stagnating or even backsliding. Without tracking progress: • Accountability crumbles. • Resources are misallocated. • Employees lose faith in the process. The bottom line? Progress tracking isn't just about numbers. It's about ensuring REAL change for your employees and your organization. Curious about your company's DEI progress? Take our free DEI Scan to get a comprehensive assessment and personalized recommendations: ➡️ https://lnkd.in/eNCqh-vB Our 2024 DEI Benchmark Report is your GPS for navigating the DEI landscape: ➡️ https://lnkd.in/ezUqxi2B Inside, you'll discover: • Key metrics to track your DEI progress • Proven strategies for collecting and analyzing data • How to create a data-driven culture of continuous improvement #DEI #ProgressTracking #Data #Inclusion #WorkplaceCulture #Leadership

I have seen very few DEI Consultants taking approach to simplify Impact Analysis  (minimum effort for maximum clarity) Impact Analysis in DEI is about  evaluating the effectiveness of  specific DEI initiatives to determine  whether they are driving the desired  changes within an organization. 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 The Real Fear of Not Doing It 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 🞄 ↳ No desired outcome  ↳ Numbers are too low ↳ No changes occurred  ✨ A Good DEI Professional Figure out the simple steps. 1) Define the Desired Outcome 2) Identify Key Metrics (1-3 only) 3) Baseline Measurement 4) Implement the DEI Initiative 5) Track the Changes 6) Compare with Baseline 7) Assess and Interpret 8) Report Before and After Why? Because that's what professionals do and tell the success stories in the next sales pitch to a prospect Here is an example... Scenario: Increasing Diversity in Leadership a. Goal: Increase the % of women in senior leadership by 10% over a year. b. Metric: % of women in senior leadership. c. Baseline: 15% at the beginning of the year. d. Initiative: Mentorship programs targeted at women. e. Tracking: Measure the % of women in senior leadership quarterly. f. Result: At the end of the year, the percentage increased to 20%. g. Outcome: A clear 5% improvement shows partial progress. This can be reported as a direct outcome of the initiative. If you disagree with me,  answer to the below math  in the comments. What is 8 X 0? #Diversity #Business #Leadership --- 👋 Hi, I'm Vikram   Click my name + follow if you want to learn how to show the ROI of DEI to get more leads. ROI of DEI - White paper Show corporate buyers that their investment in DEI will pay for itself. Like this post? Hit 👍 Love it? Leave a comment ✍️ Think others should read it? Repost ♻️

**Breaking News: Acuity Knowledge Partners Appoints New Chief Operating Officer** ------------------------ Acuity Knowledge Partners has made a significant announcement, appointing Jon O'Donnell, former Managing Partner at IBM, as its new Chief Operating Officer (COO). This strategic move is expected to boost the company's operations and drive growth. With over 20 years of experience in leadership roles, O'Donnell brings a wealth of knowledge and expertise to his new position. His tenure at IBM has equipped him with the skills to navigate complex business environments and drive results. As COO, O'Donnell will oversee the day-to-day operations of Acuity Knowledge Partners, focusing on optimizing processes, building strong teams, and fostering a culture of innovation. This appointment is a testament to the company's commitment to excellence and its ambition to expand its footprint in the industry. We wish O'Donnell the best in his new role and look forward to witnessing the impact he will make. #AcuityKnowledgePartners #NewCOO #JonODonnell #IBM #BusinessNews #Leadership #Growth #Innovation Source: https://lnkd.in/ge5NAQXi Update Date: 24 hours ago

In today’s business and economic landscape, the value of a company’s image can shift quickly– in either direction. 📈📉 As brand guardians and growth leaders, CMOs play an important role in not only keeping a pulse on marketplace conversations and opportunities that drive the bottom line, but also identifying and mitigating potential pitfalls that could impact long-term brand reputation. In this month’s ‘On the Board’s Agenda’ from Deloitte's Center for Board Effectiveness, I, along with co-authors David Cutbill, Christine Davine, and Tanneasha Gordon, discuss how boards can leverage the superpowers of today’s #CMO to enhance their oversight of an enterprise’s brand and reputation, and safeguard long-term value for shareholders. 👉https://lnkd.in/gzgj8maQ Is your organization’s board effectively leveraging the CMO's experience in brand and reputation governance discussions? 👇 #CorporateGovernance #BoardsofDirectors #BoardMembers #Csuite