DEI Matters with IDC®

6 Keys to Authentic DEI: Avoiding the Pitfalls of Diversity Tokenism

Thu, 17 Apr 2025 13:09:08 GMT

6 Keys to Authentic DEI: Avoiding the Pitfalls of Diversity Tokenism

Diversity tokenism occurs when a company adds people from different backgrounds to look inclusive without empowering them or supporting this practice. This approach often leaves employees feeling only there to “check a box,” which can breed frustration, isolation and distrust.

When you prioritize authentic diversity, equity and inclusion (DEI), your team gains fresh perspectives, innovation flourishes and employee satisfaction grow. Plus, creating a space that champions this advocacy boosts your reputation as an employer of choice, attracting top talent and strengthening loyalty.

What Is Diversity Tokenism?

Diversity tokenism occurs when you include people from underrepresented backgrounds just to look diverse without providing real support or growth opportunities for these individuals. It’s a surface-level approach that misses true inclusion, even though fairness matters deeply to your team. In fact, 88% of U.S. workers believe fairness is crucial in their workplace.

This approach harms individuals by making them feel undervalued and isolated, leading to low morale and a lack of belonging. For your company culture, tokenism fuels distrust, disengagement and a divided workforce. Embracing authentic diversity, however, fosters trust, innovation and a positive environment that benefits everyone.

Recognizing Tokenism vs. Genuine Inclusion

Knowing the difference between real inclusion and tokenism is important if you're trying to build a diverse workplace. Tokenistic practices often show up when you hire one person from a marginalized group just to “check the box,” without giving them real influence, support or growth opportunities. You might see it in companies that post about diversity online but have no representation in leadership or no inclusive policies.

On the other hand, truly inclusive environments go beyond appearances — they prioritize equity, psychological safety and accountability. They ensure diverse voices are heard at every level, provide mentorship, create safe spaces for feedback and invest in ongoing DEI training.

Why does this matter? Because today’s customers are paying attention. In fact, 84% of consumers say a company's experience is just as important as its products or services. If your team doesn’t feel valued and represented, your customers will notice too.

5 Tips for Creating an Authentically Diverse Environment

Creating an authentically diverse environment builds a workplace where everyone feels valued and empowered. These five tips will help you go beyond tokenism to foster a culture of genuine inclusion and respect.

1. Develop a Comprehensive DEI Strategy

Thoroughly assess your current practices to understand where your organization stands on diversity and inclusion. Set measurable goals and key performance indicators (KPI) aligned with your vision or an authentically diverse workplace so you can track real progress over time. Involve diverse voices in strategy development to ensure your initiatives genuinely reflect the needs and perspectives of all team members.

2. Foster Inclusive Leadership

Offer training on unconscious bias and inclusive behavior so your leaders understand how their actions impact team culture and dynamics. Holding leaders accountable for DEI initiatives is crucial, so ensure diversity goals are part of their performance metrics and regular evaluations. Mentorship and sponsorship programs are another strategy because they allow everyone to advance in their careers and feel supported in their growth.

3. Recognize and Respect Diverse Belief Systems

A manager may make the mistake of trying to tailor their approach to a specific demographic, researching how to appeal to a homogenous group of people. However, doing so perpetuates ongoing stereotypes about these groups and limits the ability to truly connect with the individual. It’s important to get to know and respect individuals for their own beliefs and ethics, versus assuming homogeneity in beliefs based on demographics.

4. Implement Unbiased Hiring and Promotion Practices

Use blind resume screening techniques to zero in on skills and experience, keeping any bias from the hiring process. Diversify your interview panels to bring fresh perspectives and improve the quality of candidate evaluations. Structured interviews are also a great way to boost reliability and validity in assessments as they create a fair process that builds trust with candidates. When promoting, establish clear, merit-based criteria, so your team knows what it takes to grow within your organization.

5. Create Safe Spaces for Open Dialogue

Create Employee Resource Groups (ERGs) to give your team a safe space to connect, share experiences and advocate for positive change. Conduct regular listening sessions and surveys to stay in tune with your employees; feelings and identify areas where you can improve. It’s also crucial to encourage and protect whistleblowing on DEI issues. It empowers team members to voice concerns without fear.

6. Integrate DEI Into Company Culture

Integrate DEI principles into your company values and mission statements to show that equity and inclusion are core priorities. Celebrate diversity through events and recognition programs highlighting your team's unique backgrounds and contributions. Keep DEI education and training ongoing for everyone, as 53% of employees who've participated in these programs found them very or somewhat helpful.

Building a Lasting Culture of Inclusion and Growth

Authentic diversity and inclusion bring long-term benefits like stronger team morale, enhanced innovation and a more resilient company culture. HR professionals have the power to lead the charge — take the first steps to build a workplace where every voice truly matters.

Protecting Disability Rights in the Face of DEIA Budget Constraints

Fri, 21 Mar 2025 13:31:55 GMT

Protecting Disability Rights in the Face of DEIA Budget Constraints

Recent budget cuts to diversity, equity, inclusion and accessibility (DEIA) programs mean leaders are left to figure out how to move forward with their initiatives in new, creative ways. Most businesses want a diverse workforce made up of individuals from all walks of life, as it brings a strong company culture and provides the ability to pivot in any situation and find a solution.

However, adding programs costs money, and smaller brands may not have the funds to move forward. Consider these ways to protect workers’ rights in the face of budget constraints.

What Obstacles Do Companies Face in Protecting Disability Rights?

In addition to the challenges, you already face in protecting disability rights, like ingrained attitudes and organizational policies, recent economic and policy shifts may add even more. President Trump signed an executive order on January 22 to slash government-funded DEIA budgets. Companies already financially struggling may take the move as a signal to end private programs.

Most organizations want to be fair and have a mix of employees from all backgrounds and abilities, but the cost of a focused effort may be too much to bear for smaller firms.

Does DEIA Protect People with Disabilities?

Although DEIA programs include workers with disabilities, companies can sometimes fail to focus on the aspect as much as diversity, equality and inclusion. Another thing that might hold businesses back is that not all conditions are apparent at first glance. Things such as mental illness can take a toll on a worker without reasonable accommodations.

What can management do to ensure everyone feels part of the company culture? A few minor changes can make a job more accessible for people with disabilities and allow them to thrive in the workplace.

What Can Companies Do to Improve Diversity and Inclusion for People With Disabilities?

Paying attention to the details that make your building and policies more accessible and inclusive creates a welcoming atmosphere for all abilities within your organization.

Redefine Disability

Spend time going over your policies regarding accommodations. Does anything need to be tweaked? It's wise to include someone with a disability on the team who reviews current policies and suggests changes.

How do you handle conditions that are more complex to identify, such as mental illness or chronic pain? Almost 50% of Americans receive a diagnosis of mental illness by 18, and around 25% will endure serious impairment as a result. In adulthood, those with unseen disabilities may feel overlooked and out of touch. Finding ways to include them and show you care can reduce stress.

Tap Into Inexpensive Training Resources

The costs of educating human resources (HR), leadership and employees can add up. Fortunately, many educational institutions offer free programs for anyone interested in embracing DEIA in the workplace. Additionally, many online platforms offer courses focusing on disability rights and inclusion strategies, which often include certifications that can enhance staff’s professional development without straining your budget.

Further, consider reaching out to local advocacy organizations that specialize in disability rights. They may offer workshops or training at little to no cost, providing valuable insights and practical tools to foster a more inclusive environment, even without specific DEIA measures in place.

Seek to Reward Unseen Efforts

Use ongoing meetings as recognition ceremonies. Handing out rewards is great for overall morale and makes them feel valued. Unfortunately, many employees contribute effort behind the scenes and may feel overlooked when flashier jobs get all the praise.

Make sure you brainstorm with all the people behind a successful project. Those who create the materials to drive the profitable marketing campaign are equally as important as the person in front of the camera or head of the department.

Communicate With Employees

If you've hired a diverse crew, one of the best ways to ensure you're protecting disability rights and serving the needs of your workers is to have a conversation with them. When you choose who to talk to, remember there are numerous types of conditions. Talking to the person in the wheelchair might seem an obvious choice, and one you should look at, but the staff member struggling with anxiety can be just as crucial to your input.

Once you have an idea of the problems each employee faces, create teams to brainstorm how to solve them. Some solutions could be as easy as installing more wheelchair-accessible ramps, while others will demand complex solutions to put the worker at ease and ensure they can do their job without fear of repercussions.

Your Brand’s Diversity Reputation

If you want your company to be known for inclusivity, you should do more than go down a checklist of items to cover. Instead, think through every policy and how it might impact each staff member individually. Talk to those you worry might be affected negatively and brainstorm solutions. By prioritizing inclusion for all people in your employ, you'll create a team of loyal workers and develop a reputation for being fair-minded and accommodating.

Inclusive or Isolating? Evaluating the Impact of Your DEIA Efforts on Employees With Disabilities

Thu, 20 Mar 2025 13:57:28 GMT

Inclusive or Isolating? Evaluating the Impact of Your DEIA Efforts on Employees With Disabilities

Thoughtful Diversity, Equity, Inclusion, and Accessibility (DEIA) efforts can remove societal barriers, reduce stigma and help affected parties feel empowered and visible rather than frustrated and overlooked.

As someone tasked with implementing and improving these inclusion efforts, how can you track what’s going well and identify problems that may cause unintended consequences — such as isolation — for employees with disabilities?

How DEIA Efforts Can Inadvertently Isolate Employees

While most businesses implement DEIA efforts with the goal of truly benefiting employees, these efforts can inadvertently lead to isolation or alienation for workers with disabilities. Some ways that DEIA efforts can backfire include:

One-size-fits-all solutions: Implementing standardized accommodations without considering individual needs can make employees feel overlooked. A generic set of resources might not address specific challenges an individual faces, or might perpetuate stereotypes about the disability, which in turn can lead to feelings of frustration and exclusion.
Tokenism: When DEIA efforts focus on meeting diversity quotas or showcasing diversity for PR purposes, employees with disabilities may feel like they are being used as tokens rather than valued team members.
Lack of input: If DEIA initiatives are implemented without genuine engagement and input from employees with disabilities who are directly affected, the efforts may miss the mark, and employees may feel that their voices are not heard or valued.
Overemphasis on differences: While its important to acknowledge and celebrate diversity, an overemphasis on differences can sometimes lead to segregation. Creating separate programs or spaces for employees with disabilities without integrating them into the broader organizational culture can reinforce a sense of "otherness."
Failure to truly address systemic barriers: DEIA efforts that focus solely on surface-level changes without addressing systemic barriers can leave employees with disabilities to continue dealing with challenges in fully participating in the workplace.

How to Evaluate DEIA Efforts for True Inclusion

So how can businesses truly support inclusion for all employees? The following are several tips for creating successful DEIA initiatives that don’t come across as demeaning or isolating for employees.

1. Track and Publish Relevant Data

Tracking data and making it available for review is an excellent starting point for truly inclusive DEIA efforts because it allows people to rely on hard facts rather than assumptions and guesswork. Some organizational leaders may believe their organizations excel at supporting workers with disabilities, but the data could tell a different story.

Consider tracking key performance indicators such as:

How well the organization hires and retains employees with disabilities.
Whether those parties feel comfortable speaking about their experiences.
If people with disabilities participate in career development programs.
How successfully employees with disabilities achieve workplace goals.
Whether accommodations help workers perform at their best.

Anonymous surveys can help you gauge many of these things. However, you should also be supportive of self-disclosure so that employees understand they can come to you with both wins and concerns.

A 2024 study revealed a median self-identification rate of just 5% for new hires mentioning their disabilities. Implementing a voluntary and confidential disclosure process could give you a more accurate picture of workplace experiences for employees with disabilities. The same research indicated that 45% of companies now publish diversity reports containing disability data. That’s a significant improvement from 2023, when only 24% of respondents indicated they published such reports.

2. Rely on Lived Experiences While Making Accommodations

The daily challenges faced by people with disabilities vary greatly depending on their circumstances. However, one crucial thing you can do is listen to those directly affected to understand which accommodations will help them most.

Sometimes, working through an employee’s accommodation requests is all about collaborating to see which solutions would work best for them based on factors like workplace layout and specific employee duties.

In 2024, the Department of Labor made it easier for employers and other interested parties to get feasible accommodation ideas by providing a list of options that worked well in the past. The resource contains more than 700 accommodation ideas that employees and their employers can use.

A 2024 study by Deloitte indicated that working from home is more accessible for 48% of employees with disabilities. However, only 9% reported they were permitted to work from home every day despite the numerous benefits.

Fifty-seven percent of respondents said it is easier for them to get work done in their homes, while 55% said working from their residences reduces health threats. Such arrangements can also facilitate access to necessary care, as 46% of those polled mentioned.

3. Review Any Negative Impacts or Shortcomings

Your organization should also assess documented instances of failures to abide by relevant laws.

For example, a business could begin by examining any documented cases where the company did not meet Americans with Disabilities Act (ADA) compliance. Businesses that fall short of ADA laws and regulations may get fined up to $75,000 for their first offenses, with the amount rising to $150,000 for future violations. Responsible business leaders should treat these first infractions as a wake-up call by reviewing documentation of the fines and what was done to better adhere to guidelines in the future.

Some of the negative impacts of noncompliance are less obvious than steep fines, though. Your company’s messaging can either reassure employees with disabilities that their lives and experiences are valued or cause them to feel more isolated.

Examine corporate messaging and how it reflects impacted parties. Sometimes, small changes can make a big difference. Referring to someone as “a wheelchair user” rather than someone “confined to a wheelchair” is an example of empowering language. Your company’s communications showcase its overall values. Whether creating a press release, social media post or other piece of distributed information, the language should ideally reflect people of all abilities.

Give employees a channel to express concerns over instances of noninclusive language, physical barriers or other problems. This feedback can highlight areas the business should focus on to create positive impacts for those with disabilities.

4. Determine Whether Accessibility Is Part of the Culture

Those responsible for creating and upholding accessible and inclusive work environments should also consider the extent to which accessibility is a cultural norm for the company. People with disabilities are more likely to have smoother, supportive experiences if they can seamlessly integrate into the workplace with as little friction as possible.

Estimates indicate approximately 1.3 billion people worldwid e have significant disabilities. People who design mobile apps and other products with large target audiences understand the importance of including inclusive characteristics and features — such as keyboard- and gesture- based navigation, legible fonts and logical navigation patterns — which make experiences more enjoyable for everyone.

Similarly, an inclusive culture makes workplaces more nurturing by allowing people with disabilities to be their authentic selves. Take a top-down approach by ensuring the company’s leadership is fully on board with making accessibility improvements and investments. Additionally, training programs can help people develop empathy and negate stereotypes.

Inclusion Is a Long-Term Commitment

As you evaluate the impact of current DEIA efforts and planned enhancements, adopt the right perspective by remembering to treat the work as a priority rather than a box-checking exercise. Acknowledging that your workplace may have room for improvement is the first component to making progress.

Stop Being Reactive; Get More Creative & Strategic About Diversity Work (Part I)

Fri, 14 Feb 2025 17:20:34 GMT

Stop Being Reactive; Get More Creative & Strategic About Diversity Work (Part I)

Kendrick Lamar's SuperBowl performance was ingenious. From culturally relevant music to subtle and not-so-subtle messages, he made an impact on the world's biggest stage. Until people began talking about it, I was oblivious to the indirect messages. For example, I did not remember Serena Williams doing the Crip walk at Wimbleton in 2012, and all of the backlash she received. I totally missed the cue that Samuel L. Jackson was "Uncle Sam," similar to his Django Unchained character. Uncle Sam, as a older Black man asked, "Don't you know how to play the game?" as if to make sure that Kendrick Lamar, a younger Black man, knew how to play the game of making Whites feel comfortable by code switching, compromising, and disassociating from Black culture. I also did not understand the imagery behind the dancers forming a divided American flag with a Black man, Kendrick Lamar, in the center of the division. Beyond a few songs, Kendrick Lamar orchestrated a loaded but brilliant performance.

As we reflect on what's next for the Diversity, Equity, Inclusion, and Accessibility industry, it is imperative that we understand what's really happening and apply a lens of creativity to our strategy. Currently, we are too reactive and there is a segment of the population who's energized by our shocked and angry reactions. Further, the opposition's playbook is rooted in a skewed or inaccurate version of history; there is no vision for the future. The anti-DEIA movement is designed to overwhelm us with chaos, confusion, and misinformation, as well as to sow division between each identity group. Need examples?

The SCOTUS Affirmative Action decision used Asian-Americans to make the case for discrimination in College Admissions with Black and Latino students only. Anti-DEIA messaging stretches this decision to say that SCOTUS rendered all Diversity efforts illegal . That's not true.
The "mass deportation" efforts that use camera crews to scare immigrants, although the current rate of deportations will be lower than Joe Biden's 2024 numbers. Why are legal immigrants cheering on deportation? For some of these Americans, an outsider is an outsider, regardless of your legal status.
The "Department of Labor" statistic that only 4% of Blacks benefited from DEIA programs. As a result, Blacks were fuming at White women and angry at the DEIA myth.

I tried to track down this so-called "Department of Labor" data and the only thing that I could find was a 1995 statistic pertaining to Affirmative Action , which is different from DEIA. The 4% number sounded alot like the data in Figure A, that has been debunked by Diversity experts. As you can see, the 76% number has been repeated in this recent "Department of Labor" statitistic as the percentage of White women that have benefited from DEIA. It's also interesting that the title changed from 'Chief Diversity Officer Statistics by Race' to Here's Who Benefited Most from DEIA. The reason Figure A was debunked is because we don't know how this data was gathered; whether companies who did not have a Chief Diversity Officer simply named their HR Officer as the Inclusion lead; whether this data is regional, national, or international; how many companies participated in this survey; what is the timeframe or date for the data or data collection; why Affirmative Action labels (race and gender) were the only data sets collected for DEIA; or can this data be corroborated by other studies?

FIGURE A. DEBUNKED DIVERSITY DATA

Let's be careful NOT to go down the rabbit hole with the divisive data, or misinformation, that could be disseminated over the next few years. We need to ask logical questions about the reliability and veracity of the studies. For example, the North Carolina Department of Labor decided to dismantle their Diversity work based on a sloppy study that was published by Rutgers University.

In respect to sustaining our work, there are certain questions we must ask:

How do we get out of politics and go beyond the business case? Currently, we HOPE every 4-8 years, Diversity work will have a different trajectory. Hope is not enough. So long as Diversity is on the ballot, we are placing our hands in a volatile movement that seeks to retain power in the hands of a few. The same thing with the business case-- CEO's, University Presidents, Nonprofit Executive Directors, Boards, and Shareholders have the power to determine whether Diversity comes or goes. Once again, the impetus for Diversity can shift with changes in leadership.
How can we ensure Diversity, Equity, Inclusion, and Accessibility becomes the human-centered element that balances global technological advancements? In a knowledge economy, user experiences are king. Diversity presents a global opportunity to capitalize on understanding user nuances; managing and collecting data that leads to better insights; ensuring that systems are accessible; and delivering safe, truthful, and transparent outputs that result in fair outcomes. Presenting Diversity from this vantage-point can empower our efforts to recruit and engage the next generation of leaders.
How do we consistently tell the stories about our impact? It's amazing that so many people still do not know what we do or understand what Diversity is. One thing is for certain, for the first time, people are finally hearing about the terrific work that Diversity, Equity, Inclusion, and Accessibility leaders perform. But it's too late. We're telling these stories as companies/government agencies lay off workers! Who knew that we did all of these meaningful things? Most folks simply listened to anti-DEIA talking points, which neither explained what Diversity is, nor contributed to a dialogue about how it benefits average every-day people.
Where do we go from here? There are countless articles saying: DEIA is dead. It is not. Even the NY Post concedes that the anti-DEIA camp can't stop Diversity. Nevertheless, our intent is not simply to keep it going; we want it to thrive. Diversity is the future; it does not center the past. From the demographics and removing barriers to problem solving and innovation, organizations function best when they value inclusive excellence in the workplace and marketplace. Our work must also address how to engage those who felt left behind in our Post-George Floyd push, as well as ensure that different groups can acknowledge their uniqueness while moving forward in unity.

Notice that the anti-DEIA needle continues to shift. It went from DEI must die and DEI is dead, to everyone's quitting DEI and DEI is responsible for every disaster. While the anti-DEIA narrative is becoming more tactical, we must address the long-term implications of our work and the means by which we will achieve our goals. This is strategic. To focus on strategy means that we are going to be intentional about:

FIGURE B: ACHIEVING LIBERATION IN EMPLOYMENT, EDUCATION & ENTREPRENEURSHIP

Removing the props and barriers that prevent true equality and full inclusion (see Figure B); ensuring that everyone is given a fair opportunity;
Continuing to integrate and align Diversity, Equity, Inclusion, and Accessibility throughout organizations, systems, and policies;
Preparing our organizations for a future where intersectionality, or overlapping identities, will be more important to one's experiences than their race or gender alone;
Acquiring better data and insights about changing Behaviors, Expectations, Attitudes, and Needs, as well as applying this new knowledge to all aspects of the business including marketing, technology, research & development, talent management, customer service, investor relations, etc.; and
Measuring how Diversity impacts business performance and the bottom line using data analytics. This includes influencing reductions in discrimination, harassment, and retaliation; improving end-to-end experiences for workers and customers; designing fairness initiatives (such as fair pay, flexible work, paid time off, etc.); and prioritizing accessibility.

In the words of Kendrick Lamar, "The revolution 'bout to be televised, you picked the right time but the wrong guy." Get more creative-- we're the right people and this is the best time.

"Stop Being Reactive" is Part I of a series. Make sure you read what's next for the Diversity industry.

To Solve a Tough Problem, Change How You Define It

Tue, 11 Feb 2025 15:34:40 GMT

To Solve a Tough Problem, Change How You Define It

To Solve a Tough Problem, Change How You Define It

Diversity goes beyond polarizing concepts such as Black/White, Male/Female, or Gay/Straight. This outdated approach excludes individuals who do not fit neatly into these categories, and the language itself can be divisive in a Knowledge + Experience economy. Today, people identify as unique individuals with intersectional identities, adding layers to their behaviors, expectations, attitudes, and needs. Forward-thinking organizations are addressing this evolving business reality by redefining Diversity and applying the next generation of management skills.

The Competitive Edge of DEIA

In today's competitive landscape, elevating Diversity, Equity, Inclusion, and Accessibility (DEIA) in the workplace is a strategic advantage. Companies that fail to embrace DEIA effectively risk alienating talent, customers, and stakeholders. However, those who implement it thoughtfully stand to gain innovation, engagement, and sustainable success. The difference between success and failure lies in the ability to shift perspectives, redefine challenges, and implement human-centered solutions.

Transforming Challenges into Opportunities

For over 15 years, the Institute for Diversity Certification (IDC) has been at the forefront of DEIA transformation. By fine-tuning research-based materials, global case studies, and high-end technology, IDC helps organizations use DEIA strategies to increase profitability, reduce risks, and achieve organizational goals.

IDC empowers individuals and organizations to unlock the untapped potential of diverse talent while enhancing experiences for all stakeholders. Our groundbreaking programs equip professionals with the knowledge, tools, and strategies to create inclusive environments that foster respect, engagement, and real value.

Moving Beyond Divisiveness to Innovation

It is time to move beyond outdated narratives and embrace diversity in its full complexity. Say goodbye to divisiveness and barriers to effectiveness—say hello to big ideas, human-centered solutions, and transformative leadership.

IDC inspires innovative leaders to reshape workplace cultures, design accessible spaces, and implement fair practices that drive results. Whether you are an individual professional or an organization ready to take DEIA to the next level, IDC provides the expertise to support your journey.

Yes, Diversity Does Increase Competition

Thu, 06 Feb 2025 14:59:20 GMT

Yes, Diversity Does Increase Competition

Instead of lulling employees into complacency with imaginary thoughts that they are automatically better than other workers because "they're not Black," employers must continuously encourage all individuals to upskill, reskill, and cross-skill.

Inspiring excellence in a knowledge economy is challenging work—especially when an anti-Black narrative exacerbates existing stereotypes and biases. In this era, some people are saying the quiet racist part out loud, but that doesn’t make it true.

Merit occurs when there are high standards, written expectations (i.e., job descriptions), regular performance reviews, increased/improved outputs, and competitive stakes. You can't call it "merit" if people are fearful of competing to be the best. Further, winning in "merit" does not entail disparaging the competition simply because of how they look.

Diversity in the workplace fosters innovation, creativity, and competition. When people from different backgrounds bring varied experiences and perspectives, it pushes everyone to perform at a higher level. True inclusion means setting the stage for fair and open competition, where skills, expertise, and contributions—not biased perceptions—determine success.

Do the hard work—encourage excellence with lifelong learning and unfettered competition. Equip managers to give honest feedback instead of letting employees make up stories in their heads. Let the best person win based on their merit, not on outdated prejudices or fabricated superiority.

Companies that embrace this mindset will not only build stronger teams but will also drive greater success in a dynamic and evolving marketplace. It’s time to redefine workplace excellence and commit to fair, competitive environments where diversity is not just a buzzword but a catalyst for progress.

Strategic Resilience: How to Advocate Effectively Without Burnout

Wed, 05 Feb 2025 15:04:27 GMT

Strategic Resilience: How to Advocate Effectively Without Burnout

Oppressive forces thrive on emotional exhaustion. They count on your anger, your overwhelm, and your rapid emotional depletion. Without intentional self-care and boundary-setting, they can wear you down.

The reality is simple: Do not be surprised when systemic inequities persist. These patterns are predictable and well-documented. The key to countering them is not constant outrage—it is preparedness and strategic action.

How to Advocate Effectively:

Stay Informed – Understand historical patterns, rhetoric, and methods. Knowledge is power.
Anticipate Challenges – Recognizing common tactics allows you to be proactive rather than reactive.
Protect Your Well-Being – Set firm boundaries to prevent burnout and maintain the stamina needed for long-term change.
Focus on Impactful Actions – Channel your energy into initiatives that create measurable progress.
Build and Support Community – Strengthen networks of advocacy and allyship to maintain resilience.

Your passion is valuable, but sustained strategy is what leads to meaningful progress . Instead of letting external forces dictate your emotional state, take control of the movement on your own terms.

The D&I Tip of the Day is courtesy of Aubrey Blanche-Sarellano.

The Importance of Critical Thinking in DEIA Conversations

Tue, 04 Feb 2025 20:37:34 GMT

The Importance of Critical Thinking in DEIA Conversations

In today’s digital world, misinformation spreads faster than ever, and the Diversity, Equity, Inclusion, and Accessibility (DEIA) space is not immune. While you may have good intentions when sharing information online, it is crucial to be cautious about circulating unverified or misleading data. A recent narrative claims that it is acceptable to cancel DEIA because White women have been the primary beneficiaries. Let’s take a moment to think critically about this claim:

Have White women benefited from diversity initiatives?
Weren’t they supposed to benefit?
Who else has benefited from DEIA interventions?
What is the purpose of presenting this data now?

Misinformation and Its Impact

Two years ago, a statistic circulated online suggesting that over 70% of Chief Diversity Officers were White, while only about 4% of DEIA leaders were Black. However, this data was widely debunked by DEIA industry experts. Here’s why:

The data lacked credibility – The source was unknown, unverified, and unreliable. There was no transparency regarding the methodology, sample size, or demographic breakdown.
Ambiguous job titles – It was unclear whether the term “Chief Diversity Officer” was implicit or explicit in the dataset.
Divisive propaganda – The statistic seemed to serve as a tool to create division in the DEIA industry along racial and ethnic lines.
Repetition of misleading figures – Notice how the 4% statistic has resurfaced, attached to a different but similarly misleading claim.

The Danger of Spreading Misinformation

It is essential to scrutinize the sources of information before resharing. Even if a statistic comes from a seemingly reputable entity, such as the U.S. government, we must evaluate its accuracy and context.

For example, consider these common misinformation trends:

Claims that Supplier Diversity, Gender Diversity, and Disability Inclusion are not part of DEIA work. ( False – they are integral to DEIA.)
Assertions that Civil Rights laws originated from DEIA efforts . ( False – DEIA work stems from Civil Rights legislation, not the other way around.)

The Anti-DEIA Strategy: Sowing Confusion

Bad actors have a vested interest in undermining DEIA efforts by fostering chaos and misinformation. Their strategy is to overwhelm us with conflicting narratives, making it difficult to discern fact from fiction. Let’s not contribute to this confusion by blindly sharing content that has not been verified.

Moving Forward Thoughtfully

As advocates for diversity, we must be intentional in how we engage with and share information online. Here are some best practices:

Verify the source before posting any statistic or claim.
Examine the intent behind the data – Is it meant to inform or to divide?
Think critically about how your engagement can shape public perception of DEIA work.
Uplift truth by sharing accurate, well-researched, and contextualized information.

It’s okay to slow down and take the time to fact-check before engaging in discussions. Controlling the narrative means ensuring it is rooted in truth, not reactionary misinformation. Let’s be responsible stewards of DEIA work and protect its integrity by prioritizing accuracy and thoughtful discourse.

Navigating Uncertainty: IDC's Commitment to DEIA

Wed, 29 Jan 2025 20:55:02 GMT

Navigating Uncertainty: IDC's Commitment to DEIA

At IDC, we recognize the fear and anxiety that many of you may be experiencing during this time. We empathize with those who have lost their jobs and deeply appreciate those who continue to advocate for diversity, equity, inclusion, and accessibility (DEIA). While we anticipated some of these challenges, the emotions of sadness, turmoil, shock, and disappointment remain profound.

Recently, we have been asked to share our perspective on President Trump's executive orders and the layoffs affecting federal government employees. We want to reassure you that:

DEIA Is Not Illegal – There are no court rulings, legislative actions, or policies that render the practice of DEIA unlawful or discriminatory.
Freedom of Speech Still Stands – Under the U.S. Constitution, the government cannot censor or restrict individual expression. You have the right to voice your thoughts, advocate for change, and continue this important work.
IDC Remains Strong – IDC is not closing, nor will we stop using the terms Diversity, Equity, Inclusion, and Accessibility. We are steadfast in our mission to advance professional standards in DEIA, ensuring that the Chief Diversity Officer (CDO) role is institutionally recognized as a strategic and vital position. Our globally recognized CDP® and CDE® credentials remain in demand, supporting multinational organizations across more than 30 countries.

The Importance of Strategy and Compliance

Over a year ago, a Designee suggested we shift from calling our program "DEIA certification" to emphasizing our CDP® and CDE® credentials. This distinction is crucial, especially as the current administration targets educational institutions that promote DEIA and possess significant endowment funds.

Now, more than ever, it is imperative to maintain a clear and purposeful mindset. Ensure that your DEIA initiatives are compliant and beyond reproach. Avoid overcompensating in response to policy changes but also remain vigilant. Do not second-guess your expertise—you are in this role for a reason, and your knowledge and experience are invaluable.

Exploring New Opportunities

If you are facing job insecurity, consider exploring new career paths that align with your values and skill sets, including:

Teaching and academia
Public service and running for office
Entrepreneurship in STEAM fields (Science, Technology, Engineering, Digital Arts, and Math)
Artificial Intelligence and technology sectors
Digital influence and media advocacy
Law, medicine, and policy development

Key Legal Insights from "Equity Under Fire"

IDC remains committed to equipping you with strategies to navigate these uncertain times. Below are ten critical takeaways from a recent Diversity Roundtable of Central Indiana discussion led by legal expert Doneisha Posey:

Distinguish between ethical considerations and legal requirements.
Regularly review and clearly communicate policy updates.
Ensure DEIA efforts emphasize Merit, Excellence, and Intelligence (MEI).
Prepare for potential litigation—opponents are scrutinizing DEIA programs.
Design race-neutral initiatives while maintaining inclusive principles.
Leverage data and metrics to support your DEIA strategies.
Strengthen collaboration between legal, DEI, and HR teams.
Invest in cultural competency training.
Stay adaptable in the evolving DEIA landscape.
Proactively plan and stay five steps ahead.
Prioritizing Mental Well-Being

We recognize the emotional toll that these challenges bring. If you need to take a step back, prioritize rest and mental wellness. This journey may be long, but resilience and strategic action will ensure that DEIA remains an integral part of our professional and societal framework.

Stay focused. Stay prepared. And most importantly, stay committed to the mission. The best way to overcome fear and anxiety is to plan, prepare, and take meaningful action.

In solidarity,

Leah Smiley, Derwin Smiley, Dr. Delmar Lee, and the entire IDC Team

When the Weight Feels Too Heavy: Navigating DEI Leadership Amid Uncertainty

Mon, 27 Jan 2025 16:39:26 GMT

When the Weight Feels Too Heavy: Navigating DEI Leadership Amid Uncertainty

The world of Diversity, Equity, and Inclusion (DEI) work is often challenging, rewarding, and deeply personal. When external factors, like societal tensions or political climates such as those during the Trump administration, amplify the weight, it can feel overwhelming. The responsibility to drive meaningful change, combined with the broader issues facing the world, can make it seem like the weight of the world is on your back.

Here’s how to keep pushing forward, even when the load feels too heavy:

1. Reconnect with Your "Why"

Your "why" is your anchor. Why did you start this work? What impact are you striving to create?

Reflect on your initial motivations and the lives you’ve already impacted.
Celebrate small wins—each one contributes to a larger wave of change.

2. Create a Support Network

DEI work is not meant to be done alone.

Build relationships with like-minded professionals who understand the challenges.
Engage with Communities of Practice or join forums where you can share ideas, vent frustrations, and find encouragement.
Lean on trusted colleagues, mentors, or friends who can offer advice or a listening ear.

3. Set Boundaries to Avoid Burnout

Your well-being is critical to sustaining the work.

Learn to say no when your plate is too full.
Carve out time for rest and recovery—schedule self-care as non-negotiable.
Delegate tasks where possible and trust others to share the load.

4. Stay Informed, but Don’t Overload

While it’s important to understand political and social developments, constant exposure to negativity can drain your energy.

Schedule specific times to consume news, and then step away.
Focus on credible sources and actionable insights rather than sensationalized narratives.

5. Focus on What You Can Control

The enormity of systemic change can feel daunting, but change starts with small, actionable steps.

Identify areas where you can make the most immediate impact.
Develop tangible goals and celebrate milestones along the way.
Remember, progress—even incremental—is still progress.

6. Ground Yourself in the Present

When the weight feels unbearable, ground yourself in the here and now.

Practice mindfulness techniques such as deep breathing or meditation.
Take a walk, spend time in nature, or engage in a hobby you love.
Remind yourself that challenges are temporary, but your work leaves a lasting legacy.

7. Lean Into Hope and Resilience

DEI work is inherently about creating hope for a better future.

Reflect on the resilience of marginalized communities who have fought for equity before you.
Visualize the future you’re helping to create—a workplace and world where equity and inclusion thrive.

8. Keep Learning and Growing

Challenges often present opportunities for growth.

Take courses, attend workshops, or read books that reignite your passion and sharpen your skills.
Collaborate with others to explore innovative strategies to overcome barriers.

9. Celebrate the Collective Impact

You are not alone in this journey.

Recognize the collective power of DEI advocates worldwide.
Focus on the ripple effect—every step you take contributes to a larger movement for change.

10. Remind Yourself: You’re Human, Too

You cannot pour from an empty cup.

Acknowledge that it’s okay to feel tired, frustrated, or even defeated at times.
Seek professional support, such as therapy or coaching, if the weight feels too heavy to bear alone.

Conclusion

The road to equity is neither straight nor easy. The weight you carry is a testament to your courage, passion, and commitment to justice. While the challenges of DEI work and the broader world can feel overwhelming, remember that your efforts matter.

Take it one step at a time. Lean into your community. Focus on your impact. And most importantly, know that you are never alone in this fight. Together, we will continue to push forward and create a brighter, more inclusive future.

6 DEI Resolutions to Commit Your Company to in the New Year

Wed, 22 Jan 2025 16:48:33 GMT

6 DEI Resolutions to Commit Your Company to in the New Year

As businesses enter 2025, advancing diversity, equity and inclusion (DEI) remains crucial to fostering a thriving, innovative and supportive workplace. As a leader or executive, you must implement DEI resolutions that align with organizational values and drive real change. Here are several key ones to prioritize in the new year.

1. Prioritize DEI in Recruitment and Hiring

One of the most impactful ways to drive organizational change is through recruitment and hiring practices. To build a more diverse workforce, you should ensure that your hiring process is free from bias. Research shows that organizations with more diverse workforces are 35% more likely to have financial returns above their competitors.

However, inclusive recruitment is about more than meeting diversity quotas. It ensures that every candidate, regardless of background, has an equal opportunity to succeed. This starts with eliminating biases from job descriptions, interview processes and the hiring pipeline. It also includes broadening your recruitment efforts by sourcing candidates from various networks and educational institutions, ensuring a broader pool of diverse talent.

Resolution: In 2025, commit to reviewing and updating your recruitment policies to eliminate bias. Tasks include revising job descriptions to avoid gendered language, ensuring diverse interview panels and leveraging technology to reduce human bias in candidate selection. Also, aim for measurable diversity goals in your hiring processes.

2. Support Employee Resource Groups (ERGs)

ERGs can be powerful tools for fostering inclusion and belonging in the workplace. These groups give employees from underrepresented backgrounds a voice and a platform to advocate for their needs. They can also be instrumental in shaping DEI policies, ensuring that initiatives are grounded in employees, real experiences.

Resolution: Invest in and support your organization’s ERGs. You should provide adequate funding for these groups and provide access to leadership for mentorship and advocacy. Encourage ERGs to play an active role in shaping company policies, organizing events and offering professional development opportunities to their members. You can also offer a platform for ERGs to share their initiatives with the broader organization, promoting awareness and engagement.

3. Foster Inclusive Leadership Development

Diversity at the entry level is important, but inclusion in leadership roles is equally vital. Diverse teams show 87% better decision-making results and produce more successful business outcomes. Diverse perspectives at the top of an organization lead to more innovative ideas, better team performance and greater employee engagement.

Resolution: Create leadership development programs specifically designed to nurture diverse talent. You can include mentoring, equitable access to training and opportunities for underrepresented employees to take on high-profile projects. Building a pipeline of diverse leaders will sustain DEI efforts in the long term. This resolution is crucial for fostering long-term systemic change within your organization.

4. Measure and Hold Accountability for DEI Goals

DEI progress is not always easy to measure, but it is critical for businesses to set clear, quantifiable goals. Without measurement, DEI efforts can lack direction and impact. Without precise data, it's difficult to gauge the effectiveness of your strategies and pinpoint areas that need improvement.

Resolution: In 2025, establish clear DEI metrics to measure progress. These should include employee satisfaction surveys, retention rates for diverse employees and the representation of underrepresented groups at various organizational levels. Holding yourself and your team accountable will ensure that DEI initiatives are more than just a set of aspirations. Establishing regular reviews and transparent reporting of DEI progress will ensure that goals are met.

5. Promote Mental Health and Well-Being for All Employees

More people now than ever are focused on mental wellbeing — in fact, more than a third of a third of Americans made Americans made New Year’s resolutions to improve their mental health. DEI efforts should extend to this aspect, as it is essential to fostering an inclusive work environment. Mental health positively affects job performance , and mental health support helps all employees — especially those from underrepresented groups — feel valued and understood.

Resolution: Commit to enhancing your organization’s focus on mental health and well-being in 2025. You could offer mental health days, ensure employees have access to mental health resources and create an environment where employees feel comfortable discussing mental health challenges without fear of stigma. Promoting mental health initiatives supports DEI and increases retention and overall workplace satisfaction.

6. Commit to Ongoing DEI Education and Awareness

As DEI initiatives evolve, so should the education provided to employees. DEI education should go beyond one-time training and become a continuous, company-wide priority. Ongoing DEI education helps employees understand the nuances of diversity, fosters an inclusive culture and encourages behaviors that reflect company values.

Resolution: In the new year, commit to providing regular DEI training and resources for all employees. Cover topics like unconscious bias, cultural competence and inclusive leadership. Additionally, create space for open dialogue about DEI within the organization, encouraging employees to share their experiences and learn from each other. Interactive workshops and real-life case studies can reinforce the importance of inclusivity and equip employees with the tools to implement DEI in their day-to-day work.

A Year of Meaningful DEI Action

In 2025, business leaders must take deliberate and strategic actions to advance DEI within their organizations. By committing to inclusive recruitment practices, leadership development, continuous education, measuring progress and supporting employee well-being, businesses can create a more equitable and inclusive workplace.

The new year offers an opportunity to set meaningful DEI resolutions that can lead to long-lasting change. It’s time to take action — your employees, customers and business will thank you for it.

Honoring Dr. Martin Luther King Jr.: A Legacy of Equity, Justice, and Inclusion

Mon, 20 Jan 2025 17:11:41 GMT

Honoring Dr. Martin Luther King Jr.: A Legacy of Equity, Justice, and Inclusion

Today, we pause to reflect on the life, vision, and enduring legacy of Dr. Martin Luther King Jr., a champion of equality, civil rights, and justice. His unwavering commitment to dismantling systemic barriers and creating a society rooted in inclusion and compassion inspires the work we do every day at the Institute for Diversity Certification (IDC)®.

Dr. King once said, “Injustice anywhere is a threat to justice everywhere.” These powerful words remind us that the pursuit of diversity, equity, inclusion, and accessibility (DEIA) is not just a professional calling—it is a moral imperative that extends to every corner of our lives.

MLK’s Impact on DEIA

Dr. King’s leadership in the civil rights movement laid the groundwork for many of the principles that guide modern DEIA efforts. His vision of a world where people are judged by the content of their character rather than the color of their skin resonates deeply with our mission to foster equitable workplaces and inclusive communities.

As DEIA professionals, we stand on the shoulders of this transformative leader, continuing his work by advocating for marginalized voices, dismantling systemic inequities, and creating spaces where everyone belongs.

How We Can Honor His Legacy

Honoring Dr. King’s legacy goes beyond remembrance; it requires action. Here are a few ways we can continue his work in our DEIA practices:

Educate and Reflect Take time to learn about the systemic barriers Dr. King fought to overcome. Reflect on how these barriers persist today and what role you can play in challenging them.
Advocate for Equity Identify inequities within your organization or community and lead efforts to address them. Speak up when you see exclusionary practices and champion policies that promote fairness and accessibility.
Foster Meaningful Dialogue Create opportunities for open and honest conversations about race, equity, and inclusion. Encourage diverse perspectives and actively listen to understand and learn from others.
Commit to Service Dr. King emphasized the importance of serving others. Volunteer, mentor, or support initiatives that uplift underrepresented communities.

Moving Forward Together

At IDC, we are committed to advancing Dr. King’s vision by empowering DEIA professionals with the tools, knowledge, and resources to drive meaningful change. Let us remember that this work is not just about compliance or checking boxes—it is about creating a world where every individual has the opportunity to thrive.

On this MLK Day, let’s recommit ourselves to the ideals of equity, inclusion, and justice. Together, we can transform Dr. King’s dream into a lasting reality.

How are you honoring Dr. King’s legacy in your work and community? Share your thoughts and initiatives in the comments below. Let’s inspire one another to lead with purpose and passion.

Celebrating Our IDC Members and Certification Candidates: Your Dedication Inspires Us!

Sat, 18 Jan 2025 16:57:19 GMT

Celebrating Our IDC Members and Certification Candidates: Your Dedication Inspires Us!

At the Institute for Diversity Certification (IDC)®, we are constantly inspired by the dedication, passion, and commitment of our members and those pursuing certification. Your efforts are shaping the future of Diversity, Equity, Inclusion, and Accessibility (DEIA), and today, we want to take a moment to celebrate YOU!

Your Commitment Drives Change

Choosing to pursue an IDC certification—whether the Certified Diversity Executive (CDE®) or Certified Diversity Professional (CDP®)—is a bold decision. It requires a deep commitment to learning, growth, and advocating for a more inclusive and equitable world. By investing in this journey, you are setting a new standard for leadership in DEIA and positively impacting organizations worldwide.

Your commitment is not only transforming your career but also contributing to the broader DEIA movement. Each step you take in this program propels you toward becoming an even stronger advocate for change. We are truly inspired by your dedication.

A Community of Leaders and Innovators

As IDC members and certification candidates, you represent a network of visionaries committed to making workplaces and communities more inclusive. Whether you’re preparing for your certification exam, participating in our webinars, or engaging in our Communities of Practice, you are part of a dynamic and supportive group of leaders.

Every insight you share, every strategy you implement, is building a better future for all. Together, we are creating a stronger, more inclusive DEIA ecosystem, and we couldn’t be more proud of the role you’re playing.

Thank You for Choosing IDC

On behalf of the entire IDC team, we want to extend our deepest gratitude for choosing IDC as your partner in this important journey. Your hard work, perseverance, and drive are what make this community so special.

To those who have already earned your certifications—congratulations! Your accomplishments are a testament to your dedication and passion for DEIA. To those of you still working toward your certification—stay inspired, stay focused, and know that we are here to support you every step of the way.

Let’s continue to push boundaries, break barriers, and create workplaces where everyone feels seen, heard, and valued.

Welcome Back to IDC: Embracing 2025 with Exciting Opportunities Ahead!

Mon, 06 Jan 2025 17:04:15 GMT

Why DEIA is More Important Than Ever in 2025

As we step into 2025, the significance of Diversity, Equity, Inclusion, and Accessibility (DEIA) continues to grow. Organizations, communities, and individuals are recognizing that DEIA is not just a set of values but a necessity for sustainable growth, innovation, and social cohesion. Here are the key reasons why DEIA is critically important in 2025:

1. Changing Workforce Demographics

The global workforce is more diverse than ever, with employees spanning various generations, cultures, and abilities. According to recent studies, organizations that embrace DEIA are better positioned to attract top talent, enhance employee engagement, and reduce turnover. In 2025, fostering an inclusive workplace is a competitive advantage that helps companies meet the expectations of a dynamic and diverse labor market.

2. Enhanced Innovation Through Diversity

Diverse teams bring varied perspectives, which lead to enhanced creativity and problem-solving. By prioritizing DEIA, organizations create environments where employees feel empowered to share ideas. This results in innovative solutions that address complex challenges, making businesses more adaptable and forward-thinking.

3. Addressing Systemic Inequities

Despite progress, systemic inequities persist across industries and communities. DEIA initiatives in 2025 aim to dismantle these barriers, ensuring equitable opportunities for all. This involves addressing issues such as pay equity, representation in leadership, and access to education and training for underrepresented groups.

4. Legal and Ethical Obligations

As laws and regulations surrounding DEIA evolve, organizations are held accountable for creating equitable and inclusive environments. Beyond compliance, prioritizing DEIA demonstrates a commitment to ethical business practices, strengthening trust among stakeholders, customers, and employees.

5. The Rise of Accessible Technology

Technological advancements in 2025 emphasize accessibility. From AI-driven tools that promote inclusive hiring to digital platforms designed for individuals with disabilities, technology plays a pivotal role in advancing DEIA goals. Organizations investing in accessible tech not only comply with standards but also unlock the potential of a wider audience.

6. Consumer Expectations

Consumers are increasingly supporting brands that align with their values. DEIA has become a key factor in purchasing decisions, with customers demanding transparency and accountability. Companies that authentically embed DEIA into their operations and marketing efforts build stronger, more loyal customer relationships.

7. Global Challenges Require Unified Solutions

In a world grappling with climate change, geopolitical tensions, and economic disparities, DEIA fosters collaboration and unity. By bringing diverse voices to the table, we can develop holistic solutions to global challenges, ensuring no one is left behind.

8. Mental Health and Well-Being

Inclusive workplaces contribute to better mental health outcomes. Employees who feel valued and respected experience lower stress levels and higher job satisfaction. In 2025, prioritizing DEIA is synonymous with fostering a culture of care and support.

Conclusion

DEIA is more than a buzzword; it is a strategic imperative for organizations and societies in 2025. By embedding DEIA principles into policies, practices, and everyday interactions, we pave the way for a more equitable and prosperous future. Whether you are a business leader, educator, or community member, embracing DEIA is an investment in a better tomorrow.

Book Review: The Leader's Guide to Unconscious Bias

Wed, 18 Dec 2024 15:55:35 GMT

Book Review: The Leader's Guide to Unconscious Bias

The Leader's Guide to Unconscious Bias: How to Reframe Bias, Cultivate Connection, and Create High-performance Teams is a groundbreaking exploration of unconscious bias and its profound impact on (self-) leadership, teamwork, and organizational success. This book, written by Pamela Fuller, Mark Murphy, and Anne Chow, is a practical and thought-provoking guide that equips leaders with the tools they need to combat bias, foster inclusivity, and build thriving, high-performing teams.

A Personal Note on Accessibility

Due to my dyslexia, I approached this book in a unique way by consuming it through both the audiobook and eBook simultaneously. Using a speech-to-text tool allowed me to capture and structure my thoughts as I reflected on the books content. This enhanced accessibility made the insights much more tangible and impactful for me, and I highly recommend this dual approach for anyone who processes information differently.

It's not just a book that you read or listen to—it's an interaction. It pushes you to reflect deeply on your own actions, assumptions, and the systems around you. For leaders, whether self-leaders or those managing teams, this book is a vital compass pointing toward both personal growth and organizational excellence.

The Power of Self-Leadership: Redefining Leadership

I intentionally include the term "self-leader" "alongside "leader" because leadership isn't limited to titles or traditional roles. Many people don't see themselves as leaders and may undervalue the importance of leadership skills in their growth. Self-leadership highlights the need to lead oneself—taking responsibility for actions, growth, and impact on others.

It encourages everyone to recognize their potential to influence and create change, regardless of their role. By embracing self-leadership, individuals can positively impact their environments and inspire others, expanding the meaning and reach of effective leadership.

Key Takeaways

The book provides readers with a comprehensive understanding of unconscious bias and offers actionable strategies to confront it effectively.

Here are the six major takeaways that shaped my experience:

1. Unconscious Bias in the Workplace Is a Performance Issue

Fuller and her co-authors address that bias isn't just a feel-good topic for diversity training—it's a real issue that directly impacts workplace performance. Bias influences decisions in hiring, promotions, project assignments, and team dynamics, often limiting innovation and creating inequitable environments. Addressing bias is essential for optimizing individual contributions and achieving organizational goals.

2. Everyone Has Biases

When providing training, I often encounter people thinking that I am exempt from dealing with unconscious biases, which is not the case because I am human and not a robot. That is why I appreciate the authors for addressing the fact that no one is free of biases. The book emphasizes that biases are a natural part of being human, rooted in how our brains process information. Recognizing this fact is the first step in addressing and reframing biases. Denying the existence of bias hinders progress while acknowledging it lays the groundwork for change.

3. Stay Alert for "Bias Traps"

The authors introduce the concept of "bias traps." situations that lead to biased thinking and decision-making. These traps might manifest in moments of stress, time pressure, or interactions with people who are different from ourselves. They highlight the importance of mindfulness and self-awareness to avoid these mental shortcuts and foster more thoughtful, equitable behavior.

4. Leaders Can Mitigate Bias by Nurturing Community and Connection

One of the books most impactful messages is the role of leaders in creating environments of belonging. According to Fuller, Murphy, and Chow, nurturing community and connection within teams helps reduce the prevalence of bias and encourages greater collaboration. The authors advocate for empathy and active engagement as foundational elements of leadership. Read the article: "The Power of VR: How It Can Help Unlock Empathy".

5. Be Courageous About Confronting Bias

Fighting bias requires leaders to push past their comfort zones. Courage is a recurring theme throughout the book, whether that means initiating difficult conversations, addressing inequities within their organizations, or confronting their blind spots. Without it, meaningful change isnt possible. This section resonated deeply with me, reminding me that the path to progress is often challenging but incredibly rewarding.

6. Address Bias Throughout the Employee "Talent Lifecycle"

The book takes a systemic approach to tackling bias, offering a framework for its mitigation across the entire talent lifecycle—from recruitment and onboarding to performance management and retention. This broad perspective makes it clear that combating bias isn't a one-time effort -- it's an ongoing process deeply embedded in every stage of the employee experience.

Why This Book Is Must-read

What sets The Leader's Guide to Unconscious Bias apart is its practical application. The authors avoid abstract theorizing, providing tangible tools, exercises, and real-world examples. These strategies aren't just theoretical; they're deeply actionable, empowering leaders to recognize, confront, and reduce biases within themselves and their teams.

The books emphasis on inclusion and equity is very relevant in today's rapidly changing workplace. It doesn't shy away from addressing tough topics but does so with an approachable and empathetic tone. Leaders who commit to applying the lessons within these pages will find themselves better equipped to create environments where everyone has the opportunity to thrive.

This book provides a roadmap for (self-)leaders aiming to achieve business or team goals to align those aspirations with inclusive, bias-aware practices. It challenges traditional notions of leadership, pushing us to blend connection, courage, and accountability into our daily interactions and decisions.

Bio Vivian Acquah CDE®

Vivian Acquah CDE® , is a respected DEI executive known for creating inclusive workplace environments. Her strategic approach blends analysis and practical tools to address systemic barriers to equity and equality. Passionate about DEI education, she uses innovative methods like virtual reality for immersive and transformational learning. With engaging training, she drives cultural transformation and boosts employee engagement.

Her name, which translates to "water" symbolizes her role as an extinguisher of DEI-related fires. Vivian provides tangible strategies for embracing inclusive changes, benefiting high-profile clients such as Heineken, LinkedIn, Google, Indeed, Deloitte, TIBCO, Cargill, Swift, Acrolinx, KLM, and Zalando.

Advocating for DEI Resources in Your Company's Q1 Budget Planning

Mon, 16 Dec 2024 17:23:12 GMT

Advocating for DEI Resources in Your Company's Q1 Budget Planning

Regardless of the industry, Q1 marks a crucial moment to drive significant change and cultivate a more inclusive workplace culture. The problem is that many of these initiatives cost time and money — plus, every other department also has budgetary demands. Amid tightening fiscal processes, getting an allocation can be challenging but certainly doable.

Here’s how to make your case for obtaining the resources to promote more diversity, equity and inclusion (DEI) considerations in the workplace in 2025.

Assess Your DEI Financial Needs

Advocating for DEI initiatives requires clearly understanding your current landscape and identifying areas needing investment. Begin by documenting all existing programs, including employee resource groups, mentorship and informal measures. This will form the foundation for smart budgeting rather than reactive policies.

Examine the data from audits and employee feedback to identify gaps and growth opportunities. For example, you might attract diverse candidates through recruiting, but the current training module lacks retention programs for underrepresented groups. Ultimately, a thorough DEI audit and financial assessment help develop a comprehensive budget that balances immediate and future needs.

Quantify the Business Impact of DEI

Presenting data-driven insights on the tangible benefits of DEI initiatives is a powerful tool for securing resource allocation.

Highlight statistics showing how a diverse and inclusive workplace contributes to the organization’s bottom line. For example, research shows having a mature DEI culture can improve competitiveness, with leaders reporting nearly 12% greater market share in the last year.

Data-driven justifications make your case more compelling, especially to the higher-ups, increasing the chances of your request approval.

Link DEI to Problem-Solving

Showcase how diversity fosters innovation and enhances problem-solving capabilities within the organization.

For instance, you could emphasize how being a DEI-friendly business can boost employee retention, given that 56% of employees value it in the workplace. You could also cite examples of companies that have leveraged diverse perspectives to position themselves for success in a dynamic environment.

Integrate DEI Across Business Functions

While regulation and risk reduction are critical factors in advocating for DEI resources, they should never be the sole justification for such investments. The most compelling messaging positions DEI budget needs within broader conversations around strategic priorities.

Aligning initiatives with key focus areas such as customer engagement, talent development or operational excellence is a start.

Collaborate with department heads and team leaders to identify how DEI can enhance their specific areas. For example, in talent development, showcase how training programs can equip managers to lead diverse teams effectively, driving better employee satisfaction.

Stress a Long-Term Focus

Sometimes, the board may be on the fence about your DEI resources request. Remind them about the organization’s long-term needs.

Outline the opportunity costs of failing to establish a scalable diversity and inclusion framework. These characteristics have become mainstays in the modern business landscape and are crucial to cultivating cultural intelligence.

Investing in this venture can be highly rewarding. The financial returns have been profound, with research indicating companies with an aligned culture are up to 750% more profitable than those without.

Consider the Organization’s Finances

While many companies have increased their DEI budgets in recent years, not all will be able to do so, especially amid economic uncertainties.

You want to be aware of the business’s financial situation. If management asks every department to make a 15% cut, you’d come across as tone-deaf for pitching a DEI budget increase.

Instead, go into the discussion with a well-laid-out plan to maximize current allocations and even minimize spending.

Prepare for Pushback

Anticipate potential objections when advocating for DEI resources, often due to budget constraints or perceived low priority. Prepare counterarguments demonstrating the necessity of these initiatives, highlighting how they contribute directly to business objectives.

Remain flexible and open to feedback. Where viable, explore alternative solutions, such as implementing phased funding or resource reallocation to align with budgetary realities. Demonstrating adaptability and a commitment to finding mutually agreeable solutions positions your proposals in a more positive light, increasing the likelihood of securing the necessary support.

Get the Resources You Need for DEI Programs in 2025

The DEI landscape is evolving rapidly, driven by a deeper understanding of how these principles impact organizational success. As the new year approaches, leverage these practical strategies to make a solid case for your DEI initiatives. No matter the budget, careful planning can ensure your spending makes a meaningful difference and builds a workplace where everyone feels valued.

How to Make Onboarding Accessible for People with Disabilities

Mon, 02 Dec 2024 14:14:47 GMT

How to Make Onboarding Accessible for People with Disabilities

Besides teaching new employees the ropes, onboarding is also about setting the tone for inclusion and belonging.

An accessible onboarding process is more than a convenience for people with disabilities. necessity for success. As an employer, you must ensure this stage is challenge-free and welcoming for everyone.

Challenges for Employees with Disabilities

Despite constant actions toward workplace inclusivity, employees with differences still face significant challenges.

The Bureau of Labor Statistics revealed that in 2023, only 22.5% of people with disabilities were employed , compared to 65.8% for those without disabilities. This gap is primarily due to systemic barriers and a lack of accessibility in the workplace.

Physical Inaccessibility

Imagine starting a job but struggling to even get into the building.

For many employees with disabilities, this is a daily routine. Entryways without ramps, narrow doorways or inaccessible restrooms create immediate obstacles. At first sight, these minor things send an unintended but clear message: "You are not welcome here."

Communication Challenges

It is important to ensure that your onboarding materials and processes cater to different communication needs.

For someone who is hard of hearing, missing captions or interpreters for training videos can create significant barriers. Similarly, written materials that are not compatible with screen readers or lack alternative formats can frustrate people who want to learn but are unable to do so.

Insufficient Accommodations

If accommodations are not in place, the new hires can easily feel excluded and even incapable of performing their roles effectively.

Ensuring that the right tools and support are available upfront shows employees they’re respected and that the workplace is ready to include everyone.

Providing assistive tech or a quiet space for focus is a basic and not optional need.

Lack of Disability Awareness

Many people don’t mean to offend or exclude, yet the lack of disability awareness can make onboarding and further work awkward for everyone.

Basic training among employees can result in understanding and accepting new hires. That's why we should build a workspace where everyone knows how to support and understand their colleagues (with or without disabilities).

Digital Inaccessibility

Having supporting tech is only half the job. It should also work properly and be accessible to everyone.

Even though many companies use digital platforms for communication and work, these tools are often not properly optimized to accommodate people with disabilities .

Best Practices for Onboarding Employees Living with Disabilities

Here are 10+ trusted practices for creating a smoother onboarding process, especially when working with people with disabilities:

1. Provide Information about Transportation Options

Getting to work is often stressful and full of unexpected delays. People with disabilities face double challenges when traveling to work than your other employees.

Thus, consider proactively providing clear, detailed information about transportation options and accessible public transit routes with rideshare services. It would be best to have nearby parking facilities with wheelchair access and reserved parking spaces for employees with disabilities.

2. Describe the Work Location and Conditions

Share details about your office, key facilities, and essential conditions. Include information about desk setups, meeting spaces, and amenities like restrooms and kitchens.

Let people know if there are elevators, adjustable workstations, or quiet rooms. Transparency about the work location and its conditions helps employees prepare and have a positive attitude from day one.

3. Make Your Space Accessible

Have ramps, wide doorways, and restrooms accessible for various types of disabilities. It would be best to make your workspace friendly for individuals in wheelchairs and those with mobility or vision issues.

People spend most of their daytime at work. Making the space cozy with ergonomic chairs and proper lighting options will also be a gesture showing you value their presence and right to work.

4. Provide Information About the First Weeks

Share a clear schedule or overview of what employees expect during this period. People with disabilities may need extra time to adjust to the new place. That's why including information about training sessions, introductions to team members, and any planned activities will help them feel more confident and adapt quickly.

Also, let them know who to approach for help or accommodations. Providing this clarity reduces stress and gives new hires the confidence to transition smoothly.

5. Ensure Digital Accessibility

In a world where most work depends on technology, ensuring your tools, software, and website are accessible and easy to use is non-negotiable. Auditing your website for accessibility will ensure your online platforms meet the standards.

You may also want to:

Make digital documents accessible
Provide captions for videos
Ensure screen reader compatibility
Add alt text to visual content
Gather feedback and improve the systems constantly

6. Train Managers and Employees

Provide disability support training covering topics such as disability etiquette and recognizing bias . Your managers and employees should be prepared and willing to work and support their colleagues with disabilities.

Foster a culture of understanding and respect with managers who know how to discuss workplace adjustments respectfully and confidentially.

7. Ensure Easy Ways to Request Accommodations

Speaking of workplace adjustments, requesting one should never feel like a burden. Create a simple process for employees to request the support they need.

Provide clear guidelines on submitting requests, whether through a dedicated HR platform, an accessible form or a direct line to a designated contact.

Communicate this process early in the onboarding journey, ensuring employees know it’s a standard part of your workplace culture.

The first days can be challenging for employees with disabilities, so you need to provide a welcoming environment that ensures they feel empowered and integrated into the team.

8. Provide Reasonable Accommodations

Think of assistive technologies, such as screen readers, specialized keyboards or software that supports their work.

Remember that accommodating tools aren't one--all. Keep your dialogue open with the employees to understand their specific needs.

9. Show the Employee Around the Space

A personalized tour of the workplace can make a significant difference. Walk the employee through key areas, such as their workstation, meeting rooms, restrooms, break areas, and emergency exits.

If the employee uses mobility aids, ensure your routes are fully accessible.

10. Offer Support

Assign a mentor who can assist the new hires during their first days. This person should be well-prepared for the role, having received diversity and inclusion training.

Encourage the mentor to check on their mentee regularly, address any concerns, and help them settle into their new role comfortably.

11. Set Expectations Early

Communicate clearly about their job responsibilities and the result you expect from them. Provide detailed information about their role, team objectives, and how their contributions impact the organization.

Be open to questions and provide examples or resources to help clarify their duties. Use accessible formats like written summaries, visual aids or one-on-one discussions to ensure clarity.

12. Offer Multiple Ways of Communication

Provide options like emails, instant messaging, video calls with captions or face-to-face meetings. Encourage the team to be mindful of these options, promoting a culture where information is shared in various formats.

This flexibility not only supports employees with disabilities but also enhances overall team communication and collaboration.

Employees with disabilities wait for a structured plan, including accessibility support, mentorship, and clear communication channels for any concerns or questions.

13. Discuss the Needs and Preferences

Onboarding doesn't end after the first few days, so it's important to maintain a friendly and comfortable environment for your employees. Schedule follow-up meetings to revisit accommodations and discuss their initial experience.

Such conversations allow employees to share what's working and what may need additional attention.

14. Make Sure Employees Are Getting What They Need

Pay attention to how accessible your workplace remains as their responsibilities evolve. For example, ensure that captioning or interpreters are available if their role involves more meetings. By showing ongoing commitment to their success, you create an environment where employees feel empowered and supported.

15. Provide Feedback About Performance

Constructive feedback is crucial to growth, and it’s no different for employees with disabilities. Be clear, specific, and inclusive when delivering feedback. Focus on their contributions and achievements while identifying areas for improvement.

The Inside Scoop on Becoming an IDC Member: Your Path to DEIA Excellence

Wed, 27 Nov 2024 14:22:08 GMT

The Inside Scoop on Becoming an IDC Member: Your Path to DEIA Excellence

In today’s ever-evolving workplace, Diversity, Equity, Inclusion, and Accessibility (DEIA) have become more than buzzwords—they’re critical drivers of innovation, equity, and growth. If you’re ready to lead the charge in creating a more inclusive future, there’s no better partner than the Institute for Diversity Certification (IDC)®.

As the #1 professional association for DEIA, IDC equips you with the tools, knowledge, and network to make a real impact. Here’s everything you need to know about becoming an IDC member, what we stand for, and how you can unlock exclusive benefits to elevate your career and amplify your influence.

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Our Mission, Vision, and Values

At IDC, we’re not just about certification—we’re about transformation.

Mission: To empower individuals and organizations to advance diversity, equity, and inclusion practices worldwide.
Vision : To be the premier global resource for DEIA education, certification, and professional growth.
Values: Integrity, collaboration, equity, and a commitment to continuous learning.

When you join IDC, you become part of a community dedicated to building a more equitable world.

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Why Join IDC? The Benefits at a Glance

Membership with IDC is designed to help you thrive as a DEIA professional, whether you’re just starting out or are an experienced leader. Here’s what sets IDC apart:

Unlimited Webinars & Book Club Access : Learn from industry-leading experts on key DEIA topics through live and recorded sessions.
Resource Center Access: Get tools, guides, and best practices from our online portal to support your DEIA initiatives.
Discounted Certification Programs: Save on globally recognized certifications to bolster your professional credentials.
Networking Opportunities: Engage with Communities of Practice, Sharing Circles, and quarterly happy hours.
Career Support: Explore our job postings, receive tailored career advice, and connect with top employers.
Thought Leadership Opportunities: Publish blogs and showcase your expertise to a broad audience.

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How Membership Helps You Grow

As an IDC member, your growth is our priority. You’ll stay updated on the latest DEIA trends, connect with peers in your field, and gain actionable strategies to create positive change in your organization and community.

IDC is also a platform for your voice. Volunteer opportunities abound, from leading Communities of Practice to contributing resources to our member portal. Your involvement strengthens our community while expanding your leadership skills and visibility.

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Exclusive Membership Drive Discounts!

Now is the perfect time to join IDC! Take advantage of our Membership Drive with these limited time offers:

New Members

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Renewing Members

Maintain access to your network and resources year-round.

Price: $174 (USD)
Original Price: $345 (USD)
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Group Memberships

Provide membership for up to 10 employees and foster team-wide growth.

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Volunteer Opportunities

IDC offers a variety of ways to get involved beyond membership:

Lead Communities of Practice or facilitate webinars.
Serve as a mentor to emerging DEIA professionals.
Contribute to IDC’s online resources and educational programs.

Volunteering not only strengthens the IDC community but also enhances your leadership skills and professional reputation.

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Don’t Miss Out—Join IDC Today!

There’s no better time to invest in your DEIA journey. Whether you’re a seasoned professional or just beginning, IDC is here to support your growth and empower your mission.

�� Take advantage of our Membership Drive discounts before they’re gone! Join today by visiting. IDC Website

Becoming an IDC member means joining a movement for inclusion, equity, and progress. Together, we can create a world where diversity isn’t just celebrated—it’s transformative.

#IDC #DEIA #ProfessionalGrowth #MembershipDrive #JoinToday

DEI Under Attack or Thriving? The Case for Doubling Down on the Movement

Wed, 27 Nov 2024 14:13:25 GMT

DEI Under Attack or Thriving? The Case for Doubling Down on the Movement

In recent years, the principles of Diversity, Equity, and Inclusion (DEI) have faced scrutiny and resistance in certain spheres. Some have argued that DEI initiatives stifle meritocracy or are unnecessary in today’s society, while others misinterpret the movement as divisive. Amid these challenges, it's crucial to clarify one truth: DEI is not only thriving but increasingly recognized as essential to fostering innovation, driving workplace productivity, and addressing systemic inequities.

The question arises: is DEI under attack, or are we witnessing a surge of individuals committed to advancing its mission? The answer is both. DEI faces opposition, but this adversity is fueling a movement of dedicated hard workers who are refusing to walk away. Instead, they are leaning in, pushing boundaries, and finding new ways to champion inclusivity.

The Pushback Against DEI

Some critics claim DEI initiatives are distractions from performance or suggest they unfairly prioritize underrepresented groups. Legislative actions have sought to restrict DEI training in workplaces and schools, framing the work as unnecessary or controversial. Such actions create a chilling effect, leaving organizations and individuals questioning how to proceed.

Despite these challenges, we must ask ourselves: why is DEI facing backlash? Often, resistance arises when movements challenge long-standing power structures or entrenched norms. DEI is about redistributing opportunities equitably, and that can feel threatening to those benefiting from the status quo.

Why the Movement Matters Now More Than Ever

Rather than retreating in the face of opposition, this is the moment to double down on DEI work. Data shows that organizations prioritizing diverse teams and equitable practices outperform their peers in innovation, employee satisfaction, and financial outcomes.

When individuals from different backgrounds feel valued and included, they contribute more fully to shared goals. DEI is not about lowering standards—it’s about expanding access, so everyone has a fair shot at contributing their best. It is about creating workplaces and communities where individuals of all identities can thrive.

The Role of Hard Workers in DEI

A growing number of professionals recognize the stakes and are committed to working harder than ever to promote DEI. These champions know this isn’t just a fleeting corporate trend or a feel-good exercise. It’s a commitment to long-term change, requiring courage, creativity, and collaboration.

Hard workers in DEI:

Speak up when inequities occur, even when it’s uncomfortable.
Advocate for policies and practices that create lasting impact, not just performative gestures.
Educate themselves and others about the nuanced challenges of creating equitable systems.

Be Part of the Movement

This is not the time to walk away from DEI. If we turn our backs now, we risk undoing years of progress and leaving future generations to grapple with the same inequities we face today. Instead, we must unite, innovate, and persevere.

To be part of the movement:

1. Educate Yourself: Understand the roots of systemic inequities and the tools to address them.

2. Advocate: Use your voice to support DEI initiatives in your organization or community.

3. Act: Commit to measurable actions that promote inclusion, whether as a leader, ally, or changemaker.

The DEI movement needs champions—people who believe in its power to create better workplaces, schools, and societies. Are you ready to step up and be part of the change? Together, we can overcome the challenges and drive a future where diversity, equity, and inclusion are celebrated and embedded in everything we do.

Now is the time to lean in. Be part of the movement today.

Remembering and Fighting for Transgender and Non-Binary People: A Call to Action for DEIA Practitioners

Wed, 20 Nov 2024 16:47:15 GMT

Remembering and Fighting for Transgender and Non-Binary People: A Call to Action for DEIA Practitioners

November 20 marks Transgender Day of Remembrance (TDOR) , a solemn day to honor the lives lost to anti-transgender violence. It is a day to reflect, remember, and mourn—but it should also ignite action. For those of us working in Diversity, Equity, Inclusion, and Accessibility (DEIA), this day is more than a moment of recognition; it is a call to ensure our workplaces and communities actively support and celebrate transgender and non-binary individuals every day.

Why TDOR Matters to DEIA

TDOR began in 1999 as a way to remember Rita Hester, a Black transgender woman murdered in Massachusetts, and to raise awareness of the violence faced by transgender and non-binary individuals. Today, the fight continues, with TDOR serving as a poignant reminder of the systemic inequities, discrimination, and violence still endured by this community.

As DEIA professionals, we know that our work is about more than fostering inclusivity; it’s about dismantling systems of oppression. TDOR aligns with this mission because it calls attention to how society marginalizes transgender and non-binary people and urges us to act against those injustices.

The Data We Cannot Ignore

The statistics are stark. In 2023 alone, over 400 transgender and gender-diverse individuals were reported murdered globally. In the workplace, transgender and non-binary employees are more likely to experience discrimination, microaggressions, and barriers to advancement. Beyond the workplace, healthcare inequities, housing discrimination, and policy gaps further marginalize this community.

Actionable Steps for DEIA Practitioners

TDOR is not just a day of mourning; it’s a day to commit to actionable change:

1. Create Policies that Protect: Advocate for anti-discrimination policies and benefits that include gender identity and expression. This could include covering gender-affirming healthcare or ensuring robust reporting systems for discrimination or harassment.

2. Foster Visibility and Representation: Actively seek to hire, promote, and feature transgender and non-binary voices in your organization. Representation matters in leadership, employee resource groups, and external-facing initiatives.

3. Provide Comprehensive Education: Offer training and workshops on gender identity, pronouns, and intersectionality to build understanding and empathy within your organization.

4. Engage in Advocacy : Support legislation that protects transgender and non-binary rights. Use your platform to amplify the voices of trans-led organizations and initiatives.

5. Celebrate Transgender and Non-Binary People Beyond TDOR: Make visibility and celebration a year-round priority. From highlighting achievements to creating spaces for authentic self-expression, integrate trans inclusivity into your daily DEIA work.

Why Celebration Matters After Mourning

While TDOR is a day of grief, it must also be a precursor to celebration. Transgender and non-binary individuals have made extraordinary contributions across industries, from science and art to politics and activism. By celebrating these achievements, we shift the narrative from tragedy to triumph, ensuring that the lives of trans individuals are valued in life, not just in death.

A Message from IDC®

At the Institute for Diversity Certification (IDC)®, we reaffirm our commitment to advancing equity and inclusion for transgender and non-binary people. As a professional association dedicated to fostering inclusive workplaces, we recognize the unique barriers this community faces and pledge to continue working towards a world where every individual can thrive authentically and safely.

On this Transgender Day of Remembrance, let us remember those we have lost. But more importantly, let us fight for the living—tomorrow and every day after. The work of DEIA is not easy, but it is necessary. Together, we can create the equitable and inclusive future that transgender and non-binary individuals deserve.

Designing Your DEI Efforts for Equity vs. Equality

Mon, 18 Nov 2024 21:02:54 GMT

Designing Your DEI Efforts for Equity vs. Equality

Diversity, equity and inclusion (DEI) are more than buzzwords in a workplace — they're essential for building a culture where everyone feels valued and empowered to thrive. Focusing on DEI attracts top talent and creates an environment that drives innovation and productivity. But here the catch — many initiatives mistakenly aim for equality instead of equity.

While equality sounds fair, it often misses the mark because it doesn't consider different groups unique backgrounds and challenges. Focusing on equity provides tailored support that bridges those gaps and ensures every team member has what they need to succeed.

What Are Equity and Equality?

Equality in the workplace means treating everyone the same. It gives all employee identical resources or opportunities , regardless of their circumstances.

On the other hand, equity recognizes each person starts from a different place and different background — with unique needs and challenges — and provides the right resources to ensure each individual can succeed.

Why Equality Isn’t Enough in DEI Initiatives

Equality might seem fair at first glance, but it falls short because it doesn’t consider the challenges or systemic barriers marginalized groups face daily. The reality is social systems benefit specific demographics, often rewarding those with historical advantages.

When you use equality-based DEI policies, you offer the same resources to everyone but miss the more profound disparities in education, economic background and access to social resources. Applying a "one-size-fits-all" solution may reinforce these gaps and unintentionally keep inequality alive.

Steps to Design DEI Efforts for Equity

Focusing on equity rather than just equality is essential to create a truly inclusive workplace. Designing DEI initiatives that address individual needs and remove systemic barriers builds a culture where everyone has a fair opportunity to succeed.

Assess Current Disparities

Start with a thorough analysis to pinpoint inequalities within your organization. Use data to uncover gaps in hiring, promotion, pay and retention. This deep dive helps you see where specific groups may be held back and allows you to create tailored solutions that give everyone a real chance to level up their careers.

In addition, don’t stop at surface-level metrics. Dig into the deeper issues impacting your team’s daily experience, like microaggressions or their sense of belonging. Addressing these underlying factors builds a fairer workplace and creates a culture where everyone can thrive.

Incorporate Tailored Resources and Support Systems

Provide development programs that support your underrepresented workers by focusing on their unique challenges. Set up mentorship programs, networking opportunities, and career paths customized to their goals and circumstances.

It’s also essential to offer flexible benefits that meet diverse needs — like mental health support, parental leave and remote work options — to show you invest in their well-being. Staff notice this level of support, and it makes a difference. Forty-five percent of people say they’d leave a company that doesn’t show appreciation, so creating equity-focused benefits is a powerful way to boost retention.

Invest in Bias Training and Inclusive Leadership Development

Create training programs to empower your leaders to recognize and address their biases. These help them allocate resources and opportunities based on individual needs. Focus on empathy and cultural competence to ensure leaders have the tools to make equity- centered decisions that support employees from diverse backgrounds. When your leaders understand these perspectives, they’re better positioned to build a fairer, more inclusive environment where everyone feels empowered to succeed.

Set Equity-Driven Goals and Metrics

Set goals focusing on equitable outcomes, not just equal opportunities. Look at what each team member needs to thrive and set targets reflecting fair results tailored to individual needs. When your team sees you offer opportunities like unique recognition or personalized support, they’re 60% more likely to put in extra effort.

Use data to track how well these goals work so you can adjust policies based on what’s effective. Continuously improving your approach creates a DEI strategy that resonates, making every team member feel valued and motivated.

Build a Truly Inclusive Workplace Through Equity

True inclusivity in the workplace demands a shift from equality to equity, ensuring each worker has the support they need to succeed. DEI professionals and executives should closely examine their current practices and consider implementing these strategies to build a more inclusive environment.

Honoring Veterans on Veterans Day: A Tribute from the Institute for Diversity Certification (IDC)®

Wed, 13 Nov 2024 14:41:30 GMT

Honoring Veterans on Veterans Day: A Tribute from the Institute for Diversity Certification (IDC)®

On this Veterans Day, the Institute for Diversity Certification (IDC) extends heartfelt gratitude to all veterans for their courage, dedication, and sacrifice in service to our nation. We are especially proud to recognize our own D.I. Lee, PhD, CDE® , Global Vice President of DEI Education & Certification, who served 22 distinguished years in the United States Air Force. As a Master Instructor of Avionic Technology, Superintendent of Training, and Avionics Section Chief, Dr. Lee’s military career reflects an unwavering commitment to excellence and service.

Dr. Lee’s journey from the Air Force to the DEI field is an inspiring story of lifelong dedication to learning and leadership. With two associate degrees from the Community College of the Air Force, a Bachelor’s and Master’s in Workforce Education from Southern Illinois University, and a PhD in Postsecondary and Adult Education from Capella University, Dr. Lee embodies the values of growth and service IDC champions. As a Certified Diversity Executive (CDE®), he has devoted over 25 years to education and 15 years to DEI consultation and training. Today, he shares his expertise with students at universities across the country, helping to shape the next generation of leaders.

This Veterans Day, we celebrate not only Dr. Lee but all veterans whose service and sacrifice have made our country stronger. Your commitment and courage are deeply appreciated and valued by IDC, and we honor you today and every day.

Thank you, veterans, for all you have done and continue to do for our nation.

Happy Veterans Day!

How to Maintain an Inclusive Environment During Election Season

Mon, 11 Nov 2024 15:18:28 GMT

How to Maintain an Inclusive Environment During Election Season

Election season can often bring an air of intensity in the workplace. With a mix of different political affiliations, it is easy for tensions to rise and differences to become divisive. In times like these, it becomes imperative for you to create a workplace where every person feels respected and included.

Promote Open Dialogue and Respect for Diverse Views

Election season can be challenging for a workplace when employees of different races, genders, disabilities and other identities hold diverse perspectives. However, you can foster an inclusive environment during this period by creating a space where all employees feel heard and valued. Regardless of their political stance, encouraging an open dialogue promotes belonging and trust.

While team members should feel free to share their thoughts, they should ensure they have these conversations with mutual respect. Acknowledge that while differing opinions are part of a healthy workplace, everyone should approach discussions with an open mind.

Research shows that 78% of Democratic-leaning workers believe focusing on diversity, equity and inclusion (DEI) benefits the workplace. However, only 30% of Republicans share this view. Given this dynamic, employers must take an impartial approach that welcomes perspectives from all sides. This may require training on how to engage in these discussions thoughtfully while considering the sensitivities of others.

Encourage Civic Engagement While Maintaining Neutrality

As a company leader, you can support your team in exercising their right to vote without advocating for any specific political stance or party. Encouraging this is a valuable way to help your diverse workforce during this election season. Consider offering flexible options that support employees’ ability to vote. Many may worry about finding time to cast their ballots amidst work and other commitments. Providing options like flexible hours on Election Day or time off for voting are excellent ways to handle this. If you’re truly unable to offer flexibility in the day, provide employees with education and guides on how to vote by mail. This option is viable for most people facing difficulties getting to the polls, as three-quarters of U.S. voters were eligible to vote by mail this past election. However, much uncertainty remains about voting by mail, making education on the topic critical for workers.

Remaining neutral during this time is also key to making team members feel respected. You can achieve this by providing nonpartisan information about the election and voting process. Share resources from unbiased platforms, such as official state election boards or neutral civic organizations. Doing so promotes voter empowerment without appearing to sway employees toward a particular political view.

Lead With Inclusive Policies and Practice

Inclusive policies and practicing them are foundational to building diversity, equity, inclusion and accessibility (DEIA) in the workplace. By enforcing policies that reflect a commitment to all employees, you can set a precedent for how workers must treat one another. The following steps lay the groundwork for a more cohesive workforce:

● Establish guidelines and expectations: Build comprehensive regulations that articulate what behaviors the company expects and what constitutes a violation of DEIA principles. Outlining policies on discrimination, harassment and equitable treatment ensures all employees will understand the standards of conduct. While this should include obvious forms of discrimination, it should also consider subtler forms like microaggressions and exclusionary behaviors.

● Promote accessibility and equal opportunities: To lead inclusively, you must ensure all policies are accessible and promote equal opportunities for employees, especially those with disabilities. Provide accommodations for workers with disabilities, such as assistive technologies or flexible remote work. Proactively providing additional support signals their needs are a priority.

● Implement bias-free recruitment and advancement processes: Inclusion starts from the moment a candidate applies for a position. Evaluate recruitment, hiring and promotion efforts to find biases that may disadvantage certain groups. This can be achievable through measures such as blind recruitment and creating diverse hiring panels.

Support Mental Health and Well-Being

Election seasons can bring heightened stress and tension, which can affect workers’ well-being. This period may be especially challenging for those who belong to marginalized groups. Therefore, creating an environment that prioritizes mental health support is crucial. For instance, election-related conversions, exposure to news and organizational politics can create a politically charged workplace. Research suggests that when employees perceive their workplace this way, it can increase their anxiety and feelings of ambiguity. Stress may occur even further when they feel others scrutinize their identity or values. For leaders, being open to addressing these challenges is a first step in supporting their mental health during election season.

Embrace Diversity Beyond Politics

While political conversations are often high during election season, it is essential to recognize and celebrate diversity beyond political viewpoints. A truly inclusive workplace goes beyond political affiliations and focuses on the diverse backgrounds of its workforce. This is because it makes employees feel valued, making them more likely to stay committed to their roles.

Recent data highlights that 83% of employees would resign if they found another workplace that makes them happy. Therefore, it is important to cultivate an environment where diversity encompasses much more than political differences. Employees bring various life experiences, cultural backgrounds and unique perspectives to the table.

If you create opportunities for workers to share something about themselves, you can deepen each other's understanding and increase their sense of belonging. Consider making a platform for employees to share their passions and interests outside politics, as it will bring more people together and contribute to your company’s overall objectives.

Cultivating Unity Through Inclusion This Election Season

Creating an inclusive environment is essential to benefiting individual well-being and strengthening the company as a whole. When employees know they are heard and embraced, they are more likely to stay engaged and motivated. This election season, take the opportunity to build your commitment to DEIA, ensuring every team member feels supported regardless of their political views or backgrounds.

Data Privacy in Education: Understanding FERPA and Beyond

Mon, 11 Nov 2024 15:06:33 GMT

Data Privacy in Education: Understanding FERPA and Beyond

Parents and educators are more concerned than ever about protecting students’ safety and privacy. While physical safety is usually the first area people consider, digital privacy is equally important in this era. Let’s look at some of the best ways to safeguard data privacy in education.

FERPA and Privacy

One of the first laws passed to protect privacy in education was FERPA (Family Education Rights and Privacy Act). This law was passed in 1974, long before the digital era. However, it set the stage for future regulations and policies. Among the main points of FERPA:

● School records must be accessible to students and parents for inspection. If schools provide copies of documents, they may charge a fee.

● Schools are obligated to correct any errors in records.

● Schools need written permission from students or parents to share records. There are exceptions, such as supplying records to other schools a student is applying to. Records may also be shared when students apply for financial aid or if documents are subpoenaed.

COPPA and Education

COPPA (Children's Online Privacy Protection Rule) safeguards the privacy and well-being of kids under 13. COPPA aims to control commercial websites, but some of its guidelines affect schools, too. It requires parents to agree before anyone gathers specific details about their children. This rule covers any app or website that teachers might use in class.

Data Privacy in the Digital Age

Congress passed FERPA when records existed on paper. These days, schools keep most records on computers. You must guard against several dangers to keep students' information safe, secure, and private.

Data Breaches and Hacks

There have been many instances of school data leaks and breaches. For example, more than 4 million school records, including sensitive data about safety procedures, were leaked in 2022 and 2023. This was due to a malfunction rather than a hack, but it meant that sensitive information was publicly available. Data privacy in education is closely related to students’ safety.

Phishing

Phishing emails and chat messages trick students, parents, or school staff into sharing sensitive information. These messages appear to be from a trusted source, such as a school, a financial institution, or a government agency but are sent by cybercriminals. The best way to guard against phishing is to educate people not to open suspicious messages or click on links.

Ransomware

With ransomware, the hackers encrypt data and demand payment in exchange for decrypting it. Another common type of attack is DDoS (Distributed Denial of Service), where a system is flooded with traffic, making it inoperable.

Internal Hacks

Not all privacy and security threats are external. Students or even school staff may hack into a system for personal gain or as a prank. For example, students may try to access exams or alter their records. They may also access other students’ information to share on social media.

Types of Data to Safeguard

Not all data is equally sensitive. It helps to have separate categories, such as public, confidential, and restricted. Several kinds of data are especially crucial for safety and privacy.

● Medical records. Information on student’s health issues.

● Court documents relating to abuse, such as restraining orders.

● School evacuation policies.

● Security information about schools.

● Confidential personal information about students, parents, teachers, and administrators.

● Individualized education plans (IEPs) are created for students with special needs.

Ways to Protect Data Privacy

How can schools better safeguard data to ensure students’ privacy? There are a few measures that can help to keep data more secure.

Understand Compliance

Educators must first understand how to comply with local, state, and federal regulations. There may be differences from one state or school district to the next. Regulations are frequently updated, so keeping up with the latest changes is essential.

Establish a System

Every school district and individual school needs a protocol for safely handling data. This includes having a person or team assigned to handle day-to-day security-related issues. This gives parents, teachers, and anyone else someone to contact when they have questions or concerns. While prevention is ideal, you also need an incident response plan if something goes wrong. Having drills and running simulations of incidents such as hacking, phishing, or DDoS attacks helps you prepare.

Limit Access

If all data is easily accessible at one location, security breaches are more likely. To establish strong security, you need to control who has access to data. It’s crucial to limit user access to applications and data. Most employees don’t need information irrelevant to their particular roles. Additionally, you need a clear policy about sharing data. Everyone should know what type of information they can share and with whom.

Offer Ongoing Training and Re-Evaluation

Educators must constantly re-evaluate and update their plans to keep up with rapidly evolving technology. Keep up with the latest regulations, news, and security risks. You should also provide ongoing training on how teachers and administrators should handle data. Training should cover essential areas such as:

● Knowing the type of data that can be collected in different situations.

● Protocols for storing and sharing data.

● Security measures such as choosing and storing passwords.

● What to do in the case of a data breach.

Monitor Apps and Websites Used in the Classroom

The future of learning design will include various apps and web-based services. This presents risks as well as opportunities. You need to know which apps, websites, and services teachers in your school district use. This includes those officially provided by the district and any teachers introduced independently.

Before recommending or providing an app, it’s essential to ensure its secure. Similarly, websites that don’t use secure HTTPS protocol are risky. It’s a good idea to have a policy requiring teachers to submit new apps or services for review before having students use them.

Be Cautious with Third-Party Services

Schools often outsource tasks such as data storage and security. This can be a good idea, as companies with expertise in these areas can help keep data safe. At the same time, working with external vendors can pose risks. Keep these guidelines in mind when working with such services.

● Vet companies thoroughly and make sure they have a solid track record. Find out what level of encryption they use.

● Be transparent about how these vendors use any data they manage. Be sure to read their TOS and ask them questions about anything you’re not clear about.

● Keep the number of vendors you work with at a manageable level. The more parties you share data with, the more risk. It’s also harder to keep track of everything when your data is scattered in too many locations, making oversights more likely.

Use Intranet Software and Platforms

While the internet is used globally, intranet software is only accessible within an organization’s infrastructure. Although you may need to use specific third-party applications, there are fewer risks when using on-premises apps and software. You have more control over the system, and accessing data is more challenging for anyone outside the school. The challenge of using on- premises software is that you need people on staff with the expertise to maintain the software.

Use Social Media Safely

Social media is a tricky topic in education. Most school-age children use social media platforms, both during and after school hours.

● Educate students and parents. People, including children, often compromise their privacy by oversharing on social media. Students must be reminded to limit what they share and keep privacy settings at the appropriate level. For example, profiles of children and teens should only be visible to their contacts.

● Regulate social media use in school. While kids are now accustomed to being online all day, this is not only a distraction in classrooms but also creates privacy risks. For example, publicly sharing photos of students and school locations can compromise security.

● GPS and geo-tagging should be turned off on devices during school hours.

● Protect privacy on school social media pages. Many schools have their own websites or social media pages. Be careful not to post information that may compromise students ’privacy.

Make Safeguarding Data a Priority Technology is transforming education, like so many other fields. As learning tools evolve, we must keep privacy and security in mind. This can be challenging as it takes constant vigilance. We must remember that every advance in technology also has some risks that must be addressed.

GGR’s Guide to Gym Accessibility

Mon, 11 Nov 2024 14:58:40 GMT

GGR’s Guide to Gym Accessibility

The gym is a haven for much-needed physical and mental health boosters for a whole lot of people. It’s where so many take their “me” time, and emerge much happier (and fitter) for it. But for many more people, the gym is a place where you just can’t seem to get through the door—sometimes emotionally, but often physically, as well.

For the one in four adults in the U.S. living with a disability, barriers to safely accessing the gym are often legion. From straight-up physically inaccessible spaces to places that only emphasize banging and clanging without regard to sensory needs, gyms unfortunately often provide far from equitable access.

Here, I’ll break down gym accessibility from a few angles: first and foremost, for people with various disabilities, including one of BarBend’s certified personal trainers and an exercise therapy specialist; gym owners, including one of BarBend’s editorial team members; and gymgoers who aren’t currently living with a disability. As a certified personal trainer myself, I’ll offer tips for customizing exercises for different needs abilities, along with actionable items for all gym owners and gymgoers, to make these spaces welcoming for all so everyone can enjoy the holistic benefits of exercise.

Key Takeaways

40% of adults1 with a mobility disability are physically active
More than 1 in 42 or 61 million adults in the U.S. live with a disability
Around 5.5 million in the U.S. use a wheelchair3
Active spaces like gyms and health clubs should be inclusive and friendly to support the health and well-being of people with disabilities, people who are neurodivergent, and people with limited mobility.

Barriers to Access in Fitness Spaces

Let’s be real — no one (not even the beefiest among us) is immune to gymtimidation or feeling out of place in the gym. But there are undeniably structural barriers in place that prevent many people from marginalized backgrounds and experiences from accessing fitness spaces like gyms. Because of this, people with disabilities often face a unique set of barriers that people without disabilities do not experience.

Of course, people with disabilities are a diverse group; there are many different types of disabilities, all of which interact with every other part of a person’s life and identities (think: race, gender, sexuality, class, etc.). Even within each group, not every person will face every barrier. Still, there are some commonalities we can trace.

A 2021 scoping review4 of studies summarizes the reported barriers that folks with disabilities express when it comes to gyms. The review breaks the barriers into three categories: physical, environmental, and social.

The review notes that physical barriers are often the first and only barrier. If someone cannot get into the building, they do not have further experience with gyms, and are therefore completely blocked from accessing any other feature or potential benefit.

Social barriers may also arise due to the stigma, defined as a “negative set of beliefs” against people with disabilities. People who experience disability stigma may internalize it or purposely avoid social interaction.

Stigma doesn’t have to include active, cruel beliefs. A stigma-based belief can also simply include: “People with disabilities can’t or don’t want to exercise” (which is untrue). You might not be conscious that you hold this stigma until you realize that you’re surprised when you see extremely fit athletes with disabilities performing very well.

Stigma leads to what the review called “direct and indirect psycho-emotional disablism5.”4 Direct disablism describes a negative interaction with other people. Indirect disablism arises after encountering physical barriers, which may make a person with disabilities feel excluded and discriminated against.

It’s important to note that social barriers (like stigma) can create additional environmental barriers. If a gym owner unconsciously believes that people with disabilities cannot or don’t want to work out, they might think they don’t need to design their space to be accessible with things like quiet workout hours, spaces for wheelchair use, and training their coaches to know how to customize workouts for people with various disabilities.

Here are some examples of how these barriers can manifest themselves in fitness spaces:

Physical Barriers: Lack of transportation to the gym Not enough wide spaces for wheelchair access Challenging to grab door handles Protruding objects Non-adjustable exercise equipment
Environmental Barriers: Inconvenient scheduling Not knowing where or when to exercise High cost of membership Use of small fonts throughout the facility Denying accommodations for people with disabilities Inadequate standards and policies
Social Barriers: Fitness instructors and personal trainers who lack the skills to adapt exercises or adjust to the needs of people with chronic pain or illness Lack of group classes that can be modified to their abilities Lack of social support Fear of asking for assistance Lack of inclusivity in gym set-up and class structures Fear of being stereotyped or discriminated against Negative attitudes from staff and negative interactions with others Negative feelings: feeling like a burden, feeling othered, loss of autonomy

You’ll notice that many of these personal barriers — “fear of asking for assistance” — are directly informed by structural barriers — “lack of inclusivity in gym set-up and class structures.” If gyms don’t proactively address issues of accessibility by stating that they are committed to providing accessible spaces, it will only reinforce a person’s fear that they won’t be accommodated or will be scoffed at. By proactively designing gym spaces to fit the widest ranges of abilities, gyms signal to people with disabilities that it’s safe to advocate for what is needed.

Alex Polish is a certified personal trainer and BarBend editorial team member who lives with various disabilities and chronic pain. They explain: “If I go to a yoga class, for example, and the instructor doesn’t start by saying something like ‘Everyone’s practice looks different, and you can always return to positions that feel comfortable for you’ or ‘Don’t force yourself into poses that hurt,’ then I feel like they’ll judge me if I have to take a rest or if my poses don’t ‘look right.’ Or maybe they don’t know how to help me with modifications that I need. So I’m less likely to ask, and more likely to push through pain and panic to avoid feeling shamed. It’s a ‘me’ problem, sure — I want to be able to advocate for myself in any situation — but still, fitness is a lot more accessible when instructors and gyms state that they value accessibility for everyone. At least I know they’re thinking about it and are open to helping out.”

Kate Meier — also a certified personal trainer and BarBend editorial team member, as well as a former co-owner of a CrossFit gym and current owner of a small weightlifting gym — says that if you experience gym anxiety, you’re not alone.

“Entering a gym can be scary for anyone. I’ve seen social anxiety, concerns over not knowing what to do with a barbell, physical limitations, child care concerns, all of it. No matter what someone’s circumstances are, I want to find a way to ensure they get a good workout. It starts with a conversation.”

Here’s some knowledge for you to enter your conversations with, whether you’re a gymgoer or potential gymgoer with a disability, a gym owner, personal trainer, or even a gymgoer who doesn’t currently have a disability who’s interested in doing your part to create a welcoming, accessible fitness community.

Tips and Exercise Modifications for Gymgoers With Disabilities

An important note: many people, including those with chronic illness or chronic pain, may not need to consistently modify all exercises. Someone may well be able to do a traditional set of box jumps one day, and need to switch to step-ups only — or even just regular walking — during the next training session.

Frieda Johnson, a specialist in exercise therapy who also has a disability, explains the common misconceptions about physical disabilities.

“So many people without disabilities are shocked to learn that the majority of people who use wheelchairs can stand or walk. It’s actually a very small percentage of wheelchair users who can’t. There are many reasons why people need to use a wheelchair or other mobility device sometimes and not others, or why they need them in some situations and not others. I myself use a cane, and on rare occasions a wheelchair, but only when I will be walking long distances or am having a pain flare-up. I have a genetic muscle disease, so some days I can walk for miles with no problem, and some days my muscles literally don’t have the strength to support me. I also have muscle and joint pain that changes a lot based on the amount of inflammation on any given day, which also affects what I can do and whether I need a mobility aid.”

Whether you’re someone’s training buddy, a coach, or an athlete yourself, it’s critical to know that having fluctuating abilities is more than OK, it’s completely normal.

Polish explains that personal trainers and group fitness instructors might just not know the vast range of movement patterns and modifications that are possible for gymgoers with disabilities. “Most personal trainers are taught that there are certain ‘right’ ways to do movements. But as someone with chronic pain, I know that my form often looks ‘wrong.’ It’s not fair when the burden of educating everyone falls on us, but it can be helpful to do some research before working with a trainer — especially if you don’t have access to a trainer who has experience working with an actually diverse population — so you’ll feel more confident saying ‘I need to do this exercise this way.’”

Exercises do not have to look only one way in order to “count.” Just because you can do an exercise with a certain form on one day does not mean it’s less “good” if you need to customize it another day.

The CDC recommends that people with disabilities get 30 to 40 minutes of moderate-intensity exercise or 20 minutes of vigorous-intensity exercise every day. While this recommendation is certainly reachable for many, it’s important to note that there can be tremendous barriers to access: does someone have a safe, affirming place to get said exercise?

Since exercise is traditionally portrayed as the purview of apparently non-disabled athletes, people with disabilities rarely (if ever) can see themselves represented in fitness spaces. This lack of representation can dramatically decrease a potential exerciser’s sense of safety, community, and know-how.

Because of this, along with various stigmas about disabilities, another barrier that many people with disabilities may face is a lack of knowledge about exercise6 — how to exercise, how to modify for limitations, fear of feeling pain, and not knowing what is safe.

For coaches and potential athletes alike, no need to panic about all these barriers — just like learning to coach or perform a biceps curl, learning to customize exercises is a skill you can develop (hence, you reading this article).

For example, as a certified personal trainer who teaches exercise for seniors, I have learned to modify and customize exercises so that older adults can continue increasing their strength, mobility, and aerobic fitness in a safe, affirming, and challenging environment.

Of course, not all older adults have discrete disabilities, but I’ve trained many who do. It’s all about finding ways to meet anyone where they are, helping them get stronger in whatever way possible, and making specific modifications for each individual. Listening to each person about what feels best for their body is important for every single client, and that doesn’t change when you’re working with gymgoers with disabilities.

For gymgoers themselves, that means that while personal trainers may have general expertise about exercise, you are still the expert about your body: keep an open mind about what you’re capable of (you might surprise yourself), but don’t be afraid to advocate for yourself.

Gym Modifications for Unique Needs

For each of the following types of disabilities, I’ll give tips on what exercises work well and how to modify workouts to make them more accessible. And Kate Meier, certified personal trainer and gym owner, adds that it’s not terribly difficult to ensure that even your group classes include customized movements:“Even in group class settings, you can personalize a workout. In fact, workouts should always be personalized. Not everyone can squat below parallel, and some people can hold weight and some people can’t. And some people can do full push-ups and some people need to modify. It’s about giving people options! In a group class, there should always be several options for a movement.”

Workout Modifications for Wheelchair Users

Wheelchair users can do many of the best arm exercises just like people who don’t use wheelchairs. People who use wheelchairs, in particular, can benefit from strengthening their upper body muscles to support using their mobility aid. You may also find yourself able to do several leg exercises, depending on your specific needs. Plenty of powerful CrossFitters, for example, are wheelchair users.

Want to learn more? Check out the Adaptive Training Academy (ATA) and peruse their free resources (or consider getting certified). When you open their website, you can enter your email and phone number to receive a free lesson on the types of wheelchairs that adaptive athletes use (hint: the hospital-style wheelchairs often featured in stock images don’t cut it and just aren’t used in the weight room).

Safety Tips for Using a Wheelchair in the Gym:

Always ensure the wheelchair is stable.
Put the brakes on when doing seated exercises.
Have a trainer or buddy hold down the front of the wheelchair to prevent it from tipping.
Place a step or box behind each back wheel.

Wheelchair-Friendly Gym Exercises:

Of course, as an athlete or potential athlete who uses a wheelchair, you know your body best. But here are some general lifts that might work for you.

Dumbbell Arm Exercises:

Seated Chest Press
Seated Dumbbell Row
Shoulder Press
Lateral Raises
Front Shoulder Raises
Upright Row
Biceps Curls
Hammer Curls
Wrist Curls and Wrist Extensions
Overhead Triceps Extensions

Cable Arm Exercises:

You can attach different handles to a cable machine, adjust it to the proper height, and do any of the following exercises.

Seated Row + Single Arm Row
Lat Pulldown + Single Arm Pulldown
Chest Press
Palloff Press
Chops and Lifts
Rope Triceps Pushdown
Face Pull

Other Equipment:

Landmine Rotation
Landmine Press
Battle Ropes
Medicine Ball Slams
Medicine Ball Chest Pass or Overhead Toss
Resistance Band Exercises

Leg Exercises:

People who can use their legs may be able to do some of the following exercises. Some gyms may have machines with removable seats so you can pull your wheelchair up. Some folks may also be able to sit on a machine with or without assistance.

Leg Extension
Leg Curl
Hip Abduction and Adduction
Seated Calf Raise
Straight Leg Raises
Seated March

Cardio Exercises:

Hand Crank/Arm Bike
Ski Erg (you can use arms only)
Rower (some gyms have an arms-only rower)
Wheelchair Sprints
Aquatic Exercise
Seated Sports (e.g., basketball or tennis)
Mini Bike (folks who can pedal but can’t sit on a bike can check out the best mini exercise bikes to do from a seated position.)

How to Modify Common Workouts for Wheelchair Users:

Strength Workouts: Superset Modification: Instead of doing an upper body exercise and one lower body exercise (if you’re unable to do a lower body exercise), pair two upper body exercises that use agonist and antagonist muscle groups. Examples: Chest Press + Row or Biceps Curls + Triceps Extensions. If you can do lower body exercises, bring your dumbbells over to a leg machine. Examples: Leg Extensions + Shoulder Press or Leg Curls + Upright Rows.

Cardio Workouts:

You can incorporate wheelchair-friendly exercises into common cardio workouts, which may be steady-state (performing a moderate-intensity exercise for 30 minutes or more), HIIT (high-intensity interval training), or interval workouts.

Examples: Steady State: 20 minutes on the hand bike or 20 minutes

Wheeling HIIT or Intervals: 20 seconds wheelchair sprint, 20 seconds medicine ball slams, one minute rest

Workout Modifications for People With Arm or Leg Weakness or Instability

For arm or leg weakness or instability — including flare-ups of chronic pain — unilateral training and isometric exercises7 can be helpful. Working on one side at a time strengthens the side you’re using, and the less- or non-working side does as well — based on the idea of cross-education. If you’re unable to do as much with your left arm, for example, training your right arm can still strengthen your left. Isometric exercises also help as engaging your muscles and holding in one position allows you to build strength without loading any excess weight.

Intro to ‘An SME guide to managing employee wellbeing: Encouraging responsible screen time and managing communications’

Mon, 11 Nov 2024 14:44:29 GMT

Intro to ‘An SME guide to managing employee

wellbeing: Encouraging responsible screen time

and managing communications’

In a diverse, inclusive workforce where professionals thrive, employee wellbeing should be a

priority. Many workplaces offer physical and mental health support – but when it comes to

encouraging sensible screen time, some can fall short.

The truth is, using digital devices responsibly is part and parcel of maintaining both our

physical and emotional wellbeing. This resource by JAM explores some of the ways that

excessive or irresponsible screen time can impact our bodies – wrist cramps, vision

disturbances and hearing loss are common, as are mental health conditions like anxiety and

depression, which can occur as a result of working remotely with minimal social interaction.

As well as highlighting just how problematic irresponsible screen time can be, the guide also

introduces employers to some of the ways they can encourage employees to make positive

use of their digital devices at work. Top tips include providing a work from home budget so

employees can set up a comfortable office space, and allowing regular breaks throughout

the working day. It also highlights the importance of managing your communications

responsibly as an employer, to ensure your own habits don’t have a negative impact on your

employees. In addition, the guide includes helpful links to information on the 20-20-20 rule,

creative ways to show employee appreciation, and workplace tools that can keep you

organised, so you can further support your employees.

Navigating the Path to Inclusive Excellence

Mon, 11 Nov 2024 14:34:05 GMT

Navigating the Path to Inclusive Excellence

In today's rapidly evolving landscape, fostering diversity, equity, and inclusion (DEI) has become a moral imperative and a transformative strategic advantage for organizations across industries. As a Certified Diversity Executive (CDE) with extensive experience spanning academia, non-profit, corporate, and government sectors, I have witnessed the profound impact of DEI initiatives in driving meaningful change. In this blog, I share insights from my journey and offer guidance on managing Diversity, Equity, and Inclusion (DEI) initiatives despite the challenges and pushback to inspire you to embark on this transformative journey.

The current state of DEI involves considering multiple dimensions, including progress made, ongoing challenges, and emerging trends. There has been a notable increase in awareness and focus on DEI across various sectors, including corporate, educational, governmental, and social realms. For instance, some organizations have implemented mentorship programs for underrepresented groups, while others have introduced blind hiring practices to mitigate bias. However, despite progress, DEI efforts continue to face challenges and criticisms. These may include resistance from individuals or groups opposed to affirmative action or diversity measures, concerns about tokenism or performative allyship, and debates about the most effective strategies for promoting equity and inclusion.

Data supporting that DEI is suitable for business is increasingly robust and comes from various sources, including academic research, industry reports, and case studies. A McKinsey report found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than those in the bottom quartile. Similarly, Boston Consulting Group (BCG) research found that companies with more diverse management teams had higher innovation revenue. Research by Glassdoor found that 67% of job seekers consider workforce diversity a critical factor when evaluating companies and job offers.

However, DEI has a cost; an article by Alexandra Hilmanovich describes diversity budgets as coming in all shapes and sizes. They range from a modest $10,000 to a mind-boggling $216 million. But the sweet spot lies at a median budget of $1.2 million. Although the upfront cost of DEI initiatives may seem steep, organizations can experience tangible benefits overall. But the actual value of diversity, equity, and inclusion goes beyond financial success. DEI can elevate your work culture, customer relationships, and brand position in ways that can transform your organization for the better, instilling a sense of hope for a more inclusive and prosperous future.

One of the first steps in advancing DEI within an organization is conducting a comprehensive organizational assessment. A DEI assessment is an essential first step; it gives you a data-driven baseline for where you are on your journey, where to focus your efforts, and how to set meaningful goals that align with your organization unique size, stage, context, and culture.

This process systematically evaluates current practices, policies, and culture to identify areas of strength and opportunities for improvement. By taking a holistic approach to assessment, organizations can gain valuable insights into the diversity, equity, and inclusion landscape and develop tailored strategies that address specific needs and challenges.

The pushback against DEI initiatives can come from various political and ideological standpoints. Despite the undeniable benefits of DEI initiatives, resistance and pushback are often encountered. From skepticism and apathy to outright opposition, managing pushback requires strategic communication, stakeholder engagement, and a steadfast commitment to the mission. It is crucial to navigate resistance, build coalitions, and foster buy-in from leadership and staff alike. By framing DEI as a business imperative and aligning initiatives with organizational goals, overcoming obstacles, and driving meaningful change is possible and instills confidence in the process.

Going beyond the past regarding DEI efforts is imperative, and pursuing new, effective, and innovative strategies and techniques is key to ongoing success. This week, “Introducing A New Approach to Diversity Equity and Inclusion Training” PerformancePoint LLC launched a new DEI training program designed to be accessible and engaging for everyone. The program focuses on the tangible benefits of DEI through actionable ideas instead of playing with identities. The training is built with interactive elements to increase retention and a sense of community that inclusive thinking can bring.

At the heart of DEI is creating environments where all individuals feel valued, respected, and included. Organizations must commit to and prioritize strategies that will cultivate cultures of belonging that empower employees to bring their authentic selves to work. This involves implementing diversity training, inclusive leadership development, and affinity group support networks. By fostering a sense of belonging and amplifying diverse voices, organizations can unlock the full potential of their talent and drive innovation and growth.

DEI professionals, such as Certified Diversity Executives (CDEs), are passionate about driving inclusive excellence and fostering environments where diversity, equity, and inclusion thrive. But we cannot do this alone. Through strategic assessment, stakeholder engagement, and relentless advocacy, CDEs navigate the complexities of DEI and chart a course toward meaningful change. We collaborate closely with organizational leaders, HR professionals, and individuals interested in DEI initiatives to develop and implement strategies that promote diversity, equity, and inclusion.

Despite the challenges and pushbacks encountered, we remain steadfast in our commitment to creating a more equitable and inclusive world for all. We can build organizations where everyone can thrive and contribute their unique talents and perspectives.

Doing The Right Thing Is Under Threat In America

Tue, 01 Oct 2024 08:00:00 GMT

Doing The Right Thing Is Under Threat In America

The principle of "doing the right thing" has long been woven into the fabric of American values. Whether championing civil rights or promoting equality in the workplace, businesses and organizations have historically stood at the forefront of driving positive social change.

Today, however, these efforts are increasingly under threat. Corporate Diversity, Equity, Inclusion, and Belonging (DEIB) programs, once hailed as a pathway to fairness and opportunity, face significant pushback from legal challenges, political pressures, and orchestrated campaigns.

The Growing Opposition

Conservative legal groups, including America First Legal and the Wisconsin Institute for Law and Liberty, have led the charge against corporate DEIB initiatives. They argue that such programs violate federal laws like the Civil Rights Act of 1964 by promoting " reverse discrimination ." Their efforts have gained momentum following the recent U.S. Supreme Court decision to strike down affirmative action in higher education, encouraging similar challenges in the corporate world.

As a result, some organizations have started to rethink or even roll back their DEIB strategies. For example, companies like JPMorgan Chase and BlackRock have changed their programs to appear more inclusive of all applicants . On the surface, this seems like a move towards broad inclusivity, but it dilutes the original intent of these initiatives, which is to correct systemic inequities and provide marginalized communities with opportunities to thrive.

Public Pressure and Corporate Risk Aversion

The opposition to DEIB initiatives extends beyond the courtroom. Conservative activists, shareholders, and public figures have launched campaigns urging companies to abandon or downsize these programs. The narrative often frames DEIB efforts as divisive, suggesting that they favor certain groups at the expense of others. This argument has resonated with some segments of the public, leading to boycotts and backlash that have put additional pressure on companies.

In response, some corporations have chosen a more risk-averse path, quietly stepping away from their DEIB commitments to avoid legal challenges, negative media attention, or shareholder unrest. While this may protect these companies in the short term, it ultimately undermines the values they claim to uphold. More importantly, it jeopardizes the long-term benefits of a truly diverse and inclusive workforce.

The Consequences of Going Back

The growing resistance to DEIB initiatives reflects a deeper divide within American society. On one side are those who believe that fairness and equal opportunity should be extended to all, regardless of background. On the other side are those who view these initiatives as unnecessary or harmful, often fueled by a desire to maintain the status quo.

The risks of retreating from DEIB are significant. Studies have repeatedly shown that diverse teams drive innovation, boost creativity, and improve problem-solving capabilities. Companies with strong DEIB practices are better equipped to understand and serve a diverse customer base, making them more competitive in the global marketplace. In other words, diversity is not just the right thing to do—it's also good for business .

“Diversity Wins,” a seminal report by McKinsey & Company, provides compelling evidence linking diversity to improved financial performance . The report analyzed data from over 33,000 companies in 29 countries and found that companies with a higher degree of gender and racial diversity outperformed those with lower levels of diversity.

Research from Catalyst explores the psychological and cognitive benefits of diverse teams . The article argues that diverse teams are more likely to generate creative ideas, make better decisions, and solve problems more effectively than homogeneous teams.

Yet, despite the proven benefits, some still resist the idea of fair treatment and equal opportunities for all. Whether motivated by fear, discomfort with change, or a desire to cling to outdated norms, this opposition poses a serious threat to the progress that has been made toward building a more equitable society.

Standing Firm in the Face of Opposition

While some companies have buckled under the pressure, others remain steadfast in their commitment to DEIB. Companies like Pfizer , Lenovo , Amazon , and Apple continue to prioritize diversity and inclusion, recognizing that these values are essential for building a positive workplace culture and achieving long-term success.

For instance, Pfizer has long emphasized that diverse perspectives are crucial to driving innovation in healthcare. Lenovo and Amazon have reinforced their efforts to create inclusive environments where employees of all backgrounds feel valued. Apple continues to focus on increasing representation across all levels of the company, understanding that diversity is crucial to maintaining its competitive edge.

These companies are setting a powerful example, demonstrating that doing the right thing isn't about avoiding controversy—it's about building a sustainable future where everyone can succeed.

The Front Lines of Inclusion

It's important to recognize that the fight for DEIB is happening not just in boardrooms but at the grassroots level as well. Within organizations, passionate DEIB professionals work tirelessly to ensure that these initiatives remain a priority. These individuals are the front-line advocates for inclusive hiring practices, equitable promotion opportunities, and the creation of safe spaces for underrepresented employees.

Community leaders, activists, and nonprofit organizations are also pushing back against the narrative that DEIB is harmful or unnecessary. They understand that true inclusion isn't about giving special treatment to one group over another—it's about creating a level playing field where everyone has the same chance to succeed. These advocates are fighting for corporate inclusion and the future of American democracy and competitiveness.

The Path Forward

As this battle continues, companies and leaders across all sectors must remain committed to doing the right thing. It's easier to back down in the face of organized opposition, but those who stand firm in their values preserve their integrity and shape America's multicultural future. The resistance against DEIB initiatives is a reminder that progress requires vigilance, courage, and a willingness to fight for what's right.

Ultimately, diversity and inclusion are not just moral imperatives but strategic advantages.

Companies that embrace these principles are better positioned to thrive in a rapidly changing world. As America faces this crossroads, the question isn't whether we can afford to embrace diversity—but we cannot afford not to.

Doing the right thing is still alive in America, but it's under threat. The future belongs to those who understand our strength lies in our differences. By staying true to the values of fairness, inclusion, and equity, we can build a society where everyone has the opportunity to succeed—and where doing the right thing remains a cornerstone of the American business landscape.

About Ted

How Leaders Can Encourage Meeting Participation and Inclusivity for Neurodivergent Team Members

Tue, 24 Sep 2024 06:30:00 GMT

How Leaders Can Encourage Meeting Participation and Inclusivity for Neurodivergent Team Members

Neurodivergent employees offer unique perspectives and aptitudes in workplace settings. However, typical meetings may prove challenging for some to navigate.

Leaders must create an open and accepting space for enhanced participation among neurodiverse team members, cultivating the right conditions for them to collaborate, thrive and gain a sense of belonging. Here are six tips for promoting inclusivity and encouraging neurodivergent individuals to share their gifts and expertise in meetings.

1. Implement Neurodiversity Training

Creating an inclusive meeting environment for neurodiversity starts with a well-informed, empathetic and respectful team. Leaders can help break down barriers by raising awareness through training programs and facing biases head-on.

Ensure learning modules cover the different types of neurodivergence — such as autism spectrum disorder, attention-deficit hyperactivity disorder, dyslexia and various mental health conditions — and ways employees can best embrace and support fellow team members.

2. Consider Sensory Conditions

Neurodivergent individuals are often greatly affected by their environment. Therefore, leaders should consider sensory conditions and the possibility of overstimulation within conference rooms.

For example, studies suggest noise and lighting are directly related to job performance, occupational longevity and neurodivergent employees' health and well-being. Autistic individuals, in particular, showed heightened sensitivity to sound and crowds.

Consider changes such as the following to meeting environments so professional gatherings are more comfortable and conducive to neurodiversity:

Invite only a handful of people to meetings for more intimate collaboration.
Opt for softer lighting — like lamps and natural light — and install dimmer switches. Otherwise, fluorescent lighting may be too harsh.
Furnish earbuds or headphones for neurodivergent people to remove ambient noise.
Hold meetings in casual settings or off-premises at an accessible location.
Remove visual distractions from the walls.

3. Establish Clear Etiquette and Expectations

Having to speak up in meetings can often feel intimidating to neurodivergent team members, many of whom may take longer to process information or may not be sure when to jump into a discussion to share their thoughts.

To combat these barriers, consider sending out an agenda ahead of time, including specific questions that attendees will be asked during the meeting. During the meeting, implement structured turn-taking or encourage participants to signal when they wish to speak so that no one is talking over each other and all opinions are encouraged.

Further, leaders should ensure that everyone is respectful of each person as they share their thoughts. More than 90% of people multitask during meetings, but doing so can make a speaker feel like their peers don’t care about what they have to say — particularly so for neurodivergent individuals, who may be more likely to experience rejection sensitive dysphoria.

Consider implementing a no-phone and no-email policy to make sure meeting attendees are paying attention to the people around them, and set a good example for those around you by giving your undivided attention and focus to each speaker.

4. Embrace Online Meetings

Although many companies have issued return-to-office mandates, 59% of workers would accept a job offer allowing them to work from home full-time or on a hybrid schedule. Working from home is more than just a preference for neurotypical employees, though. Remote work has enabled greater inclusivity for neurodiverse individuals, giving them the confidence to participate as they care for themselves privately.

For example, attending meetings online versus in person allows neurodiverse employees to hide their self-stimulating and soothing behaviors if they wish to. Repetitive actions such as tapping surfaces, squeezing a stress ball or swaying back and forth are referred to as "stimming" and are commonly associated with ADHD and autism. While there is nothing wrong with presenting these behaviors, some neurodiverse adults may prefer these behaviors not to be perceived by their coworkers.

5. Integrate Accessibility Features

Leaders should find ways to integrate accessibility into meetings to encourage neurodivergent participation. For instance, you might send the meeting agenda to the team beforehand so your neurodivergent workers can prepare something to share. The same goes for essential documents they need to mull over.

Hanging visual cues in the conference room is another hack to aid neurodiverse team members. These should comprise meeting rules and agendas in large, brightly colored fonts. A calming image hung on the wall could also create a focal point to hone their attention again.

Likewise, closed captioning should be enabled for online meetings so participants can read along, capture what's said and respond effectively.

6. Create Mentorship Experience

Assigning a mentor to a neurodivergent team member is crucial for empowering them to communicate freely without feeling judged in a social setting. Mentors might help mentees practice effective communication techniques like asking clarifying questions and listening actively. They could also role-play to teach neurodivergent co-workers how to interact and feel comfortable in meetings.

A mentor will eventually identify specific needs and can advocate for reasonable accommodations on their behalf. After meetings, it may be helpful for the mentor and mentee to debrief on what was shared and discuss their performance.

Nurture Participation Among Your Neurodiverse Workers

Leaders who cultivate participation among neurodivergent individuals reap the rewards of creativity, innovation and unique viewpoints. Support neurodiversity among your team by creating a safe and inclusive space for interactions.

About Eleanor Hecks

A Simplistic View of DEI: Birnbaum's Critique Falls Short

Wed, 18 Sep 2024 17:18:57 GMT

A Simplistic View of DEI: Birnbaum's Critique Falls Short

Fred Birnbaum's recent article for the Idaho Freedom Foundation, " Diversity, Equity, and Inclusion Needs to be Replaced with Merit, Excellence, and Intelligence ," presents a simplistic view of DEI in higher education . While his advocacy for merit-based systems is understandable, it fails to address the complexities of systemic inequality and the benefits of diversity in higher education.

Mr. Birnbaum argues that DEI initiatives undermine meritocracy and excellence by prioritizing group identity over individual achievement. However, this view ignores the historical and ongoing systemic factors that can limit opportunities for certain groups, such as race, gender, and socioeconomic status. DEI initiatives are not about lowering standards, but about ensuring that everyone has a fair chance to succeed.

Research from the American Council on Education and the Association of American Universities demonstrates the positive impact of diversity on student outcomes, faculty satisfaction, and institutional reputation . A diverse student body brings a wealth of perspectives and experiences to the classroom, enriching the learning environment for all.

For example, a study by the AAU found that students who attend more diverse campuses are 30% more likely to graduate and 17% more likely to have higher GPAs . Additionally, a study by the Pew Research Center found that students from diverse backgrounds reported feeling more supported and included on campus, and were 20% more likely to say that their experience had helped them develop a better understanding of people from different backgrounds.

Moreover, data from the U.S. Census Bureau and the Equal Employment Opportunity Commission reveals the persistent disparities in access to education and opportunities for different groups. DEI initiatives play a crucial role in addressing these systemic inequalities and creating a more equitable and inclusive campus environment.

For instance, a study by the EEOC found that in 2022, over 72,000 charges of workplace discrimination were filed, with race and color being the most common categories. This suggests that systemic discrimination continues to be a significant issue in various sectors, including education.

Furthermore, research from the National Bureau of Economic Research (NBER) has shown that increasing diversity in the workplace can lead to improved innovation and productivity. These findings can be applied to higher education as well, suggesting that a diverse student body can contribute to a more dynamic and innovative learning environment.

To effectively implement DEI initiatives in higher education, institutions should consider the following best practices:

Create a Culture of Belonging: Foster a welcoming and inclusive environment for all students, faculty, and staff.
Address Systemic Inequalities: Identify and address systemic barriers that may limit opportunities for certain groups.
Provide Diversity Training: Offer training and education on diversity, equity, and inclusion to all members of the campus community.
Support Student Organizations: Encourage the formation and development of student organizations focused on diversity, equity, and inclusion.
Measure Progress: Regularly assess the effectiveness of DEI initiatives and make necessary adjustments.

While it is important to uphold high standards of academic excellence, it is equally important to create a learning environment that is welcoming and inclusive to all students. By working together to address systemic inequalities and promote DEI, we can create a higher education system that is truly equitable and prepares students for success in the 21st century workplace and marketplace.

About Leah

Leah Smiley, CDE® is the President and Founder of the Institute for Diversity Certification (IDC)®, an ed-tech company focused on empowering individuals and organizations to unlock the untapped potential of a diverse workforce. Having trained more than 10,000 individuals and consulted with more than 100 organizations through her 25+ year career, Smiley is a master of training and organizational development. Through IDC®, Smiley developed the Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® credentials and a DEIA professional association, among other educational and training programs. For more information on IDC, visit www.diversitycertification.org.

Are You Greenwashing Your DEIA Efforts? Combine DEIA and Sustainability for Maximum Impact

Tue, 10 Sep 2024 08:00:00 GMT

Are You Greenwashing Your DEIA Efforts? Combine DEIA and Sustainability for Maximum Impact

Diversity, Equity, Inclusion, and Accessibility (DEIA) and sustainability are two crucial aspects of modern organizations. While they may seem unrelated at first glance, they are deeply intertwined. A truly inclusive and sustainable organization addresses both dimensions simultaneously.

The Intersection of DEIA and Sustainability

At the heart of both DEIA and sustainability is the belief that all individuals and communities have a right to a healthy, equitable, and sustainable future. DEIA initiatives promote Diversity, Equity, Inclusion, and Accessibility, that everyone has an equal opportunity to participate and benefit from society. Sustainability focuses on meeting the needs of the present without compromising the ability of future generations to meet their own needs.

A study by McKinsey & Company found that companies with diverse leadership teams are 25% more likely to outperform their peers financially . This suggests a strong correlation between DEIA and organizational success. Additionally, research from the World Economic Forum has shown that sustainability is a key driver of economic growth and innovation .

When combined, DEIA and sustainability create a powerful force for positive change. A diverse workforce brings a wider range of perspectives and experiences, leading to more innovative and sustainable solutions. Inclusive workplaces foster a sense of belonging and empowerment, which can improve employee engagement, productivity, and overall well-being. Additionally, sustainable practices can help mitigate the disproportionate impact of climate change on marginalized communities.

Addressing Misinformation and Backlash

Unfortunately, there is a growing trend of "greenwashing" DEIA efforts. Some organizations may claim to be committed to DEIA and sustainability but fail to take meaningful action. This can lead to backlash and erode public trust.

To avoid greenwashing, organizations must ensure that their DEIA and sustainability initiatives are genuine, transparent, and measurable. This means being honest about your progress, challenges, and goals. It also means being willing to be held accountable for your action and unintended consequences. For example, a well-intentioned sustainability initiative could inadvertently exacerbate existing inequalities if it does not consider the needs of impacted marginalized communities.

The Benefits of a Combined DEIA and Sustainability Strategy

A combined DEIA and sustainability strategy can offer numerous benefits, including:

Improved Reputation: Organizations that demonstrate a genuine commitment to both DEIA and sustainability can enhance their brand reputation and attract top talent.
Increased Innovation: A diverse workforce brings a wider range of perspectives, leading to more innovative and sustainable solutions.
Enhanced Employee Engagement: Inclusive workplaces foster a sense of belonging and empowerment, which can improve employee engagement, productivity, and overall well-being.
Reduced Risk: By addressing both DEIA and sustainability risks, organizations can mitigate potential legal, financial, and reputational liabilities.
Enhanced Customer Loyalty: Consumers are increasingly concerned about sustainability and social responsibility. Companies that prioritize both DEIA and sustainability can build stronger relationships with their customers.
Improved Financial Performance: Studies have shown that companies with strong DEIA and sustainability practices often outperform their peers financially.

Practical Steps for Integrating DEIA into Sustainability Initiatives

Here are some practical steps organizations can take to integrate DEIA into their sustainability initiatives:

Assess Your Baseline: Conduct a thorough assessment of your organization's current DEIA and sustainability performance.
Set Goals: Establish clear and measurable goals for both DEIA and sustainability.
Involve Diverse Stakeholders: Ensure that voices from all levels of the organization are represented.
Measure Progress: Track your progress towards your goals and adjust as needed.
Communicate Your Efforts: Share your DEIA and sustainability initiatives with your employees, customers, and the public.

Profit, People, Planet

The intersection of DEIA and sustainability offers a unique opportunity to create a triple bottom line: profit, people, and planet. By prioritizing DEIA and sustainability, companies can make a profit while also making a positive impact on society and the environment.

Individuals who are credentialed as a Certified Diversity Professional (CDP)® or Certified Diversity Executive (CDE)® are uniquely positioned to lead their companies in this area.

A CDP® is skilled in fostering inclusive cultures, ensuring compliance, and integrating DEIA into organizational practices, while the CDE® possesses a higher level of expertise in aligning DEIA with organizational values, promoting effective communication, and developing inclusive leadership. Certified leaders can help drive positive change and create a more sustainable and equitable future for everyone.

Ready to take the next step? Enroll today and become a driving force in shaping a more inclusive and sustainable world.

Resources:

McKinsey & Company. (2020). "Diversity, Equity, and Inclusion: A Business Imperative." https://www.mckinsey.com/featured-insights/diversity-and-inclusion
World Economic Forum. (2023). "The Future of Jobs Report." https://www.weforum.org/publications/the-future-of-jobs-report-2023/
The Aspen Institute. (2022). "The Business Case for Diversity, Equity, and Inclusion." https://www.aspeninstitute.org/events/the-future-of-dei-in-corporate-america/
U.S. Equal Employment Opportunity Commission. (2023). "Guidance on the ADA and COVID-19." https://www.eeoc.gov/wysk/what-you-should-know-about-covid-19-and-ada-rehabilitation-act-and-other-eeo-laws
Environmental Protection Agency. (2023). "Environmental Justice." https://www.epa.gov/environmentaljustice

DEIA as a Lifeline: Combating Employee Burnout and Fostering Mental Well-being

Tue, 03 Sep 2024 08:00:00 GMT

DEIA as a Lifeline: Combating Employee Burnout and Fostering Mental Well-being

In today's fast-paced, demanding workplace, burnout is becoming a pervasive issue, threatening the well-being of employees and the success of organizations. As defined by the World Health Organization, burnout is a " state of chronic stress that leads to exhaustion, cynicism, and a sense of ineffectiveness ." This state of physical, emotional, and mental exhaustion is often caused by prolonged stress or dissatisfaction. While burnout can affect anyone, it disproportionately impacts underrepresented groups, who may face additional challenges such as discrimination, microaggressions, and feeling like outsiders.

The Negative Impacts of Burnout on DEIA

Burnout can have a devastating effect on Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives. When employees feel overwhelmed, stressed, and undervalued, they are less likely to contribute their best work or feel a sense of belonging. This can lead to decreased productivity, increased turnover, and a toxic work environment.

Loss of Talent: When employees experience burnout, they may leave their jobs, leading to a loss of valuable skills and perspectives. According to a study by McKinsey & Company, " organizations with high levels of employee burnout are three times more likely to experience high turnover rates ."
Decreased Productivity: Burnout can reduce employee productivity, leading to lower morale and decreased efficiency. The American Psychological Association found that " employees who report feeling burned out are twice as likely to be less productive at work ."
Negative Company Culture: A culture where employees are stressed and overworked can create a hostile, toxic environment that discourages Diversity and Inclusion.

Moreover, burnout can exacerbate existing inequalities. Underrepresented groups may be more likely to experience burnout due to factors such as discrimination, lack of support, and tokenism. This can further widen the gap between majority and minority employees, making it difficult to create an equitable, inclusive workplace.

Preventing and Addressing Burnout

To address the issue of burnout and promote DEIA, it is essential to prioritize employee well-being and create a supportive work environment. Here are some actionable steps:

Prioritize Well-Being: Offer comprehensive health insurance plans, including mental health benefits. Encourage employees to take breaks, vacations, and time off.
Create Belonging: Foster a sense of community and belonging for all employees through empathy, respect, and open communication.
Offer Mental Health Resources: Provide access to mental health professionals, employee assistance programs, and mindfulness training.
Encourage Work-Life Balance: Set reasonable workloads and expectations. Promote a healthy work-life balance and discourage overwork.
Implement Flexible Work Arrangements: While not always possible for certain roles, allow employees the flexibility to adjust their schedules to meet their needs.

In addition to the above, it is important to promote mental well-being and reduce the stigma associated with mental health issues. Here are some practical tips:

Start a Conversation: Encourage open and honest conversations about mental health. Create a safe space for employees to share their experiences.
Educate Your Employees: Provide training and resources on mental health awareness and stigma reduction.
Lead By Example: Demonstrate your commitment to mental health by prioritizing your own well-being through prioritization, mindfulness, and exercising healthy boundaries.

Equipping Leaders to Champion DEIA and Employee Well-being

Investing in Certified Diversity Professional (CDP)® or Certified Diversity Executive (CDE)® exam preparation programming empowers your DEIA practitioners and company leadership to combat burnout and cultivate a culture of belonging for all employees. These credentials equip DEIA practitioners and company leaders with the specialized knowledge and tools to:

Proactively Identify and Address Burnout Risk Factors: CDP® and CDE® Designees gain expertise in recognizing burnout triggers specific to diverse populations. This allows them to identify areas where underrepresented employees might face higher burnout risks due to factors like microaggressions, lack of mentorship, or feeling like outsiders.

Develop and Implement Effective DEIA Strategies: CDP® and CDE® programs delve into creating inclusive work environments. Credential holders can design and execute DEIA initiatives that foster a sense of belonging for all employees, reducing feelings of isolation and undervaluing – common contributors to burnout.

Advocate for Supportive Policies and Programs: CDP® and CDE® leaders are equipped to advocate for and implement programs. This includes advocating for comprehensive health insurance plans with strong mental health coverage, Employee Assistance Programs (EAPs), and flexible work arrangements.

Champion a Culture of Open Communication: A core tenet of the CDP® and CDE® curriculum is fostering open communication. Credential holders can spearhead initiatives to create safe spaces for employees to discuss mental health concerns and navigate potential conflicts. This open dialogue helps reduce stigma and encourages help-seeking behavior.

Lead by Example: IDC’s CDP® and CDE® programs emphasize the importance of leadership in setting the tone. Credential holders can model healthy work-life balance, prioritize self-care, and encourage others to do the same. This creates a ripple effect throughout the organization, normalizing mental health awareness and reducing burnout risk.

By investing in CDP® and CDE® credentials, you're not just investing in qualified DEIA professionals – you're investing in a future where your workforce thrives.

Sources:

World Health Organization. (2019). Burnout in the Workplace. https://www.who.int/news/item/28-05-2019-burn-out-an-occupational-phenomenon-international-classification-of-diseases
McKinsey & Company. (2021). The Cost of Employee Burnout. https://www.joinpavilion.com/blog/the-real-cost-of-burnout
American Psychological Association. (2023). Burnout: Causes, Symptoms, and Treatment. https://www.apa.org/gradpsych/2011/03/corner
Acenda Integrated Health. Burnout to Balance: Overcoming and Preventing Severe Exhaustion. https://acendahealth.org/blog/burnout-to-balance
Pacific Association of Supreme Audit Institutions (PASAI). (2021). Well-being and Productivity. https://www.pasai.org/blog/2021/1/29/well-being-and-productivity
Acheloa Wellness. Do You Keep Saying to Yourself - “I’m Overwhelmed With Work and Life”?. https://www.acheloawellness.com/post/overwhelmed-with-work-and-life

About Karen Ledford

What Does It Mean to Provide Reasonable Workplace Accommodations for Your Neurodiverse Employees?

Tue, 27 Aug 2024 08:00:00 GMT

What Does It Mean to Provide Reasonable Workplace Accommodations for Your Neurodiverse Employees?

As the workplace evolves, so does its understanding of Diversity, Equity, and Inclusion (DEI). Understanding and accommodating neurodiversity — differences in brain function and learning, including autism, ADHD, and dyslexia — are part of the changes underway.

Neurodiverse employees bring innovation, new perspectives, and problem-solving skills to the business landscape, and providing accommodations to maximize their potential is vital. Here's how to create a more inclusive workplace for neurodiverse employees through reasonable accommodations and beyond.

Laws Protecting Neurodiversity in the Office

The Americans With Disabilities Act (ADA) protects people with disabilities from discrimination in every area of their lives, including occupation. Although the ADA does not provide a comprehensive list of disabilities, it recognizes several neurodiversity-related conditions.

Other laws pertaining to neurodiversity include:

Section 504 of the Rehabilitation Act: It forbids discrimination against neurodiverse individuals in federally funded programs and activities.
Individuals With Disabilities Education Act: While mainly for education purposes, it includes requirements for disabled students entering the workforce.

According to Bloomberg Law, legal cases related to disabilities rose 10% from 2016 to 2022, with autism-related charges increasing from 0.4% to 1.2% in the same period. Interestingly, neurodiversity charges against employers stayed the same from 2020 to 2021, which experts say may have been because of slower, less stressful work-from-home environments.

These laws prevent companies from discriminating during hiring, firing, and promotions. And, specifically, they require employers to deliver reasonable accommodations for those who need it.

Common Reasonable Accommodations for Neurodiverse Employees

Neurodiverse individuals experience wide-ranging challenges at work , including communication, time management, concentration, stress management, and sensory issues. Many neurodivergent employees require reasonable accommodations to perform their work to the best of their ability. However, there is no one-size-fits-all solution, so you should work with each individual to develop the best plan.

Reasonable accommodations for neurodivergence may look like the following:

Written or recorded instruction for personal reference
Visual task lists using images
Flexible hours, breaks, and work environments
Regular feedback with positive reinforcement
Skills training

Neurodiverse people are often affected by stimuli, so mandating a fragrance-free office and designating quiet areas may be other reasonable accommodations. For example, someone may be more productive in an office with a door than an open floor plan.

Lighting may also affect someone’s ability to work. While natural or bright lighting boosts employee performance and productivity, excessively bright or harsh lights may have the opposite effect for neurodiverse people. Light-emitting diode bulbs and advanced lighting systems will enable better control over adequate illumination.

Beyond Expectations: 5 Tips for Accommodating Neurodivergence in the Workplace

Although you're mandated to provide reasonable accommodations to your neurodiverse employees, going above and beyond what's expected demonstrates your personal commitment to your employees. Additionally, nurturing your neurodiverse talent enhances job satisfaction and creates an idyllic workplace for everyone.

1. Provide Companywide Training

Studies show that 56% of workers agree DEI is positive for the workplace. With so many team members on board, it may be worth offering companywide training to discuss neurodiversity and the value these individuals bring to the job.

Training could cover various conditions, the strengths and challenges of neurodiversity, and how to best work alongside neurodiverse individuals. This sort of discussion decreases stigma and aids acceptance. Inviting guest speakers to share personal experiences and insights is another option.

2. Offer Mentorship

Neurodiverse team members could benefit from mentorship programs. Mentors offer guidance and support for employees to develop professionally and progress in their career paths. These programs allow neurodiverse employees to ask questions and receive helpful feedback to improve in various areas of their work.

3. Create Sensory-Friendly Workspaces

According to one study, autistic people are more susceptible to background noise and light compared to non-neurodiverse individuals. Therefore, you can create sensory-friendly environments for them to do their work.

Although this falls under reasonable accommodations, employers can ensure private office areas are free of distractions — such as busy patterns and clutter — or offer noise-canceling headphones. Likewise, these spaces might be equipped with softer lighting or dimmers for them to control.

4. Allow Flexible Work Arrangements

Nowadays, most employees want flexible work arrangements. However, neurodivergent workers may benefit most from them. Remote work options allow these individuals to perform their jobs when they're most productive and create their own ideal workspace to meet their needs.

5. Invest in Assistive Technology

What are straightforward tasks for one person — reading and drafting emails, writing documents and editing — may not be as simple for neurodivergent people. Companies can invest in assistive technology to help these individuals work independently and efficiently.

For instance, you might deliver speech-to-text software, which converts spoken words into text. Likewise, text-to-speech software reads text aloud, benefiting those with dyslexia or a visual disability. Other tools include time-tracking applications, graphic organizers, digital scheduling and reminders, and mind-mapping software.

Help Your Neurodiverse Employees Shine

Accommodating the needs of your neurodiverse employees is vital to maintaining an inclusive workplace. As any company knows, a well-supported team delivers positive results. Go above and beyond reasonable accommodations for neurodivergent staff, and reap the rewards of their high performance and skill.

About Eleanor Hecks

No, You Can't Both Sides Bigotry

Tue, 20 Aug 2024 18:12:55 GMT

No, You Can't Both Sides Bigotry

A Letter to a White Friend

Hello friends,

While I’m often pretty reasonable, there are some experiences in anti-racism work that are hard to cope with when I’m not in a good place or wearing my professional facilitator hat. This started as a an article then turned into one of my slightly ranty letters - enjoy!

Dear white friend,

I need to share something with you.

One of the things I find most annoying is when people (you included) try to “both sides” or “devil’s advocate” racism and bigotry. It’s both ridiculous and inhumane to make the argument, just as racism and bigotry themselves are ridiculous and inhumane, but sadly all too real.

There are people with whom I have versions of the same conversation often. Just as some people say “but the emails” as the excuse for electing a self-confessed sexual abuser, there are people who say “but she lied” as an excuse for discounting the real racism Meghan Markle faced. Then there’s the “it was another time” as an excuse for attitudes and practices that were ALWAYS inexcusable but somehow - well, we know how - condoned.

Please, just stop it.

If I, as a Black woman, am telling you, as a white person, about an experience of racism or my views on racism, and we’re not in a workshop setting where I’m facilitating, then I’m unlikely to want to hear the excuses, justifications and minimisations of the inexcusable.

I don’t want to hear that so and so “should have complied” - even compliance doesn’t guarantee safety if you are Black and, just as importantly, in the USA only white people are guaranteed to come out of most engagements with the police alive.

I don’t want the gaslighting . As I’ve said many, many times, I know racism when I see it. I can feel it in the air even when it’s not overt. My senses are finely tuned as a matter of safety. I truly believe that that is a multi-generational skill passed down through centuries of trauma.

So the both sides thing makes me see red - almost literally. I can feel the smoke rising above my head like in those cartoons where people get angry.

And sometimes I have to disconnect from the conversation before I say something I’ll regret, because often it’s clear that there’s such a gulf between our perspectives that there’s no point in talking about it. If you ever see me tune out in such a conversation, that’s why.

Honestly, I don’t want to hear you being reasonable on behalf of the racists, bigots, abusers, assaulters, etc. I just don’t. No, I want you to understand where I’m coming from and lend your unquestioning support. After all, if you both sides too many times, I might start to wonder where you really stand.

Thanks for understanding, and for leaving the “both sides” approach at the door.

Anti-racist friends, have you ever found yourself in this situation? What was your reaction?

About Sharon Hurley Hall

Your DEIA Metrics Are a Joke

Thu, 15 Aug 2024 17:59:27 GMT

Your DEIA Metrics Are a Joke

(But They Don't Have to Be!)

Let's be honest: many DEIA efforts are falling short due to ineffective measurement.

Are your current metrics providing actionable insights?

Do they reflect your organization's goals and progress?

To drive real change, your need data that tells a story. But gathering and analyzing the right metrics can be overwhelming.

Here's How to Turn Data into Action

Identify What Matters

Align your DEIA goals with your overall organizational objectives. Create specific, measurable, achievable, relevant, and time-bound (SMART) goals . For instance, aim to improve employee experience by 10% within a year through generational diversity and unconscious bias training, measured by employee satisfaction surveys.

Collect Comprehensive Data

Gather a variety of data points , including employee demographics, turnover rates, promotions, compensation, and employee feedback. Utilize both quantitative and qualitative data for a holistic view . Consider using pulse surveys and exit interviews to capture additional insights.

Uncover Hidden Patterns

Dive deeper into your data to identify trends, disparities, and root causes . Use data visualization tools to uncover hidden patterns and correlations . Benchmark your organization against industry standards to identify areas for improvement .

Communicate Effectively

Transform data into compelling narratives that resonate with stakeholders. Use clear and concise language, visuals, and storytelling techniques to communicate your findings effectively. Tailor your message to your specific audience.

Drive Meaningful Change

Use data insights to inform strategic decision-making and implement targeted initiatives. Track and adjust your approach as needed. Celebrate successes and share lessons learned to foster a culture of continuous improvement .

Need Expert Guidance?

IDC®'s Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® exam preparation programs equip you with the skills and knowledge to excel in DEIA measurement and strategy.

Turn Your DEIA Metrics into a Catalyst for Change. Enroll Today!

CDP® Practitioners

Success is measured by quantifiable results and sustainable achievements achieved over time. A CDP® evaluates efforts against goals, identifies areas for improvement, and produces a return on investment from DEIA work.

CDE® Leaders

Data allows organizations to benchmark people, policies, and practices against competitors and other best-in-class enterprises. A CDE® provides insights into how data will impact the organization now and in the future.

REBOOT: Why Black Women Prioritise Education

Tue, 13 Aug 2024 08:00:00 GMT

REBOOT: Why Black Women Prioritise Education

Without it, where would we be?

Hello friends,

It’s time for the monthly reboot. This month, we’re talking education - and the reasons why it’s such a priority for many who share my identity. I’ll add an update at the end with some further thoughts on this topic.

Why Black Women Prioritise Education

“Black women love a piece of paper,” said my sister as we were walking early one morning. She wasn’t talking about money - though of course proper remuneration is always welcome - but about certificates of educational achievement.

She wasn’t wrong.

As a group, Black women tend to be educational overachievers , always seeking to do more and better. I’m a case in point. I have two Master’s degrees. The first one was by choice, and the second came about because I had to do a postgrad certificate in teaching and learning when I went to work for Coventry University. Since I was already one third of the way to a Master’s, I decided to complete it. That’s how we roll.

For many Black communities (I can speak knowledgeably about my own, but I’m told it’s much the same in other countries), education is the ticket to a better life. For Black women, who are almost universally disrespected and overlooked, it’s a must.

I may have told you this story before, but someone I know was discussing education with work colleagues. When she mentioned she had a Master’s degree, every head swiveled round and one person said with surprise and shock: “You have a Master’s?” To her, it was unthinkable that “the little Black girl” should be more qualified than she was.

Overqualified Yet Underpaid

Most Black women will have the experience at some time in their careers - and some, throughout their careers - of being dictated to and condescended to by people much less qualified and experienced than they are. They will have suffered from being overworked, underpaid, and disrespected by white colleagues and bosses.

The box that white supremacy creates for Black women doesn’t admit to their (our) educational achievement and professional competence but that’s precisely why we have to have those things. Black women, like other Black people, have to be better than the rest to achieve the same things.

Remember, when that Epstein guy disrespected Dr. Jill Biden? And when Dr. Timrit Gebru was fired by Google (that’s how she tells it, and I believe Black women - who would lie about that?) that resulted in more Black women putting their qualifications at the end of their names so people could see just how qualified they were. (I didn’t do it, because M.A., M.A. would just be ridiculous, but I totally understand why they did.)

Why You Need Your Certificates to Have a Chance

A report on racism in Canadian workplaces had some stats that rang true for me, having seen similar reports about both the UK and the US. Black people are less likely to be hired, more likely to be unemployed, more likely to be affected by credentialism , more likely to be underpaid. And that’s not to mention the microaggressions and the poor promotion prospects.

So getting those pieces of paper is necessary to even have a shot.

What’s An Anti-Racist To Do?

So what can anti-racists do to help address this problem in the workplace? I speak here as a former employee, rather than an HR expert, but here’s what I think:

Anonymise the selection process to see a wider pool of candidates
Accept non-standard backgrounds that still provide the skills you need
Hire qualified Black and Brown people and support, mentor and promote them

Honestly, it’s not that difficult if you have a will to do it. After all, there are tens of thousands of super-qualified Black people out there.

All you have to do is be willing to look.

2024 update: While I’ve never thought a piece of paper was the be-all and end-all (after all, I learned my journalism skills on the job rather than in a classroom), I’m very realistic about the credentialism that plagues Black and Global Majority people, especially women. And even with those certificates, it’s all too easy for someone to spread doubt and get Black women booted out of their job, either explicitly or through quiet firing. I’d love to see a day where the ability to do the job at hand and willingness to learn any additional skills needed was enough, but we’re sadly not there yet. So my challenge to allies and advocates remains.

Thanks for reading,

Sharon

About Sharon Hurley Hall

The Importance of Disability Support Training for Leaders to Foster Workplace Success

Tue, 06 Aug 2024 09:00:00 GMT

The Importance of Disability Support Training for Leaders to Foster Workplace Success

Diversity, equity and inclusion initiatives have taken center stage in today's corporate environment. As organizations strive to create workplaces that embrace all forms of diversity, focusing on disability support training for leaders has become crucial. This training is essential for promoting a fair and inclusive work environment and driving overall success.

Why Should Leaders Have Disability Support Training?

The benefits of disability support training for leaders are numerous, making the workplace more supportive and productive for both employees with disabilities and their leaders. The following are some of the many benefits of support training.

1. Builds a Culture of Inclusion

Integrating disability support training into your DEI initiatives demonstrates a solid commitment to fostering an inclusive workplace. It empowers leaders to create an environment where all employees — regardless of their abilities — can thrive and contribute to the company’s success.

This support does not go unnoticed by employees. Research shows that workplace happiness among workers with disabilities has declined almost 20% YoY , while the average employee’s happiness actually increased. The reason for this stark difference is largely due to employers not listening to the needs of their employees and supporting initiatives that would benefit diverse employee needs, such as forcing return-to-work policies.

Through training that builds awareness and acceptance towards various support needs, leaders can better understand how to listen to and work with employees with disabilities and lend the support those workers need to be successful, happy and healthy in their roles.

2. Dispels Stereotypes

Disability support training is one of the best ways to dispel harmful stereotypes that many workers with disabilities navigate daily in the workplace.

For example, one of the most pervasive stereotypes about disabilities is that they predominantly affect older people and that most older people have disabilities. However, disabilities can affect individuals of all ages, and many older workers do not have disabilities — only two in five people aged 65 and older actually experience some form of functional disability, meaning 60% do not. Without proper training, employers may unknowingly use these stereotypes to discriminate against younger employees with hidden disabilities or underestimate the capabilities of older workers.

Disability training helps leaders recognize and support the diverse needs of their workforce. Understanding that disabilities are not limited to a particular age range, race or gender can help leaders better identify and accommodate everyone’s needs. This awareness fosters a more inclusive and supportive work environment where everyone has the opportunity to succeed.

3. Provides Tangible Business Benefits

Aside from meeting leading and ethical standards, prioritizing this training can help enterprises gain a competitive edge in the marketplace.

Disability support training empowers leaders to create a workplace culture that values and accommodates employees with disabilities. Globally, 16% of the population lives with some form of disability. In America, there are about 40.6 million people in this category. Ignoring this demographic can mean missing out on a substantial talent pool.

Additionally, companies employing people with disabilities outperform their peers. Fostering an inclusive environment can lead to remarkable financial and cultural benefits.

5 Steps to Implement Disability Support Training

To integrate disability support training into your organization effectively, follow these strategic steps.

1. Assess Current Knowledge and Needs

Start by evaluating your leaders' current understanding of disability issues. Surveys, interviews and consultations with workers with disabilities can help identify knowledge gaps, unconscious biases and training needs.

2. Engage Experts and Utilize Evidence-Based Training

Partner with disability advocacy organizations and training providers to develop a robust training program. Ensure the content is rooted in the latest research and best practices in inclusion.

3. Focus on Practical Skills

The training should equip leaders with practical skills, such as making reasonable accommodations, using effective communication techniques and creating accessible workspaces. Interactive methods like case studies and role-playing can help leaders apply these skills effectively.

4. Promote Continuous Learning

Disability support training should be an ongoing process. Offer regular workshops, webinars, and updated resources to keep leaders informed about new developments and emerging best practices.

5. Measure Impact and Adapt

Evaluate the effectiveness of the training by collecting feedback from participants and tracking workplace inclusion metrics. Use this data to refine and improve the training program.

4 Ways to Leverage Technology for Disability Support

Incorporating technology can significantly enhance the effectiveness of disability support training. Here are some ways you can leverage technology.

1. Accessible E-Learning Platforms

Use e-learning platforms designed to be accessible to all employees, including those with disabilities. These should support screen readers, offer closed captioning and provide content in various formats to cater to different needs.

2. Virtual Reality (VR) Simulations

Implement VR simulations to provide immersive experiences that help leaders understand the experiences of team members with disabilities. This hands-on approach can foster empathy and improve problem-solving skills related to accessibility issues.

3. Assistive Technology

Educate leaders about various assistive technologies that can support employees with disabilities. This strategy includes software like speech-to-text programs, ergonomic hardware and other adaptive tools that can enhance productivity and comfort in the workplace.

4. Online Resources and Communities

Create or participate in online communities and resource hubs that offer ongoing support and information about disability inclusion. These platforms can be valuable for sharing best practices, accessing expert advice and staying updated on new developments in the field.

Driving Success Through Inclusive Leadership

Investing in disability support for leaders is more than just a moral imperative — it is a strategic business decision. Fostering an inclusive workplace can help your organization unlock your workforce's full potential, drive innovation and achieve greater financial success.

As the world moves toward a more inclusive future, leaders must be equipped with the knowledge and skills to support all people, breaking down stereotypes and creating opportunities for everyone. Implementing comprehensive disability support training is a vital step toward achieving this goal and ensuring workplace success.

About Eleanor Hecks

Prevent AI Bias & Build Trust: New AMBP-L™ Certification

Wed, 26 Jun 2024 22:54:22 GMT

Prevent AI Bias & Build Trust: New AMBP-L™ Certification

New Program Equips Leaders to Develop Ethical and Trustworthy AI

A recent study by the Edelman Trust Barometer revealed a significant gap in trust: while 76% of people trust businesses in the Technology sector, only 50% trust AI . This highlights the growing concern about bias in AI, which can lead to unfair outcomes and erode public confidence. In a significant step towards fostering ethical technology, the Institute for Diversity Certification (IDC)® today announced the launch of its Artificial and Machine Bias Prevention – Leader (AMBP-L)™ Certification program . This groundbreaking initiative equips leaders and professionals to prevent bias in the development and implementation of artificial intelligence (AI), machine learning (ML), and extended reality (XR) technologies.

“In today's rapidly evolving technological landscape, ensuring fairness and eliminating bias in AI, ML, and XR applications is paramount ,” said Derwin Smiley, AMBP-L™, IDC® CEO . “The AMBP-L™ Certification empowers leaders to navigate these complexities and build trust and transparency by proactively addressing bias throughout the software development lifecycle.”

Why AMBP-L™ Certification Matters

Enhanced Credibility: Stand out by demonstrating your commitment to ethical technology development.
Reduced Risk: Proactively mitigate the risks associated with biased algorithms, including brand damage, regulatory scrutiny, and lawsuits.
Increased Efficiency: Minimize rework and product recalls by ensuring fairness throughout the development process.
Improved Customer Satisfaction: Deliver AI, XR, and ML solutions that are trusted and inclusive for all users.
Competitive Advantage: Attract and retain customers who value ethical business practices.

Equipping Leaders for Success

The AMBP-L™ Exam Preparation Program offers a unique blend of academic rigor and practical application. Participants gain a deep understanding of:

The different types of bias, triggers, and stereotypes
The business case for debiasing AI, XR, and ML applications
Linguistic bias and language processing
Design flaws and filter biases
Techniques for solving for fairness and removing biased coding elements and data sets
Methods for analyzing discriminatory trends and implementing diverse teaming models for user acceptance testing (UAT)
Processes for resolving ethical dilemmas and setting team standards
Strategies for measuring anti-bias accuracy levels

The AMBP-L™ Certification assessment process consists of two parts:

A high-stakes, 100-question knowledge exam
A gamified simulation where participants remove biased data/elements, identify bias manifestations, and evaluate the removal of biased codes.

Eligibility

The AMBP-L™ Certification program is designed for a wide range of professionals, including:

Founders, IT Executives, and Tech Professionals
Procurement and Risk Management Officials
C-Suite, DEIA, HR, and Other Leaders

Fall 2024 Course Registration Now Open

The first AMBP-L™ Certification course will be held virtually this fall, with sessions running from October 1st to 22nd, 2024.

Special Anniversary Offer!

Celebrate 15 years of empowering change with IDC®'s exclusive discounts on the CDP® program!

* New CDP® and CDE® Candidates enrolling in Online and Self-Study Programs save 50% through December 31, 2024 at 11:59 PM ET. Must use Promo Code: 15YEARS during registration. Does not apply to prior purchases or custom cohorts.

** Save 10% on educational programs through December 31, 2024 at 11:59 PM ET. Includes the AAL, AMBP-L Online Exam Prep Packages, and Train-the Trainer. Must use Promo Code: WELCOME10 during registration. Does not include Membership (including webinars), Certification fees (exam-only registration and exam changes), and Recertification. Excludes prior purchases and groups. May not be combined with other promotions.

Don't miss this opportunity to become a leader in ethical technology development.

Redefining Diversity for the Modern Workforce: Why DEIA Matters More Than Ever

Mon, 24 Jun 2024 18:54:07 GMT

Redefining Diversity for the Modern Workforce: Why DEIA Matters More Than Ever

The Institute for Diversity Certification (IDC)® is urging organizations to move beyond outdated views of Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives . For 15 years, IDC® has been a champion for a more strategic understanding of DEIA, emphasizing its power to unlock the full potential of a diverse workforce.

This shift towards an intersectional approach fosters a work environment that celebrates and leverages the unique strengths of each employee. This leads to a range of benefits, including:

Enhanced Learning and Skills Sharing
Stronger Supplier Relationships
Innovative Problem-Solving
New Product Creation
Advanced Talent Management

The Changing Workforce Landscape

The demographics of the workforce are rapidly changing. By 2044, minorities are projected to comprise nearly half of the U.S. population according to the U.S. Census Bureau. A 2020 Pew Research Center study highlights that millennials and Gen Z are the most racially and ethnically diverse generations in history. These trends necessitate a broader definition of Diversity that goes beyond race and ethnicity .

"While race and ethnicity are important, they're just a few pieces of the puzzle," says IDC® Founder and President Leah Smiley, CDE® . "At IDC®, we see DEIA as a strategic approach to leverage the strengths of a multidimensional, multigenerational workforce . This includes factors like sexual orientation, veteran status, neurodiversity, and socio-economic background, among others."

The Power of Effective DEIA Training

By embracing a broader definition of Diversity , organizations can cultivate inclusive workplaces where everyone feels valued. This translates to a range of benefits, including increased innovation, improved employee satisfaction, and stronger financial performance.

However, simply having a DEIA policy is not enough. Effective DEIA training, led by experienced professionals, is essential for driving real change. This is where IDC® excels. Their programs equip leaders with the knowledge and skills necessary to develop and implement successful DEIA initiatives.

Credentialed Leaders Drive DEIA Success

IDC® encourages organizations to define and implement DEIA strategies that are unique to their workforce and business goals. "Letting others define DEIA for your organization is a missed opportunity," adds Smiley. "IDC® equips leaders with the knowledge, collaboration tools, and ingenuity to unlock a future-proof DEIA approach specific to your organization's needs ."

Unlocking Success Through DEIA

By redefining Diversity and investing in effective DEIA training led by credentialed professionals, organizations can unlock the full potential of their workforce and gain a competitive edge in the marketplace. IDC® stands ready to be your partner in achieving your DEIA goals.

Explore IDC's Workplace DEIA Solutions

Certifications

Programs

15 Years of Building Better Workplaces: Your Partner in DEIA Success

Mon, 24 Jun 2024 15:36:32 GMT

15 Years of Building Better Workplaces: Your Partner in DEIA Success

Celebrating Milestones and Charting the Future with the Institute for Diversity Certification

For the past 15 years, the Institute for Diversity Certification (IDC)® and The Society for Diversity have been a proud partner on your journey towards building more diverse and inclusive organizations. It's been a time of incredible growth and learning, with an evolving understanding of the critical role DEIA plays in organizational success .

We've witnessed a growing recognition of the vital role Diversity, Equity, Inclusion, and Accessibility (DEIA) play in organizational success, and we're committed to empowering changemakers to make a lasting impact .

“Globally, we need leaders who understand how DEIA strategies empower organizations to tap into greater innovation and transform them into places of success through achieving business objectives, strengthening recruitment and retention strategies, and realizing new growth markets and financial opportunities,” advises Sonya Ferreira, CDP® . “With DEIA training, organizations can produce strategic thought leaders and managers across a spectrum of professions allowing businesses to leverage the power, purpose, and impact of DEIA principles in the workplace and community. IDC® training provides the essentials, and it is a must for executives, managers, and DEI professionals.”

A Look Back at Our Milestones

Our story began in 2009, fueled by a desire to empower individuals and organizations to create productive, successful workplaces. Since then, we've achieved some significant milestones:

Empowering Leaders

We've credentialed thousands of DEIA practitioners and leaders through our Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® programs.

“Becoming a Certified Diversity Executive (CDE)® is one of the best decisions I have made,” says Mary J. McConner, PhD, CDE® . “The course and content were informative, engaging, and extremely relevant to what I do as a DEIA practitioner and consultant.”

Linda Haft, SPHR, CDP®, CCP, LDCP adds that she has “ learned a great deal more about how to help my organization with DEIA initiatives!”

Building Communities

We've fostered a thriving community of more than 2,500 individual and organizational visionaries who connect, share best practices, offer support, and hold each other accountable for progress.

Dr. Tonicia Freeman-Foster, CDP®, CHES®, PMP® describes her Membership experience: “I have found community. A community of brilliant, passionate, and diverse individuals who are committed to making the world a better and equitable place for all individuals to access. A community full of expertise where I can share and gain new skills and resources. A community where there is no wrong door, and a solution is just an email or message away. A community where I can just be my authentic self .”

Adapting to Change

We understand that the DEIA landscape is constantly evolving . We stay at the forefront of the conversation, continuously refining our approach to reflect the ever-changing needs of the workplace.

Joy Fowler, MBA, CDE® enjoys the continuous learning process integrated throughout IDC®’s programs. “Membership and Certification are ongoing, she says. “They are not one and done programs, so I know it will be a source of support and knowledge in perpetuity . When you commit to working in DEIA, it is comforting to know IDC® is there to help you flourish.”

Adapting to the Evolving Landscape of DEIA

The world of DEIA is constantly evolving, and we understand the need to stay ahead of the curve. Our curriculum undergoes regular revisions to reflect the latest trends and best practices in Diversity and Inclusion . We also host multiple certificate programs and administer the leading DEIA professional association , including informative webinars and insightful resources to keep our community informed about critical issues.

Celebrating 15 Years and Looking Ahead

As we celebrate this significant milestone, we're filled with immense gratitude for the passionate individuals and organizations we've had the privilege to collaborate with. Your dedication to creating a more equitable future inspires us every day.

As we celebrate 15 years of impact, we've made a strategic decision to streamline operations under the Institute for Diversity Certification (IDC)® name. This move will allow us to:

Unify Our Voice: By presenting a united front under IDC, we can amplify our message and impact on the DEIA landscape.
Enhance Efficiency: Streamlining operations will allow us to better serve you with improved resource allocation and collaboration.
Improve Your Experience: You'll experience a more consistent and unified experience across our website and program materials.

We understand you may have questions as we transition. Rest assured, IDC® remains committed to providing you with the exceptional resources and support you've come to expect.

Over the coming months, you will notice adjustments to our program materials, social media channels, websites, and more. We will communicate key changes to our Candidates, Designees, and Members via email as appropriate.

A Special Offer to Celebrate 15 Years

“We’re passionate about empowering leaders to leverage DEIA for tangible business results,” says Leah Smiley, CDE®, Founder and President of IDC® . “Our Certifications, Membership, and educational training programs equip individuals with skills that foster innovation and drive better decision-making. We use our programs to help companies make money, save money, and achieve their organizational goals by unlocking the power of a diverse workforce.”

In honor of our 15th anniversary, we're offering two special promotions. In honor of our anniversary, we're offering two specials! See below for exclusions and details.

New CDP® and CDE® Candidates enrolling in Online and Self-Study Exam Prep Programs save 50%!

Promo Code: 15YEARS

Save 10% on Educational Programs !

Promo Code: WELCOME10

We look forward to being a part of your DEIA success story!

Advance Your DEIA Leadership with the CDE® Program

Tue, 18 Jun 2024 21:10:17 GMT

Advance Your DEIA Leadership with the Certified Diversity Executive (CDE)® Program

Equipping Changemakers for the Modern Workplace

The groundbreaking Certified Diversity Executive (CDE)® Exam Preparation Program empowers experienced professionals to become architects of inclusive workplaces and champions of transformative DEIA initiatives.

More Than Training, It's Transformation

The CDE® Program goes beyond traditional training. It's a comprehensive journey designed to equip seasoned professionals with the advanced knowledge and strategic skills to lead successful DEIA efforts. Participants delve into complex DEIA frameworks, from designing metrics and fostering inclusive leadership pipelines to navigating global DEIA implementation.

"The CDE® Program empowers leaders to champion DEIA as a strategic business driver," says Dr. D. I. Lee, CDE®, Vice President for Education and Training at IDC® . "Our program equips seasoned professionals to architect a strategic DEIA vision, ensuring alignment with organizational goals and measurable impact."

Elevate Your Expertise, Strengthen Your Organization

Master Strategic DEIA Leadership: Integrate DEIA into every facet of your organization, driving cultural transformation and innovation.
Develop Executive Influence & Advocacy: Champion DEIA initiatives and secure buy-in from key stakeholders with persuasive communication skills.
Cultivate Sustainable Transformation: Foster a culture of inclusion, leading to increased employee engagement, innovation, and superior business results.
Distinguish Yourself as a DEIA Expert: Earn the CDE® credential and showcase your expertise in building inclusive workplaces.

Flexible Learning Options for Busy Professionals

The CDE® Program offers a variety of learning formats to accommodate your schedule:

Interactive Instructor-Led Training: Choose from 3-day (Americas), 4-day (EMEA & APAC), or 8-week online programs.
Self-Paced Study: Gain a strong foundation in DEIA principles at your own pace.
Customizable Programs: Tailor the program to your specific needs and goals, including in-person sessions (for large organizations).

Validate Your Expertise Through Rigorous Assessment

The CDE® Program culminates in a comprehensive assessment that validates your ability to translate knowledge into action:

Real-World Application Projects: Develop practical DEIA solutions, Showcase your ability to implement effective strategies in a peer-reviewed Candidate Project.
Comprehensive Exam: Test your knowledge across all nine CDE® domains and 16 competencies through a 100-question, multiple-choice exam.

“Being new to the field of DEI when I began the course, I felt well prepared to develop my organization’s DEI efforts,” recalls Shaneequa Parker, JD, MPA, MSW, CDE® . “Not only was the information presented relevant, but realistic. It expanded my knowledge and contributed to the development of my leadership skills beyond DEI.”

Special Anniversary Offer!

Celebrate 15 years of empowering change with IDC®'s exclusive discounts on the CDP® program!

Embrace the power of DEIA and propel your organization forward. Enroll now.

Is "DEI" Too Controversial? Or Are We Missing the Point?

Fri, 14 Jun 2024 03:46:27 GMT

Is "DEI" Too Controversial? Or Are We Missing the Point?

The current debate surrounding DEI has taken an interesting turn. Some organizations are hesitant to use the term due to perceived controversy. But is this a step in the right direction, or are we missing a crucial opportunity ?

Shifting Focus

Let's consider the analogy of changing the name of "Women's Basketball" because it might offend someone. The true issue lies in addressing unfair treatment, not the terminology itself. Similarly, focusing on the term "DEI" distracts us from dismantling the underlying social constructs that lead to inequities .

The Caitlin Clark Case: The recent Caitlin Clark situation is a prime example of misplaced focus. Clark faced criticism from some commentators who questioned whether her success was due to her race. This incident sparked debate about potential bias in sports selection.

Does this incident warrant changing entire industries or erasing terminology?

Or should we be addressing a deeper issue?

Instead, the conversation should center on ensuring fair opportunities and eliminating racial prejudice in all facets of sports, including selection processes and fan culture.

Moving Forward

Instead of shying away from the term “DEI,” let's explore its core values and goals. Here are some questions to consider:

What does "Diversity" truly mean in today's workplace ? It encompasses a wide range of factors, including race, gender, ethnicity, sexual orientation, and more.

Why should anyone have to tolerate unfairness based on race or other factors?

Can we encourage critical thinking about the ultimate objective of DEI initiatives? Fostering a culture of inclusion and respect is key.

DEI leaders have the power to navigate these complex conversations. Working together, we can move beyond labels and tackle the root causes of inequity .

Champion Change

Earning your Certified Diversity Professional (CDP)® or Certified Diversity Executive (CDE)® credential demonstrates your expertise in:

Leading with Confidence: CDP® and CDE® Designees display a comprehensive understanding of DEI principles and best practices.
Driving Effective Change: These credentials provide the tools to design and implement impactful DEIA strategies within your organization.
Fostering Inclusive Workplaces: CDP® and CDE® leaders cultivate environments where everyone feels valued and respected.

By fostering genuine inclusivity and understanding, we can move forward with DEIA in a productive and meaningful way.

Invest in your professional development and successful workplaces with a CDP® or CDE® credential. Enroll today.

Anniversary Savings!

50% Off CDP® and CDE® Online and Self-Study Programs!*

Use Promo Code: 15YEARS During Registration

New CDP® and CDE® Candidates enrolling in Online and Self-Study Programs save 50% through December 31, 2024 at 11:59 PM ET. Must use Promo Code: 15YEARS during registration. Does not apply to prior purchases or custom cohorts. May not be combined with other offers.

Elevate Your DEIA Expertise with the CDP® Exam Prep Program

Tue, 11 Jun 2024 20:15:04 GMT

Elevate Your DEIA Expertise with the CDP® Exam Prep Program

Equipping Changemakers for the Modern Workplace

The Institute for Diversity Certification (IDC)®, a leading provider of DEIA training, empowers professionals to become changemakers with its Certified Diversity Professional (CDP)® Exam Preparation Program . This program goes beyond traditional training , equipping participants with the knowledge and practical skills to spearhead successful DEIA initiatives within their organizations.

Benefits

Enhanced Credibility: Earn the CDP® credential and establish yourself as a DEIA subject matter expert.
Actionable Skills Development: Gain practical strategies for building inclusive workplaces, fostering employee engagement, and driving business results.
Elevated Career Prospects: Advance your career in DEIA-focused roles across various departments like HR, supply chain, and marketing.
Stronger Organizational Culture: Cultivate a more inclusive work environment, leading to increased innovation, employee satisfaction, and improved performance.

Flexible Learning Options

Instructor-Led Training: Choose from 3-day ( Americas ), 4-day ( EMEA & APAC ), or 8-week online programs.
Self-Paced Study: Gain a strong foundation in DEIA principles at your own pace.
Customizable Programs: Tailor the program to align with your specific needs and goals (for large organizations).

Demonstrate Your Expertise

The program culminates in a comprehensive assessment that measures your ability to apply your learnings:

Real-World Application Projects: Showcase your ability to implement effective strategies in a peer-reviewed Candidate Project.
Comprehensive Exam: Test your knowledge across all nine CDP® domains and 16 competencies.

"The CDP ^® program provided a crucible for professional development, provoking further exploration and growth," says Sonya Ferreira, CDP ^® . "The instructors fostered a safe learning environment for respectful discussions on tough subjects, making the process itself a valuable DEIA experience."

Special Anniversary Offer!

Celebrate 15 years of empowering change with IDC®'s exclusive discounts on the CDP® program!

Join IDC® in its mission to create more inclusive work environments. Enroll now.

DEIA at the Crossroads: Why You Should Expect to Fail

Thu, 06 Jun 2024 14:15:16 GMT

DEIA at the Crossroads: Why You Should Expect to Fail

My family calls me the ultimate eavesdropper but I can't help overhearing some conversations. As a parent, there are just some things that I should know, and as a DEIA leader, there's some stories that you all should hear.

So, I went to Walmart a few nights ago. As I'm walking down the paper goods aisle, I overheard two young men in a conversation. The Black guy says, "I can't believe you left a good job at ______ (I couldn't hear what he said) and they were paying you more money."

The Latino guy says, "I had to quit; they were racist ."

The Black guy says, "Who was racist? The customers, employees, managers?"

The Latino guy says, "The managers. They segregated the employees and had the White workers doing the easy stuff, while all the Latino workers were over here doing ______ (once again, I couldn't hear what he said)."

The Black guy says, "Oh OK, I would have quit too."

This common scenario represents a failure of leadership to understand how they are perceived. Maybe they don't care or perhaps they think paying more money will help them to retain employees, but at any rate, their approach was ineffective.

The idea of failing in Diversity, Equity, Inclusion, and Accessibility (DEIA) is not a subject that we talk about openly. Yet, many organizations are failing their current employees and stakeholders, as well as the next generation. Whether there is no accountability and transparency, or no defined strategy and measurement criteria, the current push to quietly engage in a few random DEIA activities is a failure of leadership.

But there's good news! In the tech sector, there is a saying: fail early, fail fast, fail often. In a Medium article entitled, Fail Forward: How Top Tech Founders Turned Failures into Success , author Mike Wheeler asserts, "In the world of technology, where rapid innovation is the norm, the journey of a tech entrepreneur often includes a few missteps before finding the right path." Wheeler adds, "This approach doesn’t glorify failure but recognizes it as an essential steppingstone to success. By learning from misadventures, tech innovators pave the way for groundbreaking achievements."

The DEIA movement is facing a pivotal moment-- we can simply fail or we can fail forward . Failing forward entails engendering meaningful outcomes resulting from course corrections. This intentional strategy welcomes learning from mistakes, and creates opportunities to share our findings with others. Here's how to incorporate this concept into our inclusive excellence journey.

Fail Often

The notion of failing often is counterintuitive for the companies who seek to avoid any type of risk. The best method to avoid risk is to proactively prevent it. This requires ongoing education and training, as well as a system to regularly review your current policies, practices, and processes. After the George Floyd murder, lots of organizations rushed to implement race-based DEIA efforts. However, once the backlash began, some companies realized that their DEIA practices harmed the workers they were supposed to protect. Have you quit DEIA altogether or did you do an audit using EEOC guidance or ISO 30415:2021 as a minimum standard for improvement? You see, simply quitting DEIA leaves the organization vulnerable to legal risks. Don't just fail, fix it. Like tech companies who issue patches or regular updates, make a commitment to fix your failings often with regular DEIA audits.

Fail Strategically

From a competitive standpoint, DEIA should produce an advantage in the workplace and marketplace. If it isn't, you must re-evaluate your business case.

One day an entreprenuer said, "Once I get my website up and running, I'm going to make boatloads of money." His website went live on the Internet, but he didn't make any money. Why? Because millions of people have websites, but few actually have strategies for generating revenue. Likewise, it is not enough to simply develop a business case, you must put it into action.

In a Knowledge + Experience economy, individuals have options. Yes sir, folks can and will change their behaviors, expectations, preferences, attitudes, and needs based on their (or another individual's) negative experiences. Keep in mind, your strategy will not consistently produce positive results if people continuously have negative experiences. Don't keep repeating the same mistakes, fix them.

Fail Forward

Unlike Affirmative Action, which remediates past discriminatory actions, DEIA is forward-thinking. Therefore, your DEIA efforts should be engineered to prepare your organization for the future with people, product, and performance improvement strategies. Your DEIA work must deliver intentional outcomes and achieve long-term, measurable progress. The term Progress can be defined as, "forward movement towards a destination; onward advancement over time."

Let's face it, some folks hate the idea of women, Blacks, Latinos, Asians, Native/Indigenous, LGBTQ+, or disabled people making progress. At the heart of this conundrum is: What's In It For Me? Some individuals in the majority group believe they lose something when others make gains. This is why it's important for your DEIA efforts to be fair.

Fairness implies that your DEIA efforts are "impartial and just; without favoritism or discrimination; producing an equal advantage." Skilled DEIA leaders understand the complexities of developing a process that people can trust and fostering an environment that is universally designed for full inclusion. For example, life happens, and one's inclusion in a majority group can be altered by age, changes in one's parental/caregiver status, disability, mental health/wellbeing, shifts in a person's religious beliefs, etc. Therefore, DEIA training should emphasize education and skills acquisition for everyone.

DEIA training provides an unique opportunity for employees to upskill, reskill, and cross-skill, while organizations can simultaneously prepare for their future workforce needs. Employers like Walmart and AT&T are great examples of this model. As a partner for AT&T's talent overhaul, the Harvard Business Review reported that tracking progress is a best practice for creating a future-ready workforce. Without data, tracking, and measurement, it will be impossible to determine what else needs to be ready for the next generation workplace and marketplace. The key is, your organization must utilize the right data. Failing to make bottom-line progress may indicate that your organization is measuring the wrong stuff.

The Next Chapter

As your organization explores where to go from here, embrace failure. Understand that no-one will complete this journey without mistakes. Your objective should be to strive for progress and not perfection.

You may also have to reset your expectations for what progress looks like.

Expectations are mental models of how we expect situations to work out. They serve as baselines for what people will be pleased with. Anything less than what a senior executive or employee expects is usually classified as a disappointment. In DEIA, expectations can be unmet when there is a lack of communication or a lack of understanding for what it will entail to attain or exceed DEIA goals.

Oftentimes, DEIA leaders assume executives know what to do, what to expect, or what will happen if ______ occurs. However, this is where DEIA leaders can provide value, by offering insights and engaging in regular conversations about expectations. Your organization may expect XYZ to happen, but if you did not: (1) develop a realistic strategic plan, (2) hire qualified and/or certified DEIA staff, (3) supply the necessary resources (i.e., time and treasury), (4) provide adequate executive-level support, (5) foster enterprise-wide integration and alignment, or (6) measure previous outcomes, it may be impractical to expect anything other than failure.

Self-Care for Changemakers: Essential Practices for DEIA Practitioners

Tue, 04 Jun 2024 20:07:13 GMT

Self-Care for Changemakers: Essential Practices for DEIA Practitioners

DEIA (Diversity, Equity, Inclusion, and Accessibility) practitioners are the architects of a more just and equitable world. They navigate complex issues, advocate for marginalized voices, and champion systemic change. However, this vital work can take a toll on one’s mental well-being and lead to burnout. Prioritizing self-care is a necessity for DEIA practitioners.

This article explores various self-care practices specifically tailored to the needs of DEIA professionals. By incorporating these strategies into your daily routine, you can cultivate resilience, maintain a healthy perspective, and continue to be a powerful force for positive change.

Understanding the Impact: Why Self-Care Matters for DEIA Practitioners

As a DEIA practitioner, you may encounter:

Vicarious Trauma: Witnessing the ongoing struggles for equity can take an emotional toll.
Microaggressions and Bias: These daily slights can chip away at your sense of belonging.
Systemic Frustration: The slow pace of progress can be disheartening.
Workload Overload: Wearing many hats and managing competing priorities can lead to stress.

Self-care is your shield against these challenges. It equips you with the resilience to navigate difficult situations, maintain a positive outlook, and ultimately, be more effective in your work.

Building a Foundation of Self-Care

Mindfulness and Emotional Awareness: DEIA work often exposes you to stories of injustice and hardship. Cultivating mindfulness through meditation, deep breathing exercises, or spending time in nature can help with stress management, focus, and emotional awareness. This allows you to process these experiences with greater clarity and detachment. Practicing gratitude, taking time to appreciate the good things in your life, can boost your mood and overall well-being. Additionally, journaling can be a powerful tool for processing emotions and gaining clarity.

Healthy Boundaries: Saying "no" is crucial to preventing burnout. Establish clear boundaries between your work and personal life. Turn off notifications after hours, avoid checking work emails on weekends, and delegate tasks effectively. Prioritize activities that bring you joy and relaxation and create space for genuine disconnection.

Physical Well-being: Your body is your temple. Prioritize a healthy diet rich in fruits, vegetables, and whole grains. Engage in regular physical activity – even a brisk walk or yoga session can significantly improve your mood and energy levels. Getting enough quality sleep is vital for both physical and mental health. Also, with the time we spend working, set up your workspace for comfort and to minimize the risk of strain or injury from repetitive tasks.

Nurturing Your Spirit

Social Connection: Humans are social creatures. Build strong support networks with friends, family, colleagues, or online communities of DEIA professionals. Connecting with others who understand your work can offer invaluable support and encouragement.

Community Engagement: Many DEIA practitioners find purpose and fulfillment in volunteering their time to causes they care about. Contributing to your community can be a powerful way to combat feelings of helplessness and recharge your spirit. Empowering others through mentorship can also be a source of inspiration and joy.

Celebrate Victories, Big and Small: DEIA work is often incremental. Take time to acknowledge your progress, celebrate small wins, and recognize the positive impact you're making. Appreciating your accomplishments can boost your sense of self-worth and fuel your motivation to keep going.

Addressing Specific Challenges

Secondary Trauma: Vicarious exposure to trauma can be a significant challenge for DEIA practitioners. If you're struggling with secondary trauma, seek professional help from a therapist specializing in trauma-informed care.

Compassion Fatigue: Constant advocacy can lead to compassion fatigue. Engage in activities that foster a sense of hope and optimism. Spend time in nature, connect with loved ones, or pursue hobbies that bring you joy.

Professional Development: Keep up with the latest research and trends in the DEIA field. Develop new skills that will enhance your effectiveness in your role. Connect with other DEIA professionals to share best practices and learn from each other.

Seeking Additional Support

Remember, self-care is an ongoing process, not a one-time fix. Experiment with different strategies and find what works best for you. As you prioritize your well-being, you'll be better equipped to tackle the challenges of DEIA work and create lasting change. If you're struggling to manage stress or feel overwhelmed, don't hesitate to seek professional help. Consider therapy, coaching, or joining support groups specifically for DEIA professionals.

Additional Resources:

The Takeaway

By prioritizing self-care, DEIA practitioners can become more effective advocates for positive change. Integrate these practices into your daily routine, and remember, prioritizing your well-being is not selfish – you're not just taking care of yourself – you're taking care of the movement for a more just and equitable world.

About Karen Ledford

Generational Intelligence: The Key to Unlocking a Thriving Multigenerational Workforce

Tue, 21 May 2024 01:04:18 GMT

Generational Intelligence: The Key to Unlocking a Thriving Multigenerational Workforce

The modern workforce is a tapestry woven from threads of experience and perspective, each unique to a generation. As a Certified Diversity Professional (CDP)® , fostering generational intelligence is a crucial competency for navigating this dynamic environment.

Why is Generational Intelligence Important?

Imagine a workplace where communication flows effortlessly, collaboration thrives, and everyone feels valued. Generational intelligence is the key to achieving this utopia. By understanding the core motivations, work preferences, and communication styles of different generations, DEI professionals can:

Foster a culture of mutual respect and understanding, dismantling generational stereotypes.
Leverage the strengths of each generation to create a more creative and productive workforce.
Craft targeted recruitment and retention strategies that resonate with each generation.
Prepare for upcoming demographic shifts and ensure the organization remains competitive.

A Historical Perspective on Generational Intelligence

The concept of generations shaping the workplace isn't new. Think about the Industrial Revolution and the rise of the factory worker (Silent Generation), or the post-war economic boom that fueled the career ambitions of the Baby Boomer generation.

Today, we're witnessing the influence of Gen Z, the digital natives who value social responsibility and purpose-driven work. Understanding these trends is critical for organizations that want to attract, retain, and engage top talent across generations.

Moving Beyond Stereotypes

Let's face it, stereotypes about generations abound. Baby Boomers are workaholics, Gen Xers are cynical loners, Millennials crave trophies, and Gen Z... well, you get the idea.

One of the biggest challenges in fostering generational intelligence is avoiding stereotypes. Simply labeling generations with broad generalizations can be counterproductive. The key lies in acquiring knowledge about the historical context, work values, and communication preferences that shaped each generation. This empowers DEI leaders to:

Craft Inclusive Work Environments: By understanding generational needs, you can design flexible work arrangements, communication styles, and professional development programs that resonate with everyone.
Bridge the Communication Gap: Baby Boomers might prefer face-to-face meetings, while Gen Z may be more comfortable with online collaboration tools. Generational intelligence fosters empathy and helps break down communication barriers.
Promote Mentorship Programs: Pair experienced professionals with younger generations to foster knowledge transfer and build relationships.

When you leverage the strengths of each generation, your teams become more innovative, adaptable, and successful.

Tips and Resources for Building Generational Intelligence

Embrace Lifelong Learning: Stay updated on the latest research and trends regarding generational differences in the workplace.
Seek out Diverse Perspectives: Talk to colleagues from different generations, conduct surveys, and encourage open communication.
Invest in Training: CDP® certification equips you to foster generational intelligence within your organization. The program delves into the specific needs and motivations of each generation, providing practical tools to bridge the generational divide.

Become a Generational Intelligence Champion

By mastering generational intelligence, Certified Diversity Professional (CDP)® leaders equip themselves to build inclusive workplaces that thrive on the rich tapestry of diverse generations.

The CDP® program equips you to not only understand generational differences, but to also leverage them to create a dynamic and successful organization.

By understanding and appreciating the unique contributions of every generation, you can cultivate a vibrant and thriving work environment.

Ready to become a champion for generational intelligence?

Enroll today and unlock the power of your multigenerational workforce!

Explore the CDP®

Conquer the CDP® or CDE® Exam with Online DEI Prep Courses

Thu, 09 May 2024 12:01:23 GMT

Conquer the CDP® or CDE® Exam with Online DEI Prep Courses

The coveted Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® credentials signify an individual's commitment to advancing Diversity, Equity, and Inclusion (DEI) in workplaces and the marketplace. For HR professionals, leaders, DEI specialists, and even those in supply chain or marketing seeking a competitive edge, earning a CDP® or CDE® can be a game-changer.

But passing the exam requires a strong foundation in DEI principles and effective test-taking strategies. While self-study offers a starting point, online exam prep programs provide a structured and comprehensive approach to maximize your chances of success.

Let’s dive into why online exam prep is the smarter choice for busy professionals pursuing their CDP® or CDE® certification.

Boost Your Expertise with Expert Guidance

Learn from the Best: Gain valuable insights and direction from leading DEI experts who serve as instructors in online programs.
Real-World Applications: Incorporate practical examples and case studies into your learning, solidifying your understanding of key DEI concepts.
Ask the Experts: Get your questions answered and clarify any uncertainties through live, interactive sessions with instructors.

Structure Your Learning for Success

Stay Focused: Online programs provide a dedicated learning environment, ensuring you stay on track and focused on mastering the best practices and frameworks of effective DEI work.
Time Management Techniques: Integrate effective time management strategies to structure your study schedule efficiently and maximize your learning potential.
Curated Learning Materials: Access a comprehensive library of study materials, including video lectures, detailed notes, and targeted practice questions, all conveniently available online.

Deepen Your Understanding Through Collaboration

Interactive Learning: Engage in discussions and practice exams with fellow CDP® or CDE® aspirants in collaborative group sessions or within the CourseNetworking Learning Management System .
Peer Support: Connect with a network of like-minded professionals, share experiences, and motivate each other throughout your learning journey.

Sharpen Your Exam Skills and Build Confidence

Practice Makes Perfect: Take advantage of practice exams that mirror the format and difficulty level of the actual CDP® or CDE® exam. (Note: actual exam questions are not included in practice tests.)
Identify Your Weaknesses: Refine your exam-taking strategies by pinpointing areas for improvement.
Confidence is Key: Gauge your understanding and build the confidence you need to succeed on exam day.

Maximize Your Return on Investment

Pass the Exam on the First Try: Investing in a comprehensive online program can significantly increase your chances of passing the CDP® or CDE® exam on the first attempt, saving you time and money.
Start Reaping the Benefits Sooner: By maximizing your chances of success, you can begin leveraging the power of your CDP® or CDE® credential sooner, enhancing your career prospects and propelling your DEI initiatives forward.

Ready to take your DEI expertise to the next level?

IDC thanks Sonya Ferreira, CDP , George Braxton, J.D., C.D.E. (he/him/his) , Kate Mielitz, PhD, AFC®, CDP® , Janine Schindler, MCC , and Felicia Johnson (She/Her), MBA, CDP®, CDE® for their testimonials. Read more Designee stories .

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Why Trademarks Matter: Building Trust and Protecting Your CDE® or CDP® Credential

Mon, 06 May 2024 14:48:38 GMT

Why Trademarks Matter: Building Trust and Protecting Your CDE® or CDP® Credential

In the competitive world of professional certifications, the acronyms you hold after your name carry significant weight. Earning a credential like the Certified Diversity Executive (CDE)® or Certified Diversity Professional (CDP)® demonstrates your commitment to diversity, equity, and inclusion (DE&I) excellence. But protecting the value and reputation of these credentials relies heavily on proper trademark usage.

This article dives into the importance of trademarks for certifications, explores how using them correctly safeguards your CDE® or CDP® designation, and reinforces the value of the Institute for Diversity Certification (IDC), Inc. Trademark Use Guidelines for Designees .

Why Trademarks Matter for Certifications

Trademarks are legal protections granted to words, phrases, symbols, or designs that identify and distinguish the source of goods or services. They act as a form of consumer protection. When you see a product or service marked with a registered trademark, you can have confidence that it meets a certain standard of quality and originates from a specific source.

In the context of certifications, trademarks ensure that individuals using credentials like CDE® or CDP® are associated with a recognized and reputable program. Here's why trademarks are crucial for certifications:

Consumer Confidence: Trademarks signal to potential employers, clients, or colleagues that you have met the rigorous standards set by the certifying body. This builds trust and confidence in your expertise and qualifications.
Brand Recognition: Consistent and proper use of the Certified Diversity Executive (CDE)® and Certified Diversity Professional (CDP)® trademarks strengthens the overall brand recognition of Institute for Diversity Certification (IDC)® programs. This recognition signifies a commitment to high-quality DE&I training and professional development.
Maintaining Standards: Trademarks help maintain the integrity of the certification process. By ensuring proper usage, the IDC protects the value of the credential and ensures it remains a symbol of true DEI competence

IDC® Trademark Use Guidelines: A Breakdown

The IDC® Trademark Use Guidelines for Designees provide clear instructions on how Designees should use the CDE® and CDP® trademarks. Here's a breakdown of some key points:

Correct Display

Upon first mention in text, use the full credential with the registered trademark symbol Subsequent mentions can utilize the initials (CDE® or CDP®) without the symbol.

Formatting

Maintain proper formatting by avoiding spaces between initials (e.g., incorrect: C D P, correct: CDP®).

Singular Usage

The trademarks should never be used possessively (e.g., incorrect: CDP's) or in plural form (e.g., incorrect: CDEs).

Ethical Use

Avoid using the trademarks in misleading advertising or materials that could be considered defamatory or objectionable.

Active Status

Only active Designees in good standing are authorized to use the trademarks.

Political Neutrality

The trademarks should not be used in association with political campaigns or endorsements.

Clear Presentation

Ensure the trademark is displayed legibly, avoiding modifications like unusual fonts, colors, or small sizes that impair readability.

Following these guidelines ensures you're portraying your CDE® or CDP® credential accurately and professionally, maximizing its value in your career and professional network.

Building Your Professional Brand

By adhering to the IDC Trademark Usage Guidelines, Designees can effectively leverage their CDE® or CDP® credential to reinforce their professional brand. Here's how:

Demonstrate Expertise: Proper use of the CDE® or CDP® trademark clearly communicates your achievement and expertise in DE&I to potential employers and clients, setting you apart from other candidates.
Increase Visibility: Including your CDE® or CDP® credential with the ® symbol on your resume, LinkedIn profile, and other professional materials enhances your visibility as a qualified DE&I professional.
Command Respect: Accurate trademark usage projects professionalism and adherence to high standards, commanding respect from colleagues and potential collaborators.

Investing in Your DEI Expertise: The CDE® and CDP® Advantage

Due for Recertification?

Only Active Designees may use the CDP® or CDE® designation. Inactive Designees and Candidates may not use it.

To ensure that you may legally continue using the designation, you must recertify. Recertification requires:

A $50 fee
60 continuing education units
Adherence to IDC Code of Ethics and Rules of Professional Conduct

Considering CDP® or CDE® Certification?

Earning a CDE® or CDP® credential demonstrates a deep commitment to advancing DE&I within your organization. IDC’s comprehensive training and resources equip you with the knowledge and skills to be a leader in the field.

The Certified Diversity Executive (CDE)® program equips experienced professionals with the strategic leadership skills needed to design, implement, and champion comprehensive DEI initiatives.

The Certified Diversity Professional (CDP)® program empowers professionals to become catalysts for positive change within their organizations by providing them with a strong foundation in DEI principles and best practices.

Both programs offer self-study and online exam preparation options to accommodate different learning styles.

If you acquired a strong DEI foundation elsewhere, enroll for the exam only! IDC’s preparation programs are not a requirement to sit for the exam.

Ready to take your DEI expertise to the next level?

Explore the CDE® and CDP® programs and invest in your professional growth.

Explore the CDP®

Explore the CDE®

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6 Common Unconscious Bias Entrepreneurs May Fall into and How to Mitigate Them

Mon, 06 May 2024 05:00:00 GMT

Are you an entrepreneur who dreams of having an impactful business on society?

Fueled by a desire to make a positive impact, many entrepreneurs launch businesses with a social mission in mind. However, the daily grind can easily shift focus to simply getting things done, pushing that initial purpose aside. Amid this operational frenzy, unconscious bias can creep in, further hindering the pursuit of the original social goals.

In this article, we will define unconscious bias, highlight why it matters, identify common unconscious bias traps, showcase 6 common unconscious bias traps in 6 business phases, and lastly, offer some steps to mitigate unconscious bias in your business.

What is Unconscious Bias?

Unconscious bias refers to our tendency to favor one thing over another, often without being aware of it. This bias can be influenced by factors such as our experiences, beliefs, values, and traditions. Unconscious bias is a natural human tendency of the brain to make shortcuts of the 11 million pieces of information we receive every second. Thus, our brain creates unconscious biases around gender, race, age, socioeconomic status, nationality, physical ability, etc. It shows up in everyday life and in our businesses!

If we don’t check our unconscious bias, it can negatively impact our personal goals, create blind spots in our understanding, and even pass down from generation to generation.

Why Does Unconscious Bias Matter in Business?

In business, unconscious bias can lead to:

Missed business opportunities,
Ineffective marketing strategies,
Diverse customer disconnection,
Reputation damage of bias related incidents,
And even legal consequences such as discrimination claims.

On the other hand, addressing and managing unconscious bias can lead to:

Enhanced decision-making,
Market expansion to a broader demographic,
Reduced legal and reputation risks,
Adaptability,
And personal growth of inclusive mindset.

Common Unconscious Bias Traps

Understanding and acknowledging our biases is the first step towards managing them. Here are some common unconscious bias traps, identified by The Leader’s Guide to Unconscious Bias Book*, that we fall into:

Confirmation Bias: When we seek information that supports our existing beliefs, missing out on other perspectives.
Anchoring Bias: When we rely on the first piece of information we see to make decisions, it’s more difficult to adjust our decisions later.
In-Group Bias: We tend to favor people who are like us, potentially overlooking qualified outsiders.
Negativity Bias: Negative experiences hold a stronger influence on us than positive ones, potentially skewing our perception.
Attribution Bias: We judge others harshly for their actions but judge ourselves on our intent.
Sunk-cost Bias: We pour resources into a project simply because we've already invested heavily in it, even if a better option exists.

6 Common Unconscious Bias Traps at 6 Business Phases

1. Business Ideation

During the ideation phase, a team may anchor their ideation process to industry norms or to features of existing products, restricting their thinking within a certain range, and limiting the exploration of innovative ideas. This is an example of anchoring bias .

Confirmation bias is another bias trap at this stage. A team might be brainstorming new features for a product. If the team has previously found success with a particular type of feature, there might be a bias toward ideas that align with the previously successful features, potentially limiting creativity.

Moreover, in-group bias is another common trap at this phase. A business partner/owner from a particular background might unconsciously favor ideas that align with their expertise, potentially overlooking valuable contributions from other partners or experts.

2. Business Communication

Biases such as negativity bias and attribution bias can affect business communication. For instance, when communicating project updates, the business owner might unconsciously tend to emphasize challenges and setbacks over progress and achievements, falling into the negativity bias trap, and potentially creating a more negative perception of the project's overall status.

In addition, many entrepreneurs fall into attribution bias during business communication. For example, if a communication breakdown occurs within the team, the business owner might attribute the issue to a team member's lack of communication skills rather than considering external factors like time constraints or conflicting priorities.

3. Product Design

In 2020, a team of scientists from Stanford and Georgetown Universities published a study** that examined mainstream speech-to-text tools to assess their potential racial disparities. They found that these tools misunderstood, and therefore mistranscribe, Black speakers nearly twice as often as it did White speakers. The average error rate was about 35% for Black speakers and 19% for White speakers. Not only do these tools further exclude Black folks with disabilities who may need them, they also overlook the fact that people have varying accents, ways of pronouncing words, and differing native languages. The product design here fell into in-group bias favoring White accents over other accents.

Sunk-cost bias is another bias trap that happens when the design team has invested significant time and effort in a particular design direction, there might be reluctance to consider alternative design approaches, even if they might be more effective.

4. Recruitment and Customer Relations

At the recruitment stage, unconscious bias manifests in any implicit preference that creates hiring and advancement opportunities that privilege one group over another. Did you know that one common myth in hiring salespersons is the preference to hire extroverts over introverts! Interestingly, data shows that the link between extroversion and sales success is zero!

A study*** found that 500 hiring professionals were biased against female candidates with higher body weights. 22% of the hiring professionals described the heaviest-looking woman as “lazy” while only 18% said the heaviest-looking women has leadership potential.

5. Customer Bias

Unconscious bias doesn’t only impact employees, it also creeps into customer interactions. Any interpersonal bias that supports valuing some customers over others is a form of unconscious bias. For example, assuming that foreign people aren’t good potential customers/clients/donors because they don’t speak your language or have enough money is customer bias!

Let’s look at the story of two people walking onto a car lot. One of the people is impeccably dressed and the other looks disheveled at best. The two car salespeople on the lot bid for first choice at a customer. The salesperson who wins happily approaches the well-dressed customer. I think we know how this story ends. Turns out the well-dressed customer doesn’t buy anything and instead spends an hour and a half of the salesperson’s time asking questions and test-driving fancy cars. The shaggy customer, on the other hand, was wealthy and decisive. She knew what she wanted and came prepared to purchase.

Here is a question for you:

Did you assume the customers were male even though women are statistically more likely to make major household purchasing decisions?

5. Investor Bias

Venture capitalists and other investors may have unconscious biases towards certain types of founders or companies. For example, they may be more likely to invest in companies led by White men, in industries that are traditionally male-dominated, or in people who resemble their social identity.

How can Entrepreneurs Mitigate Unconscious Bias?

Acknowledge that you have unconscious biases as everyone else does, too!
Self-reflect on your own biases and prejudices. Consider how they might influence your decisions and perception at each business stage.
Diversify your sources of information and avoid relying solely on sources that confirm your existing beliefs or biases. Seek out diverse perspectives and sources of information. This can help you gain a more comprehensive understanding of the market and avoid tunnel vision.
Conduct diverse market research to help you gain a more accurate understanding of customer needs and preferences.
Get feedback from a diverse group including those with different backgrounds, experiences, and perspectives. This can help you identify blind spots and biases you may have missed.
Attend unconscious bias training to familiarize yourself with the common mind traps and catching yourself when you fall into them.
Hire a DEI consultant to audit your business and identify areas where bias might be impacting decision-making, hiring, or company culture.

By following these guidelines, you can become more aware of your biases and take steps to avoid them during the business ideation process.

Recognizing, managing, and mitigating unconscious bias is a journey, not a destination. It requires constant attention, self-reflection, and continuous learning. It is important to remember that while biases are natural, they can be controlled and managed to create a more equitable, inclusive, and successful business environment. Just follow the steps above!

3. Product Design

About Bayan Qutub, CDE®

References

* Fuller, Pamela, Mark Murphy, and Anne Chow. (2020) The Leader's Guide to Unconscious Bias.

** Koenecke A, Nam A, Lake E, Nudell J, Quartey M, Mengesha Z, Toups C, Rickford JR, Jurafsky D, Goel S. (2020). Racial disparities in automated speech recognition. Proc Natl Acad Sci U S A. 17(14):7684-7689.

*** Umoh, R. (2017). Study finds you’re less likely to get hired if you’re overweight. Here’s how to avoid this bias. Retrieved from https://www.cnbc.com/2017/11/03/study-finds-youre-less-likely-to-get-hired-if-youre-overweight.html

Integrating Cultures in a Merging World: A DEI Leader's Guide to M&A Success

Mon, 29 Apr 2024 19:15:05 GMT

Integrating Cultures in a Merging World: A DEI Leader's Guide to M&A Success

Imagine a bustling Shanghai office buzzing with activity. The team, accustomed to hierarchical structures, values respect for authority and meticulous planning.

Now, picture a dynamic Los Angeles team, known for its collaborative spirit and rapid decision-making.

Merging these two cultures under one organization – a scenario increasingly common in today's globalized business landscape – presents a significant challenge: cultural integration .

Studies show that up to 70% of M&As fail to meet expectations , with cultural competency clashes a major culprit. This is where Diversity, Equity, and Inclusion (DEI) leaders with the right skillset step in. Understanding the complexities of integrating cultures during M&A activity positions them as strategic advisors, helping leadership navigate potential pitfalls and unlock hidden synergies.

This article investigates cultural competence in M&A integration strategies, highlighting the crucial role DE&I leaders play in navigating this critical juncture. We'll explore the challenges, explore real-world examples, and unveil strategies to foster a successful cultural blend, ultimately propelling the merged entity towards a high-performance future.

Global Landscape, Cultural Integration Challenges

The modern business landscape is more interconnected than ever. Cross-border mergers and acquisitions are on the rise, driven by factors like globalization and market expansion. However, this exciting trend presents a significant challenge – integrating vastly different company cultures.

Understanding Cultural Fault Lines

A successful M&A hinges on understanding the potential fault lines between merging cultures. Bain & Company identified three broad areas that often lead to friction:

Purpose

Do both companies share a clear vision and mission?
Are there discrepancies in how value is created?
If the merging companies lack a shared vision of their future or have contrasting ideas on how they create value, it can lead to confusion and conflicting priorities among employees.

Decision-Making

Are the decision-making styles centralized or decentralized?
How comfortable are teams with ambiguity?
Differing leadership styles and comfort levels with ambiguity can cause delays and frustration. A centralized, top-down approach from one company might clash with a more decentralized, consensus-driven style from the other.

Engagement

How are employees recognized and rewarded?
Are communication styles direct or indirect?
Misunderstandings arise when communication styles and employee recognition methods differ. Direct communication preferred by one company might be perceived as harsh by the other, while indirect methods could lead to missed deadlines or unclear expectations.
In addition, acquisitions can trigger fear and uncertainty among employees. A lack of transparency and support during the integration process fuels resistance and hinders productivity.

Case in Point: M&A Mishaps and the Power of Cultural Sensitivity

A recent merger involved a US tech giant with a traditionally fast-paced and hierarchical structure who acquired a European phone company known for its collaborative culture. While the deal wasn't necessarily a failure, it faced challenges integrating different work styles.

Another example involves the acquisition of a European messaging app known for its focus on user privacy by a US social media giant. Cultural clashes arose due to differing priorities and communication styles.

These types of scenarios underscore the importance of cultural competency and fostering Inclusion during M&As. By valuing the strengths of both cultures and implementing communication bridges – like cross-cultural training workshops and dedicated communication channels – DE&I leaders can create a space for understanding and collaboration.

DEI: Bridging the Cultural Gap

In today's dynamic business environment, qualified DE&I leaders can help navigate the intricacies of cultural integration during mergers and acquisitions.

Communication Fosters Trust and Collaboration

Effective communication is paramount during any M&A activity. Trained DEI professionals understand the importance of creating open communication channels between executives and employees across both companies. This includes:

Transparent Communication: Providing clear and consistent information about the merger's goals, timelines, and impact on employees.
Two-Way Dialogue: Encouraging open communication and fostering a culture where employees from both sides feel comfortable voicing concerns and ideas.
Empathy and Respect: Recognizing and valuing the traditions and work styles of both cultures.

By facilitating clear, open communication, DEI leaders help mitigate anxieties and build trust during the integration process. This fosters collaboration and ensures that the best practices from both cultures are leveraged, maximizing the potential of the M&A.

Celebrating Diversity: Unlocking Synergies

Cultural integration during M&A is not about creating a homogenous culture but embracing the unique strengths and perspectives of both teams. Understanding the value of Diversity can help leadership develop programs that celebrate cultural differences. This could include:

Cultural Exchange Programs: Creating opportunities for employees to learn about each other's cultures and work styles.
Mentorship Programs: Pairing employees from different cultural backgrounds to foster understanding and collaboration.
Diversity Councils: Establishing employee-led resource groups to champion Diversity initiatives and ensure all voices are heard.

Fostering a culture of Inclusion helps unlock the synergies of a diverse workforce, leading to a more innovative, engaged, and productive organization.

The CDE® Advantage

Credentialed DEIA professionals possess a unique skillset that allows them to bridge cultural divides during M&A activity. Fortune 500 companies seeking a competitive edge in the global marketplace can benefit greatly from the expertise of leaders holding a Certified Diversity Executive (CDE)® credential .

Through in-depth training on cultural competency models and frameworks, CDE® Candidates gain the ability to assess the cultural landscape of both merging entities. This allows them to anticipate potential challenges and develop targeted interventions to foster a sense of belonging and shared purpose within the newly combined organization.

Here's how:

Cultural Assessment: Before integration begins, a thorough assessment of both companies' cultures is crucial. The CDE® leverages tools to analyze values, leadership styles, communication norms, and decision-making processes to identify cultural differences and potential pain points.
Change Management: Transparency and open communication are vital during a merger. The CDE® is adept at managing employee resistance and building buy-in for the new organizational culture.
Fostering Inclusion: A key aspect of DEIA is creating a work environment where everyone feels welcome and respected. By promoting diversity of thought and experience, the CDE® designs an integration plan that leverages the strengths of both cultures, leading to increased innovation and employee engagement.
Building Trust: Mergers can create uncertainty and anxiety among employees. A CDE® works with leadership to build trust and transparency through open communication channels, cultural sensitivity training, and initiatives that celebrate the unique contributions of all employees.

By leveraging credentialed DEIA expertise, companies can transform M&A activity from a risky venture into a springboard for growth and innovation.

Are you ready to harness the power of diverse cultures and turn M&A challenges into opportunities for success?

Invest in DEI Certification and prepare your teams for the future of work.

Explore the CDE®

Apply for the CDE®

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About Karen Ledford

Build Thriving ERGs: Avoid These Pitfalls for Company Success

Mon, 15 Apr 2024 17:54:17 GMT

Build Thriving ERGs: Avoid These Pitfalls for Company Success

Employee Resource Groups (ERGs) are fantastic initiatives for fostering diversity and inclusion in the workplace. In our last article, we explored data-driven benefits of successful ERGs. However, even the best intentions can face challenges. Here are some common pitfalls of ERGs to be aware of:

Lack of Support

Unengaged Leadership

Without genuine support from company leadership, ERGs can struggle to gain traction and achieve their goals. A 2021 report from Great Place To Work® found that a significant factor in ERG success is having leaders who actively champion diversity and inclusion initiatives. This includes providing resources, actively participating in ERG events, and demonstrating a commitment to Diversity and Inclusion through actions.

Limited Resources

ERGs need dedicated resources to thrive. This includes providing members with protected time to participate in activities, as well as allocating budget and technology to support their initiatives. Great Place To Work® also found that only 51% of ERGs report having a budget for their activities.

Internal Challenges

Misunderstanding the Purpose

ERGs are not meant to be social clubs. Their primary function is to foster inclusion, professional development, and advocacy for their members. One key benefit of participating is career advancement. In fact, 65% of employees participating in ERGs experience positive career impacts . While social interaction may be a byproduct of ERG activities, the core mission is to empower teams and contribute to their growth.

Unclear Goals

Without clearly defined goals and objectives, it's difficult to measure success and demonstrate impact. In "Diversity Wins: How Inclusion Matters," McKinsey & Company found that companies with clear diversity goals outperform their peers. This principle can be extended to ERGs, where clear goals help demonstrate their impact on overall diversity efforts. Setting measurable objectives, such as increasing mentorship in minority groups by 20% in 5 years, allows for tracking progress and demonstrating success.

Exclusivity

ERGs should be inclusive spaces, but if they cater solely to a specific identity group, it can alienate other employees and hinder the company's overall diversity goals. Deloitte found that companies with inclusive cultures are eight times more likely to achieve better business outcomes and six times more likely to be innovative and agile. When ERGs become exclusive, they create a segmented workplace environment that contradicts the very purpose of diversity initiatives.

Operational Issues

Ineffective Communication

Ensuring clear and consistent communication within the ERG and the broader organization is crucial. A 2021 report by Gallup offers relevant insights on ERGs and communication. The report found that employees who feel strongly connected to their teams are 21% more likely to report feeling engaged at work. Clear communication within ERGs fosters a sense of connection and strengthens team dynamics.

Leadership Burnout

Data specific to ERG leader burnout is scarce. However, Lean In highlights the challenges faced by women leaders, including burnout and lack of support. We can assume similar challenges for ERG leaders, many of whom are women or belong to underrepresented groups Providing leadership development and support programs can help mitigate burnout and ensure ERG sustainability.

Lack of Safe Space

Similar to burnout, data on a lack of safe space within ERGs is limited. However, Accenture emphasizes the importance of psychological safety in the workplace. They found that psychologically safe workplaces experience 50% higher productivity and 76% more engagement. ERGs can function as safe spaces for employees, but a culture of trust and open communication must exist within the organization.

Strategies for Overcoming Challenges

By acknowledging these common pitfalls and implementing the following strategies, companies can create a successful and sustainable ERG program.

Executive Sponsorship: Assign a high-level executive as an ERG sponsor. This individual demonstrates leadership commitment and can advocate for ERGs at the highest levels of the organization.
Resource Allocation: Employees need dedicated time to participate in ERG activities without sacrificing core job responsibilities. Companies can offer flexible work arrangements or dedicated ERG time to support this. In addition, allocate a budget for ERGs to cover expenses related to events, training programs, and technology. This demonstrates the company's commitment to ERG success.
Clear Communication: Clearly communicate the purpose and goals of ERGs to all employees. This avoids misunderstandings and promotes participation from everyone.
Establish Clear Goals and Metrics: Set measurable goals for ERGs to ensure they are aligned with the company's DEIA strategy. Track metrics such as participation rates, employee engagement surveys, and leadership development opportunities provided by ERGs. This ensures ERG initiatives are strategically relevant and receive necessary support.
Invest in Leadership Development: Empower managers to champion D&I initiatives and actively support ERGs. Provide leadership training focused on fostering inclusive workplaces and understanding the unique value proposition of ERGs.
Promote Open Communication: Maintain open communication channels between ERG leaders, HR, and senior management. This fosters collaboration and ensures ERG concerns are heard and addressed.
Celebrate Successes: Recognize and celebrate the achievements of ERGs. This showcases the value they bring to the organization and motivates continued engagement from members.
Foster Collaboration Between ERGs: Encourage collaboration between different ERGs within the organization. This allows ERGs to share resources, best practices, and perspectives. It can also lead to the development of joint initiatives that address broader diversity and inclusion challenges.

By effectively addressing these challenges and fostering a culture of empowerment, companies can unlock the full potential of ERGs. Thriving ERGs lead to a more engaged, innovative, and successful workforce, ultimately propelling the organization towards its strategic objectives.

Ready for More?

Master Resource Groups with CDP®

The Certified Diversity Professional (CDP)® program offers a specialized competency in Resource Groups & Diversity Councils. Learn how to optimize your ERGs and drive positive change. Advance your expertise with the CDP® !

Plus, Unlock Member-Only Resources

Individual and Group Memberships grant access to a Professional DEIA Resource Center and an ERG/BRG Community for collaboration. Become a member and empower your ERGs!

About Karen Ledford

The Crucial Role of Cultural Sensitivity in Today's World: A Lesson from TUI's Mistake

Mon, 15 Apr 2024 09:00:00 GMT

Photo by Planet Volumes on Unsplash

The Crucial Role of Cultural Sensitivity in Today's World: A Lesson from TUI's Mistake

When TUI, a leading global travel agency, faced backlash for misrepresenting Surinam* in an advertisement, it became a clear signal, not just to TUI, but to companies worldwide about the importance of cultural sensitivity.

TUI quickly apologized, yet it missed an opportunity to outline steps to publicly prevent such issues in the future. This incident serves as a critical reminder of the need for businesses to not only acknowledge mistakes, but also to take proactive measures to avoid repeating them.

The Power and Responsibility of Communication

In a world where words and images can cross borders instantly, the way we depict places and cultures can build bridges or deepen divides. TUI's misstep with Surinam highlights the vital need for comprehensive DEI training that prioritizes cultural sensitivity. As our world grows more culturally diverse, the ability to communicate with empathy and respect becomes crucial.

Understanding Historical Contexts is Key

Recent acknowledgments from various institutions and even the Dutch monarch about colonial impacts on Surinam and other regions underscore the importance of recognizing our shared history. These moments remind us of the deep-seated injustices that continue to influence today's societies and stress the responsibility we have in communicating with care and inclusivity. Grasping these historical nuances is essential for respectful and sensitive engagement with different cultures.

The Importance of Cultivating Cultural Intelligence

For organizations like TUI, actively seeking out and engaging with resources that enhance cultural sensitivity is key to moving forward. Projects like "Cooking Back to Our Roots" provide valuable lessons on the impacts of colonialism while fostering a sense of accountability and understanding among employees. Such initiatives are crucial for developing a workforce that approaches their roles with greater cultural awareness.

Committing to Continuous Improvement

Achieving true cultural sensitivity and intelligence is an ongoing endeavor that requires unwavering commitment from every level within an organization. It's about more than just one-time actions; it's a continuous journey towards creating a more inclusive, diverse, and respectful world. This path involves transparently sharing plans and taking concrete steps towards better cultural understanding and representation.

An Open Invitation to Learn and Grow

This moment should serve as a wake-up call to TUI and similar entities to take decisive action towards fostering an environment of cultural intelligence. By learning from past and present mistakes, we have the opportunity to shape a more inclusive future that honors the rich diversity of our global community. The path to cultural sensitivity is one we walk together, learning from our errors and committing to a future of mutual respect and understanding. Together, we can turn these lessons into action and lead the way in celebrating the diversity that makes our world uniquely beautiful.

Context about Surinam

Surinam, a country in South America with a rich and complex history, was deeply entangled in the Dutch slave trade during the colonial era. The Dutch West India Company took control of Surinam in the mid-17th century, transforming it into a crucial hub for the transatlantic slave trade. Enslaved Africans were forcibly brought to Surinam to work on sugar, coffee, and cocoa plantations under brutal conditions. This dark period left an indelible mark on the country's demographic, cultural, and social fabric. Today, Surinam's diverse culture reflects the resilience and contributions of its people, including those whose ancestors endured unimaginable hardships during the era of slavery.

About Vivian Acquah, CDE®

Employee Resource Groups: Empowering, Engaging Workforce

Mon, 08 Apr 2024 17:54:11 GMT

Employee Resource Groups: Empowering, Engaging Workforce

In today's rapidly evolving workplace, attracting and retaining top performers requires more than just competitive salaries and benefits. Employees crave a sense of belonging, purpose, and the opportunity to contribute their unique perspectives. Employee Resource Groups (ERGs) emerge as a powerful solution.

ERGs are voluntary, employee-led groups formed around shared characteristics or interests, such as gender, ethnicity, sexual orientation, or even veteran status. They provide a safe space for connection, professional development, and advocacy for their members. But the impact of ERGs goes far beyond fostering a sense of community. These groups offer a powerful tool for companies to empower and engage their workforce, leading to a more productive, innovative, and successful organization.

The Data Behind ERG Benefits

Let's explore the compelling data that highlights the positive impact of ERGs on employee engagement and empowerment.

Boosted Engagement: A 2023 study by McKinsey & Company found a strong correlation between employee Diversity and Inclusion efforts and financial performance. Companies with a strong commitment to Diversity, which often includes fostering ERGs, reported a 21% higher profitability compared to those with lower Diversity scores.

Improved Retention: A 2022 Qualtrics report revealed that a sense of belonging is a critical factor in employee engagement. The report found that 91% of engaged employees felt they belonged. ERGs play a vital role in creating this sense of belonging by fostering community and inclusivity.

Enhanced Career Development: A 2021 study by LeanIn.Org highlighted the ongoing challenges faced by women in the workplace, particularly in terms of career advancement. However, the study also found that participation in employee resource groups, specifically those focused on women, can significantly improve career development opportunities for women. The study found that women who participated in ERGs were more likely to report feeling prepared for advancement.

Beyond the Numbers: The Power of Community and Advocacy

The benefits of ERGs extend far beyond the data. These groups create a powerful sense of community within the workplace. Employees who share similar backgrounds or experiences can connect, share challenges, and celebrate successes together. This fosters a more inclusive, supportive work environment where teams feel comfortable bringing their whole selves to work.

Furthermore, ERGs can act as a strong voice for their members within the company. They can advocate for changes in policies or practices that promote Diversity and Inclusion. For example, an ERG focused on neurodiversity might advocate for more flexible work arrangements.

Examples of ERG Impact in Action

Here are some real-world examples that illustrate the positive impact of ERGs.

JPMorgan Chase : JPMorgan Chase's Hispanic/Latino ERG, called Adelante, launched a program to support the professional development of Latina employees in leadership roles. The program provided mentorship opportunities and leadership training, resulting in a significant increase in the number of Latinas in senior leadership positions within the company.

Accenture : Accenture’s Asian Pacific Islander (API) ERG implemented a cultural awareness training program designed to educate the broader workforce about API cultures and traditions. This program fostered a more inclusive work environment that led to increased collaboration between employees from diverse backgrounds.

Building a Culture of Empowerment Through ERGs

The success of ERGs hinges on creating a culture that empowers employees to take ownership and leadership within these groups. Companies can foster this environment by:

Providing Dedicated Time and Resources: Employees need time to participate in ERG activities without it impacting their core job responsibilities. Additionally, companies should provide resources such as budget allocation and access to technology to support ERG initiatives.

Offering Leadership Ssupport: Genuine support from senior management is vital. Leaders should actively champion diversity and inclusion initiatives and demonstrate their commitment to the success of ERGs.

Promoting Open Communication: Companies should ensure clear communication about the purpose and goals of ERGs. This helps to avoid misunderstandings and fosters a culture of inclusion where all employees feel welcome to participate.

Conclusion

Engaged and empowered employees are more likely to be productive, innovative, and satisfied in their roles. This translates to a significant competitive advantage for companies that prioritize Diversity and Inclusion initiatives, including the implementation of strong ERGs.

By fostering a sense of belonging, providing opportunities for professional development, and empowering employees to advocate for change, ERGs create a win-win situation for both employees and the organization. Companies that invest in ERGs are demonstrably more likely to build a more innovative and successful workforce, and ultimately achieve their strategic goals.

Ready for More?

Master Resource Groups with CDP®

Plus, Unlock Member-Only Resources

Individual and Group Memberships grant access to a Professional DEIA Resource Center and an ERG/BRG Community for collaboration. Become a member and empower your ERGs!

About Karen Ledford

Advancing Gender Equity, Fast Tracking an Inclusive Society

Mon, 25 Mar 2024 09:00:00 GMT

Advancing Gender Equity, Fast Tracking an Inclusive Society

The theme for International Women’s Day 2024 is " Inspire Inclusion ." It prompts us to consider how we – business, government, academia, community, and society – can collaborate to effect lasting progress that gets us to gender equity within our lifetime. By examining the intersectionality of identities and how it shapes women’s experiences of inclusion, we can recognize the value of embracing diverse perspectives. This approach not only strengthens our actions directed at gender equality but also organically fosters environments where everyone feels valued and included.

To drive meaningful change, it’s essential to understand and learn from the data and insights, to take ownership of and hold ourselves accountable for progress. Let’s commit to following the data and explore the path toward a more equitable future. According to the World Economic Forum, the global gender gap – which measures the disparity between women and men across Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment – was at 68.6% in 2023 . This is a modest 4.1% improvement since the report’s inception in 2006 across 102 countries worldwide.

At the rate that the overall global gender gap is closing, gender parity can be expected in the year 2154. That’s a long way off. To get there (and let’s aim for the immediacy this requires, shall we?) demands that we collectively advocate for policies, frameworks, and initiatives that promote equal pay, access to financial education and resources, along with advancing skills and talent development for professional, leadership, C-suite, Board, and entrepreneurship opportunities for women.

For context, women in the EU earn on average 13% less per hour than men , according to the European Commission, and only 69.3% of women are employed compared to 80% of men (EU27 data). The OECD shares further insights on women’s pensions, which are 25% lower. Globally, women currently make up 42% of the workforce – 46% at the entry levels and spiraling down to only 25% representation in the C-suite. And at that level, only 7.7% of CEOs are women, and just 7.5% of board chairs. While women’s advancement in leadership did indeed track up for the last eight years, there was a steep decline in 2022, which continued into 2023, specifically in the finance, energy, and media/entertainment industries.

Meanwhile, those sectors that are spearheading gender parity in leadership are still yet to achieve 50/50 representation, for example healthcare and education. Government is another. While women’s representation has continued to increase, parity has not been achieved: 39% of Members in the European Parliament are women. Sweden leads with the highest inclusion of female MPs at just over 47%, followed by Spain, Finland, Belgium, Austria, Denmark, Portugal, and France.

The EU’s Gender Equality Strategy 2020-2025 sets out the vision, policy objectives, and actions to make concrete progress on gender equality in Europe and towards achieving the Sustainable Development Goals. At the unveiling of the strategy in 2020 , European Commission President Ursula von der Leyen stated: “In business, politics, and society as a whole, we can only reach our full potential if we use all of our talent and diversity. Using only half of the population, half of the ideas or half of the energy is not good enough.” Increasing leadership representation across all sectors is economically beneficial in addressing gender gaps in households and society.

This data story illustrates how the corporate environment continues to lag behind the progress made in legal compliance regarding intersectionality integration. While the EU has taken significant strides in inclusion through equal treatment legislation, gender mainstreaming, and the integration of the gender perspective into policies, with specific measures for the advancement of women, the corporate sector – despite compliance integration into its workplace strategy, policies, programs, and initiatives – has, quite simply, yet to catch up.

In a world where AI purports to serve the world, it is imperative to harness the intersectionality of gender equality.

To further close pay parity gaps in the corporate world, it is essential to implement thoughtful and deliberate dual mentorship, ally-ship, and tailored training programs, and to cultivate workplace environments that actively recruit, retain, and develop female talent. The onus is on our generation – now – to create inclusive workplaces where women are valued, respected, and empowered to succeed.

There are some good benchmarks already in play. For example, initiatives like Microsoft’s #BuildFor2030 and the Mastercard Foundation programs actively empower women and girls to pursue leadership positions, participate in decision-making processes, and excel in the fields of business and STEM. These models include the design and creation of infrastructure that supports elevating and empowering women and girls. Fostering inclusivity through increased participation of girls and women in STEM and ICT (Information and Communication Technology) fields is not just a moral imperative but also a strategic driver for innovation, creativity, and efficiency. The perspectives and diverse experiences brought by women are essential to creating solutions for complex, and often critical, socio-economic challenges.

There is, though, still a significant gender disparity in these fields. The Digital Economy and Society Index 2022 found that women make up only 19% of ICT specialists and one in three STEM graduates in Europe. Furthermore, the index shows that women account for only 10% of patent applicants in Europe and less than 15% of the region’s start-ups are founded or co-founded by women. And according to UNESCO , only 22% of AI professionals globally are women (and just 18% of authors at leading AI conferences are women.) In a world where AI purports to serve the world, it is imperative to harness the intersectionality of gender equality together with geographic, linguistic, and cultural diversity.

To enhance global inclusion for women and girls, advocating for inclusive infrastructure that addresses their specific needs and priorities across various settings – workplaces, academic environments, households, transportation, healthcare, and public spaces – is a necessity. Gender-responsive urban planning and development is key to creating more inclusive cities, communities, and society at large.

This is particularly critical in regions such as Africa, home to the world’s largest and growing youth population. Access to education – from financial and digital to the traditional academic – and to healthcare services, including reproductive health education as well as mental health and well-being services, forms a powerful foundational framework. These combined resources can enable women and girls to make informed and life-changing decisions, leading to positive societal impacts and increased socio-economic contributions, which in turn creates a more evolved and empowered society.

There is a unique opportunity to affect this kind of change through sport. Because of its power to unite citizens and nations at a global scale, sport has the potential to promote gender equality in that it provides women and girls the opportunities to grow social networks, build confidence, develop new skills, increase health and well-being, rally camaraderie, and transform body identity challenges through courage and resilience.

Yet, similarly to the corporate world, the sports world has more than its share of gender inequalities – from representation in C-suite and on boards’ decision-making levels to media airtime and on-field roles such as coaching and referees. Gender-based violence is also a core concern, in which women and girls frequently deal with inappropriate behavior, lack of safety, and sports facilities and resources that can potentially expose participants to physical/verbal sexual harassment and assault. Yet, even with all its difficulties, the world of sport can provide an opportunity to collectively fight for gender equality, through the establishment of general values, the advocation for equal opportunities, funding, media share of voice, and equal footing and recognition for female athletes and teams.

For the 80% of young women who participate in sport in some way or another, there are notable benefits such as increased confidence and decreased anxiety, based on data from the World Health Organization. It’s also noteworthy that 80% of female Fortune 500 executives have played competitive sports. But what is concerning is that 85% of adolescent girls are insufficiently active .

Again, the sports world is a mirror of the workforce environment regarding gender equality. Thus, collaboration and partnership with structured joint efforts are likewise key here, including from government, sponsors, sports bodies, athletes, participants, international organizations, and communities – to co-create progressive inclusion and impact that empowers women and girls.

My invitation to readers is to encourage embracing discomfort. How could you personally challenge and take ownership and accountability with the intent to harness this rapid transformation within yourself and your surroundings? Together, we must commit to co-creating a future where every individual, regardless of gender, realizes their fullest potential in contributing to a thriving, inclusive society.

About Fathima Beckmann

Hidden Biases in AI, Machine Learning, XR, and Deep Thinking

Mon, 18 Mar 2024 21:58:32 GMT

Hidden Biases in AI, Machine Learning, XR, and Deep Thinking

Human bias is a sneaky hitchhiker in the fast lane of technological development, and it can leave its mark on artificial intelligence (AI), machine learning (ML), extended reality (XR), and even deep thinking. Here's how:

AI and Machine Learning

Data Bias: AI and ML models are trained on massive datasets. If this data reflects societal biases, for example, favoring men in loan applications, the AI will learn and perpetuate that bias in its decisions.
Algorithmic Bias: The very code that forms the AI can be biased. Programmers might unconsciously encode their own biases into the algorithms, leading to discriminatory outcomes. For a deep dive into this topic, see the 2019 report by the AI Now Institute at New York University.

Extended Reality (XR)

Content Creation Bias: XR experiences are created by humans. If these creators have unconscious biases, they might portray certain cultures or genders in stereotypical ways within the XR environment.
Accessibility Bias: XR technology might not be designed with everyone in mind. People with disabilities or those who don't conform to traditional body types could be excluded from fully experiencing XR.

Deep Thinking

Confirmation Bias: We all tend to seek out information that confirms our existing beliefs. This can be a problem in deep thinking, where readily available, biased information might shape our conclusions.
In-Group Bias: We often trust information from people like us. This can limit the range of perspectives considered in deep thinking exercises. The Algorithmic Justice League is an advocacy group working to raise awareness of these issues and promote solutions.

The Ripple Effect

The impact of bias in these technologies can be far-reaching:

Perpetuating Discrimination: Biased AI can lead to unfair hiring practices, loan denials, or even wrongful arrests.
Limiting Innovation: Biased XR experiences can limit our understanding of the world and hinder creative problem-solving.
Hindering Progress: Biased approaches to deep thinking can lead to flawed conclusions and hinder our ability to address complex challenges.

Combating Bias

Diverse Teams: Building development teams with diverse backgrounds can help identify and mitigate bias.
Data Scrutiny: Carefully examining training data for bias and actively seeking out balanced datasets is crucial.
Algorithmic Auditing: Regularly auditing algorithms for bias and incorporating bias-detection tools can help.
Critical Thinking: Developing strong critical thinking skills allows us to identify and challenge biased information in all its forms. The Partnership on AI , a multi-stakeholder effort promoting responsible AI development, offers a Bias Mitigation Toolkit with resources to help.

By acknowledging and addressing human bias, we can ensure that these powerful technologies work for everyone, not just the privileged few.

Ready to Build a More Equitable Tech Landscape?

Addressing bias is an ongoing process, but it's essential for fostering a more equitable and innovative future. IDC's Artificial and Machine Bias Prevention – Leader (AMBP-L) programs equip organizations with the tools and frameworks to identify and mitigate bias in AI and machine learning models.

Left-Handed in a Right-Handed World, Challenges and Biases

Mon, 18 Mar 2024 11:28:00 GMT

Left-Handed in a Right-Handed World, Challenges and Biases

I recently had lunch with a friend, and when our server began to write down our order, I noticed she was left-handed. Since I am also, it started an interesting conversation. Though much younger than I, we had similar experiences growing up. My first-grade teacher, Mrs. Sullivan, tried to change me over my mother's protests. My waitress' mother tried to change her over her grandmother's objections. We both struggled and had to adjust, learning how to write, contorting our hands to adjust to the right-handed world. Those writing surfaces attached to those small desks were on the right side, requiring significant "adjustment" for left handers. I grew up playing sports left-handed. In some ways this is an advantage, though in most cases, a major challenge.

As I turned to my lunch companion, I noticed an expression of surprise. He commented, "I never thought about this. Being right-handed, it never came up before." Our conversation continued as I discussed many of the challenges faced in my early years. I had a job on a large manufacturing site and on my first day, my manager asked me to take the golf cart over to building B and bring back the "right-handed monkey wrench." My contact at building B sent me to building D, and so on and so on. After visiting 4 different locations it dawned on me that something didn't seem correct. As a left-handed person and somewhat naive, it seemed only logical that such a tool existed. Only after I returned to my workspace did I learn that this was part of new hire "orientation!"

Many things are taken for granted. When signing your name on the register when entering a business, the binder rings are typically at the top or to the left, requiring me to contort my hand. Sitting at my local Starbucks one morning, I observed that the doors open on the right side. We live in a right-hand dominated world, and left-handed individuals are required to adapt and adjust to be effective.

In many cases left-handed people are not taken seriously, made to feel uncomfortable, and even discriminated against. On a much larger and more significant scale, consider members of our society that are made to "adapt and adjust" to exist or merely survive. Those that come here for the “America Dream,” escaping political or social pressures in their homelands. It is enough to have to adjust to a new country. So many are treated as outcasts, not necessarily given the opportunities promised. We are a diverse society, with different ethnic, generational, and gender differences. It is critical that we recognize our own biases as our “market” has dramatically changed. Those that are right-handed, or “privileged,” can make it quite challenging for those that are not. The impact and significance goes much further than the inconveniences we "lefties" have to cope with.

About Val Boston III CDE®, CCP

Driving Future Business Success with The Conference Board

Thu, 15 Feb 2024 21:57:22 GMT

Driving Future Business Success with The Conference Board

IDC is proud to partner with The Conference Board on their 28th Annual Diversity, Equity, and Inclusion event , "Driving Future Business Success!" This in-person gathering (March 5-6 at the Grand Hyatt Atlanta in Buckhead) will share real-world experiences and solutions:

Unfiltered insights: Go beyond stories, learn the "how" behind the results, including challenges and course corrections.
Actionable takeaways: Apply diverse industry experiences to your own initiatives.
Powerful connections: Network with CDOs, executives, HR professionals.

Discounts for YOU!

SFDSTUDENT: $795
DEISFD: $1295 (reg. $1995)

5 Reasons DEI Professionals Can't Skip Continuing Education

Thu, 08 Feb 2024 14:19:00 GMT

5 Reasons DEI Professionals Can't Skip Continuing Education

Think of your DEI expertise as a high-performance race car – sleek, powerful, and engineered to navigate the complex terrain of workplace equity and inclusion. But just like any high-octane machine, it needs consistent maintenance and upgrades to stay ahead of the pack. That's where DEI continuing education comes in.

Sure, you might have that DEI certification under your belt. You nailed the training sessions, digested the best practices, and maybe even spearheaded some successful DEI initiatives. Fueled by new research, shifting social landscapes, and new legal frameworks, the world of diversity, equity, and inclusion is constantly evolving. Staying stagnant puts your career and your organization at risk of falling behind.

Here's Why DEI Professionals Can't Afford to Skip Continuing Education:

1. Stay Ahead of the Curve:

Researching and implementing the latest best practices isn't a one-time deal. Continuing education keeps your finger on the pulse of emerging trends, like microaggressions in remote work environments or AI’s impact on hiring bias. This foresight translates into more innovative and effective DEI strategies for your workplace.

2. Sharpen Your Skills:

Remember that race car analogy? Continuing education is like fine-tuning your engine, honing your critical thinking, and mastering new tools. Whether it's measuring DEI progress or navigating complex interpersonal dynamics, upskilling makes you a more valuable asset to any team.

3. Build Your Network:

Continuing education isn’t just about the knowledge you gain, they're also about the network you build. Connecting with other DEI professionals opens doors to collaboration, mentorship, and even future job opportunities. It's like having a community of pit crew members to keep your DEI engine running smoothly.

4. Boost Your Credibility:

Staying current with the latest research and best practices enhances your professional credibility. When colleagues and clients see your commitment to continuous learning, it builds trust and confidence in your expertise, which translates to greater impact and influence in your role.

5. Spark Innovation:

Continuing education isn't just about absorbing information; it's about challenging your assumptions and igniting new ideas. Immersing yourself in diverse perspectives and cutting-edge research can spark creative solutions to complex DEI challenges. It’s like injecting fresh fuel into your DEI engine, propelling you towards innovative solutions.

Investing in your own professional development is never a zero-sum game. By prioritizing DEI continuing education, you're not just equipping yourself for success, you're also fueling a more equitable and inclusive future for your organization and beyond. So, don't leave your DEI race car gathering dust in the garage. Hit the gas pedal of continuous learning and watch your impact soar.

Ready to Jumpstart Your DEI Journey?

Check out The Society for Diversity’s continuing education opportunities , all included with your annual membership. We have everything you need to stay ahead of the curve and lead the way in creating a more equitable and inclusive world.

Embrace the challenges of continuing education and focus on the benefits. By investing in your own learning, you can make a bigger difference in your work and communities.

The Paradox of DEI: Why Talking the Talk Isn't Enough

Mon, 22 Jan 2024 14:43:00 GMT

The Paradox of DEI: Why Talking the Talk Isn't Enough

You've meticulously crafted the perfect DEI strategy. Executives deliver the right message with practiced ease. Diversity metrics look promising. Yet, a nagging feeling persists – something's missing. Culture change remains elusive, stuck in the realm of buzzwords and performative gestures.

The missing piece? Equipping, not enabling, your executives.

We often fall into the trap of becoming the DEI ventriloquists, crafting speeches, scripting talking points, and feeding executives pre-packaged narratives. While this might create an illusion of progress, it lacks the crucial spark of authenticity. When executives merely echo our words, their actions ring hollow, leaving real cultural change out of reach.

Shifting the Paradigm: From Words to Action

The antidote? Equipping executives with the skills and confidence to embrace DEI not just in name, but in soul. This means:

Fostering Genuine Expression

No more scripts; let leaders find their own voice. It might be messy at first, but as they grapple with the words, they begin to internalize the meaning. Encourage personal stories, reflections, and vulnerabilities – that's where true connection happens. Authenticity resonates, driving genuine engagement far beyond scripted statements.

Building a Repertoire of Responses

Equip leaders for diverse challenges beyond the echo chamber. Coaching and training can help them develop a toolbox of responses for real conversations with different voices. The goal is to prepare leaders to navigate real conversations, not avoid them.

Nurturing a Learning Ecosystem

Make DEI a team sport, not a solo act. Regular leadership discussions on key issues, with open feedback and shared experiences, create a safe space for authentic learning and engagement. This organic dialogue fosters empathy, understanding, and ultimately, more effective leadership.

Remember, genuine cultural change thrives on authenticity, not scripts. When we equip our leaders with the courage to find their own words, the confidence to navigate real conversations, and the space to learn collaboratively, we shift the paradigm from performative talk to transformative action.

Stop the charade of "deputy-DEI" and empower your executives to become authentic champions for inclusivity. That's where the magic happens. It’s when you'll witness the true power of DEI: lasting cultural change driven by genuine leadership.

Taking the Next Step: Unleashing Authentic Leadership

Equipping your executives with the skills for genuine DEI leadership isn't just a good idea, it's a strategic investment. But how do you ensure they have the depth, knowledge, and practical tools to drive lasting change?

Enter the Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® certifications. These industry-recognized credentials provide a rigorous framework and actionable strategies for building inclusive workplaces.

Invest in your team's expertise and watch your DEI efforts soar. Register today!

CDP®: Building a Foundation of Excellence

The CDP® program equips individuals with a comprehensive understanding of DEI concepts and best practices. Through immersive training, participants learn to:

Develop a compelling business case for DEI.
Design and implement effective diversity initiatives.
Foster inclusive workplaces where everyone feels valued.
Navigate complex conversations and challenges related to bias and discrimination.

CDE®: Leading with Vision and Expertise

For seasoned leaders, the CDE® program elevates their understanding of DEI to a strategic level. Participants learn to:

Set the vision and drive DEI efforts across the organization.
Develop and implement impactful DEI strategies.
Measure and track progress toward diversity goals.
Lead with courage and authenticity, inspiring others to embrace inclusivity.

IDC Certification Webinar | Maximize Your Career Impact

Wed, 17 Jan 2024 22:48:03 GMT

IDC Certification Webinar:

Maximize Your Career Impact

In today's competitive job market, standing out from the crowd is more important than ever. But with so many different types of certificates and certifications available, knowing which is right can be confusing.

This webinar, hosted by Dr. Lee and the Certification team, will help you understand certifications and certificates . How they work, governing bodies, IDC's credentialing process, and, most importantly, choosing the one that gives YOU the advantage, especially regarding Diversity, Equity, and Inclusion.

Watch now!

2024 Certification Board Meetings

Tue, 16 Jan 2024 21:49:44 GMT

2024 Certification Board Meeting Schedule

Our board and committees meet regularly to provide guidance and support to management, foster a culture of accountability and transparency, and protect the interests of the organization's stakeholders.

Upcoming Meetings:

March 20, 2024
June 13, 2024
September 11, 2024
December 11, 2024

Improving Psychological Safety for Black Women in the Workplace through Mentorship

Thu, 11 Jan 2024 17:05:00 GMT

Photo by John McArthur on Unsplash

Improving Psychological Safety for Black Women in the Workplace through Mentorship

I started this post amid a career crisis. I was working in higher education and had a challenging time finding my place within the institution. I describe it as an institution rather than an industry because of some of the hostility I experienced. There was an unwillingness to change or accept diverse perspectives. Most of the Black people and people of color I had relationships with had a low sense of belonging. There was no mentoring program for staff members. There were virtual discussions about the lack of inclusion and belonging for Black, Indigenous, People of Color (BIPOC) faculty and staff members, but there was little action implemented by administration during my time at the university. While there were a few affinity groups and a division for diversity, it was my experience that the mental and emotional well-being of faculty and staff were not priorities for administration.

Several experiences inspired me to start this post. One was my participation in an ethnic studies course and how race factors into our work experiences, if we take notice or not. The course highlighted the stories, trials, and triumphs of historically excluded folks and their plight of recognition and respect by the dominant culture. For instance, one of the class readings focused on the Combahee River Collective from a Black feminist perspective and the authors’ assessment of Black women’s experiences as a the “historical reality of Afro-American women’s continuous life-and-death struggle for survival and liberation" (Collective, T.C.R. 2014). The statement rang true for me in my experience at the university and provided a reminder of previous jobs where the experiences left me feeling as if I were in constant survival mode to maintain a sense of mental and emotional well-being.

Another event I attended was a lecture on Black women in higher education. Attending the lecture was one of the most validating experiences for me. Hearing how Black women must always prove themselves worthy despite their accolades, how they are dismissed, and how there aren’t many opportunities to receive mentorship resonated with me. I went back to my office feeling empowered and inspired. Other experiences that were validating included other courses in ethnic studies, and meeting with Black women who shared similar experiences.

During my higher education experience, I had more informal mentoring relationships; mostly Black women and men who offered advice and went out of their way to be cheerleaders for other Black women and men to help them feel less alone at the institution. Having those experiences encouraged me to open my laptop and capture my thoughts on my experience and the importance of not only mentoring staff members, but Black women in particular.

According to Lean In’s 2020 The State of Black Women in Corporate America , it states that Black women are less likely to be promoted and are more likely to have their successes discounted. These experiences can contribute to low self-worth and high isolation in the workplace, which can have an adverse impact on mental and physical well-being if they aren’t addressed in a productive manner. In my own experience, I’ve had to reframe how I view mentoring relationships in my personal and professional life. If I relied on the traditional method, I would forever feel like a failure because traditional methods of mentoring don’t work for my personality. To start, I’m very independent which can either benefit me or hinder me depending on the situation. Any time that I have tried to start a mentoring relationship with me as the mentee, either folks didn’t respond or the expectations I had weren’t met. I expected people to guide me along a journey - instead, I got a lot of questions about things I’ve already considered or the popular, “What do you want to do?” As I reframed my view and the people I’m around, there are fewer questions presented and more conversations that help me process information. There have also been instances where I inadvertently took on the role of mentor, giving guidance and advice. Those interactions left me feeling hopeless, mostly because of the expectations I previously held from stories I’ve heard of other mentor/mentee relationships.

In prior roles, I realized some of the deficits neglecting mentoring leaves on staff. There’s a lack of morale, support, opportunities for growth and learning in the industry, as well as development as an individual contributor. In my own experience, I’ve had supervisors ask me what I wanted without providing any guidance. I wasn’t aware of what opportunities were available in the organization and often brought up the issue to supervisors - how can I know what’s available when there’s gatekeeping in administration? Yes, there were moments when I could’ve been more proactive. Yet, this was an opportunity when mentoring at work would’ve been beneficial. I was often made to feel as if I had to guide my own ship and be my own captain. It has its advantages and disadvantages, but often disadvantages because there were missed opportunities for projects at work. I also noticed there was a dearth of office etiquette from staff and interns.

There were complaints against staff members that displayed a lack of empathy and consideration from different personalities, work styles, and diverse backgrounds. In one instance, there was a complaint against a staff member because an intern felt the staff member didn’t engage with her on a personal level in a way that she would’ve liked, but instead of having a conversation, animosity and tension built up until it was nearly too late. The staff member who received the complaint was told to be the bigger person, while there was no accountability shared across the team for why the complaint occurred in the first place. After witnessing the incident, I decided to implement a mentoring program at the job that included a concise plan on how mentors would be selected for mentees and the expectations of both. Unfortunately, I resigned before I could see it implemented, but I did my part.

My reason for introducing the mentoring program was multifaceted. In addition to the reasons I previously mentioned, I understand its role in providing personal and professional development, professional advancement, and an improved sense of belonging in the workplace. I knew the void that I experienced as a Black woman and wanted to help provide opportunities for other Black women to have a sense of purpose and psychological safety in the workspace. In Creating Psychological Safety for Black Women at Your Company , Agbanobi and Asmelash (2023) discussed how Black women feel they have allies in the workplace, and there’s a permanence of alienation and devaluation experienced by Black individuals in corporate offices. With these experiences permeating work, mentorship can serve as an avenue for allyship, advocacy, and a sense of belonging for Black women.

Why Specifically Address Mentorship for Black Women

Agbanobi and Asmelash (2021) addressed several vital points that correlate with why I decided to address mentorship for Black women in the workplace. First, they highlight the mental and emotional stress that Black women experience in the workplace due to no fault of their own. Sometimes, it’s Blackness that is seen as the fault and not the individual. In my personal experience, I shared with colleagues how I wouldn’t even be acknowledged on campus unless I wore my name badge and how my voice was silenced in the department. It was stressful to have a supervisor state that they avoided me because someone else told them I wanted to be left alone, so they took it and ran with it to avoid their own discomfort with Black women. I experienced microaggressions often by having professional boundaries violated or being unsupported by colleagues when I experienced a death in my family. Thankfully, I had informal mentorship relationships with other Black women on campus who expressed their concern and support for some of those experiences. It’s important that Black women have a support system in the workplace due to the sexism and racism they are prone to experiencing at work. Through mentorship, Black women can gain guidance and support from a trusted individual to help them feel included, accepted, valued, heard, and seen. Having a supportive mentor can help to increase their sense of belonging and can help Black women navigate challenges in a meaningful way.

Further Considerations

While this information may be new to some, or dismissed by others, it’s imperative that I include a discussion on making good choices versus having good choices. The reason I’m including this portion is to posit the impact of choice individuals may or may not have in the workplace.

Making Good Choices vs. Having Good Choices

In the show, Little Fires Everywhere, there was a point at which the characters portrayed by Kerry Washington and Reese Witherspoon were debating life choices. At one point, Reese’s character states, “I made good choices.” That statement was countered by Kerry’s character who told her she didn’t make good choices, she had good choices. That was a powerful statement. My take on the interaction was that people can say they made good choices when they had access to resources, mentors, few educational and financial barriers (really, if any), and other people in their circle who could support them and were invested in their success. In that case, those could be seen as good things to choose from. Good being subjective, but in the context of success and mobility in society, having stability with housing, food access, transportation, medical care, and financial resources looks different than someone who had structural barriers to overcome. It would behoove us to dismiss how racial and systemic barriers, access to relational capital, and the impact of supportive mentors can be advantageous in a person’s personal and professional life.

Articles and Book Recommendations

The following articles and book recommendations are listed to provide an insight into Black women’s experiences in the workplace for readers to gain knowledge and appropriately advocate for Black women in their workplaces. It’s my hope that these resources are used as learning tools to support Black women, and not tools to further oppress Black women experiences.

Articles

Creating Psychological Safety for Black Women at Your Company (Agbanobi and Asmelash). Harvard Business Review, 2015. https://hbr.org/2023/05/creating-psychological-safety-for-black-women-at-your-company
Mentorship in the Black Community: What Companies Need to Know (Briggs). Medium, 2021. https://nicole-92644.medium.com/mentorship-in-the-black-community-what-companies-need-to-know-9cc61feecdfc
The Combahee River Collective Statement. United States, 2015. Web Archive. https://www.loc.gov/item/lcwaN0028151/ .

Books

Hood Feminism: Notes from the Women That a Movement Forgot (2020) by Mikki Kendall
I’m Not Yelling: A Black Woman’s Guide to Navigating the Workplace (2022) by Elizabeth Leiba
I’m Still Here: Black Dignity in a World Made for Whiteness (2018) by Austin Channing Brown
Rest Is Resistance: A Manifesto (2022) by Tricia Hersey
The Color of Emotional Intelligence: Elevating Our Self and Social Awareness to Address Inequities (2023) by Farah Harris
Unbound: My Story of Liberation and the Birth of the Me Too Movement (2021) by Tarana Burke

About Alishea Wynn

Taraji P. Henson and Gayle King Discuss Pay Inequality: Reflections on the Workplace

Thu, 04 Jan 2024 14:24:00 GMT

Photo by John McArthur on Unsplash

Taraji P. Henson and Gayle King Discuss Pay Inequality: Reflections on the Workplace

In the episode titled "Taraji P. Henson May Quit Acting Over Pay, Treatment in the Entertainment Industry," Gayle King and her guests, Taraji P. Henson, Danielle Brooks, and Blitz Bazawule, provide a candid look into the challenges faced by women in the entertainment industry, particularly Black women. The conversation serves as a stark reminder of the pay inequality that exists not only in Hollywood but across various industries and workplaces.

Henson, an award-winning actress, opens up about her thoughts of quitting acting due to the emotional and financial toll of the industry. She describes her exhaustion from being compensated at a fraction of what she feels she deserves despite her significant contributions and achievements. This sentiment, unfortunately, is one that many women can relate to in their respective fields.

Pay inequality is a pervasive issue in workplaces globally. Women, especially women of color, are often paid less than their male counterparts for doing the same job. This disparity is not just unfair; it has far-reaching implications for individuals, teams, and organizations.

On an individual level, being undervalued can lead to lower motivation, decreased job satisfaction, and, ultimately, thoughts of leaving the profession, as expressed by Henson. This can result in a brain drain, with talented and experienced women leaving industries where they feel undervalued.

Pay inequality can breed resentment and discord in teams, affecting team dynamics and productivity. It fosters an environment of competition rather than collaboration, leading to decreased efficiency and effectiveness.

At an organizational level, pay disparities can tarnish a company's reputation, affecting its ability to attract top talent and potentially leading to legal issues. Furthermore, research shows that diverse and inclusive companies are more innovative and profitable, highlighting the economic cost of pay inequality.

The conversation between King, Henson, Brooks, and Bazawule underscores the importance of advocacy and change. They stress the need for creators to break cycles of inequality and lend genuine support to underrepresented voices. Their reflections on the healing power of their work and its profound impact on audiences remind us of the transformative potential of diverse and inclusive workplaces.

Henson says it's about being seen, heard, and valued. It's about recognizing the worth of every individual and compensating them fairly for their contributions. It's about paving the way for future generations so they don't have to fight the same battles.

The conversation between King, Henson, Brooks, and Bazawule is a call to action for all workplaces. It's time to engage in meaningful dialogue about pay inequality, advocate for representation, and foster an inclusive and supportive environment where everyone is valued fairly.

As we look toward the future, let's strive to make genuine representation, equity, and inclusivity more than just ideals. Let's make them tangible realities in our workplaces, breaking barriers and elevating voices that have long been marginalized. The work lies ahead, but together, we can pave the way for a more equitable and inclusive landscape in all industries.

About Vivian Acquah, CDE®

Certifications vs. Certificates

Tue, 02 Jan 2024 22:09:18 GMT

Certifications vs. Certificates

We're living in a time where getting reliable information is critical to business success, safe workplace operations, and trust in leadership. Fundamental to that information, especially where the information results in training, is ensuring that the information comes from a reliable source. In Diversity, Equity, Inclusion, and Accessibility (DEIA), many are misleading fledgling and established business owners by pretending to provide substantiated information without a foundation or background. As a result of not being able to distinguish between a Certification and Certificates , businesses, industries, and institutions need to get the valuable training they pay for.

The confusion and assumptions about certification, specifically as it relates to distinguishing certifications from certificates, can be a problem. In extreme cases, people used the words certifications and certificates interchangeably. As much as both credentials are valuable, they ARE different. Understanding the difference between certifications and certificates is imperative for each of them must be appreciated for the purpose for which they are designed.

Certifications

Certifications are earned through the satisfactory completion of a standardized examination and meeting specific experience and education criteria set by the certifying body. It demonstrates that a person has the necessary skills and knowledge in a particular field or industry to provide services and training supported by evidence reliably.

Certifications are endorsed by national organizations (e.g., I.C.E. and NCCA) that set the standards for the industry and may be necessary for specific jobs. A certification is a formal recognition by a professional organization that an individual has met clear and often rigorous standards or requirements.

Certifications often carry more weight and are more standardized than certificates. They are associated with demonstrating a higher level of expertise and competence in a profession or occupation. The standardized and regulated nature of certifications makes them harder to acquire and typically more valued than certificates.

A certification is a formal recognition by a professional organization or certifying body that an individual has met certain standards or requirements in a particular field. Certifications often carry more weight and are more standardized than certificates.

Fundamental to maintaining certification is the requirement of continuous education to maintain proficiency and knowledge in an ever-changing world. Certifications are required to perform some jobs or occupations (e.g., Teachers, Nurses, Plumbers, Accountants, Trainers). For other jobs, they are appreciated as a bonus. Where certifications are not required, earning one can be a competitive advantage for the company, business, or institution where the person is working or applying for work.

Certifications may also be used to earn a higher salary, increase the depth of knowledge in each field or area of practice, and it can connect the practitioner to others in the field to maintain current knowledge.

Lastly, it clearly demonstrates the practitioner's dedication and motivation to continuous growth in their field.

Certificates

Certificates are typically awarded after an educational or training program. A certificate is a document that confirms the completion of a course, program, or training. Companies, schools, other organizations, and individuals can create certificate programs that students or employees can complete to improve their skills. For example, one can earn a certificate in web design from a school or job. This type of credential shows that a person or group has gained added knowledge in a specific area. It is typically awarded by an educational institution, training center, or organization after an individual or group successfully fulfills the requirements of a particular course or program.

A certificate is generally a document that confirms the completion of a specific course or training. Certificates tend to be episodic in nature (one and done).

Certificates often demonstrate a person's proficiency or knowledge in a specific subject or skill. The drawback to certificates is that they may only sometimes be regulated or standardized and can vary widely in terms of rigor and recognition. The generalized nature of the credential allows it to be obtained en masse and may not require the specificity of individual rigor of a certification. The real strength of a certificate is its addition to a certification (e.g., continuous education, lifelong learning). Lastly, once a certificate is earned, there is no requirement for ongoing education to maintain proficiency in that education or training.

In this time of genuine concern for the health, safety, and well-being of every person in our businesses, it is essential to ensure that leadership (C-Suite, Managers, Supervisors) is provided information that is supported by a body of work from Educators, Trainers, and Consultants who can be trusted to provide education and training that is impactful, current, and professionally supported by standards that are reliable and valid. This can best be done through Certification…and practicing DEI is no exception.

The CEO Challenge: Get DEI Right Or Get Rid of It

Thu, 21 Dec 2023 21:38:00 GMT

The CEO Challenge: Get DEI Right Or Get Rid of It

On Friday, 15 Dec. 2023, a CEO posted on X (formerly known as Twitter), "DEI must DIE." DEI, which stands for Diversity, Equity, and Inclusion , has been controversial as of late. In fact, this tweet caused many within and outside of the DEI industry to engage in a meaningful dialogue about the challenges facing the field. The CEO was right when he stated, "The point was to end discrimination, not replace it with different discrimination." Replies to his Tweet included countless examples of bad DEI experiences. Nevertheless, by Monday, 18 Dec. 2023, the European Union announced that it would launch an investigation into X over possible breaches of its social media law. According to ABC News, "Europe's tough new regulations [are] designed to clean up social media and protect people from toxic online content." DEI is a centerpiece in the 27-nation bloc, as well as in countries around the world, from Canada to Japan to South Africa.

Leah Smiley, CDE® , President of The Society for Diversity says, "DEI is a global effort, and in a knowledge and experience economy, it is not going away. There are many organizations that are still doing great work, and there are some practices that need to be changed. For example, how many Fortune 1000 companies would hire a finance leader without a CPA or a legal team that did not pass the bar exam? Part of the reason for the backlash is the fact that a few companies were not clear about why they needed a Diversity leader, and because of that, they hired some folks who made mistakes. I think it's clear now that everyone can't lead DEI efforts."

Smiley adds, "In every industry there are challenges, and when something needs to change, the impetus is to fix it, not kill it." For example, Tesla recalled millions of U.S. vehicles over Autopilot issues, and Great Wall Motor Co., an emerging electric vehicle (EV) maker in China, just issued a recall for its 2023 Ora model in Australia due to risks of serious injury or death by electrocution. Are the EV recalls indicative that the battery-powered automobiles are useless? No, it means electric models can still be improved.

Since its foundation, DEI work has evolved. Yet, some employers are operating DEI efforts like it's 1980. Smiley says, "DEI was never designed to discriminate against anyone. The concept of Diversity was established in the 1980s as a solution to the U.S. Affirmative Action mandate. In fact, Diversity is an evolution of modern-day diversification strategies, which date back to the influential work of economist Harry Markowitz in the 1950s. Diversification is a risk-management strategy that contains a mix of distinct asset types that hedge against risks in the business environment.

For example, Coca Cola understands that each generation has different behaviors, expectations, attitudes, and needs. The company sells soda products, as well as orange juice, waters, and other beverages. Further, in different nations, the taste of Coca Cola's orange juice or the availability of different soda flavors may vary. Coca Cola's Diversity strategy then, hinges on appealing to consumer tastes and preferences in the different markets where the company operates. It also integrates a global supply chain strategy into its inclusion efforts to ensure that the company is contributing to local economic development and fostering innovation through its strategic partnerships.

From an alignment perspective, Coca Cola's DEI efforts may consist of recruiting diverse staff, maintaining business resource groups, training staff to perform well in diverse markets, improving Diversity in the supply chain, and marketing different products according to the needs and expectations of various population groups. Coca Cola's approach is strategic, sustainable, and competitive, allowing the company to maintain market dominance through customer loyalty and employee satisfaction, while simultaneously heading off rivals through a vigorous supply chain process.

Other organizations can leverage DEI strategically as well. The Society for Diversity recommends:

1. Getting your Chief Diversity Officer, as well as your leadership team, certified.

Accountability is not just reserved for White senior executives. DEI leaders should also be accountable. If their past trauma is influencing their current decisions, don't let them traumatize all your other employees. This is where a leadership team member needs to step in and redirect the DEIA efforts. Smiley asserts, "Stepping in requires the leadership team member to be informed, current, and knowledgeable because if the executive lacks self-awareness, they can make the situation worse. For example, recently another CEO claimed that the Harvard University President, Claudine Gay, was a Diversity hire. This CEO disagrees with Harvard's leadership and that is fine; however, what is not fine is claiming Harvard's President attained her position as the result of her race and not her qualifications."

"If Harvard University wanted to hire someone because of their race, they would not hire an award-winning academician. Gay's parents are educated immigrants, who worked hard and did not get anything for free. Having attended Princeton, Stanford, and Harvard, Gay earned her accolades. Contrary to popular belief, it is not easy for an immigrant, let alone a Black student, to get into an Ivy League institution," said Smiley. She adds, "There is nothing wrong with advocating for the university to do more regarding Anti-Semitism. However, there is a constructive alternative to expressing discontent, such as the CEO going to the campus and talking to students, faculty, and staff, as well as administrators, and developing ideas for improvements versus simply leveling criticisms on X and attempting to justify his beliefs. Of course, society wants and needs 'fighters.' However, when you are always at war, it takes a toll. In an organization, the toll is called toxicity, and it can cost companies millions of dollars in discrimination lawsuits, brand backlash, and lost sales."

D. I. Lee, PhD, CDE® , The Society for Diversity's Global Vice President of DEI Education and Certification, says "If the senior leadership team cannot resolve conflict productively, it is telling that the staff may struggle with the same issues. A healthy culture entails creating an environment that is psychologically safe for the purposes of allowing constructive feedback. It also emphasizes making mistakes without the fear of consequences, being able to collaborate across differences, and showing up for your team members as allies. DEI Certification provides important knowledge and skills in the right areas."

While the Diversity industry is a relatively new field, there are professional standards for effective DEI work. Both the Institute for Diversity Certification (IDC)® and the International Organization for Standardization (ISO) convened DEI Subject Matter Experts (SMEs) for the purposes of providing guidance to employers. The standards also serve to create a framework for effective practices, as well as establish the proper foundation for employers to attain commitment, accountability, integration, and desired outcomes. Not surprisingly, both sets of standards are similar in scope and global in nature.

The Human Resource Certification Institute (HRCI) utilizes the ISO standards 30415:2021 for its Certificate in D&I in HR Management program. The certificate does not have any experience requirements or other prerequisites, and provides a solid foundation in Assessment, Inclusion, and Retention for new HR business partners, DEI champions and allies, and supervisors. IDC offers certification, which requires at least two years of experience for the Certified Diversity Professional (CDP)® credential and five years of experience plus a current leadership role for the Certified Diversity Executive (CDE)® credential.

Dr. Lee says, "The difference between a certificate and certification is that a certificate provides evidence of education by taking a course, while DEI certification provides third party verification that a leader meets industry standards by passing an exam and submitting a professional work for peer review. Upon achieving Diversity certification, individuals are conferred with the industry-recognized CDP® or CDE® credentials. There is also a continuing education requirement, where certified leaders must obtain 60 continuing education units every three (3) years in order to maintain valid credentials." IDC is the #1 DEI certification provider in the world, with thousands of candidates and designees in every US state and more than 30 other nations.

2. Expand your definition of Diversity.

In respect to a diversification strategy, IDC's certification system defines modern-day Diversity efforts as an asset that produces real business value . The Society for Diversity recently began adding an "A" to the end of DEI for Accessibility. Beyond accommodations, SeeWriteHear defines Accessibility as "the practice of making information, activities, and/or environments sensible, meaningful, and usable for as many people as possible." This definition is not limited to people with disabilities because everyone benefits when an organization's website, buildings, products/services, etc., are accessible. For example, closed captioning may be used by a person who is deaf or hearing impaired, but it can also be used by a Generation Z or Baby Boomer employee/customer/patient/student, a caregiver, and an immigrant with limited English capabilities.

How have you expanded the current definition of Diversity and representation? Does your organization take an outdated approach to defining Diversity by race and gender? Can all your employees see themselves in your definition? Presenting value through DEI entails ensuring that your organization's definition is not narrow, but truly inclusive and agile as people will identify themselves differently now and in the future.

For Diversity efforts to produce the most value, it must include a wider range of demographic identities. For example, on a Board of Directors, you don't want to merely recruit one woman. Having only one of any underrepresented group is a start and must go further to relieve the pressure of being required to be the representative for the entire group. Other dimensions of Diversity should be included such as level of education, specialty (e.g., finance/accounting, technology, human resources, etc.), industry, race/ethnicity, age, geography, income level, etc. This is why it's best to have more than one diverse person because no two individuals have the same backgrounds or lived experiences-- even if they represent the same identity group.

Additionally, Diversity is valuable for White males, such as in an organization run by Japanese, Jewish, or Black individuals. For years, the various Chairpersons of the Board for the United Negro College Fund were White. That was a strategic decision. Also, the Chair was not the only White person on the Board; there were multiple Board members who were White because it added more value. Today, the Chairperson is a man of color, but the organization can still grow in Diversity by engaging a female Chairperson with a variety of different characteristics.

For every type of organization, how you define Diversity matters. Try using a broader lens to be more inclusive with the overall definition, but when discussing specific challenges that a particular group faces, attempt to use a narrow lens that signifies the nuances (such as being a Black LGBTQ+ woman with a disability or being a Baby Boomer in an urban area that is a pharmacy desert). Being specific requires engaging more unique voices and can present revolutionary solutions to challenges regarding fair pay, Accessibility, or engagement. Nevertheless, include majority group members because their backgrounds, experiences, and ideas are equally important to organizations and can add value to DEI efforts.

3. Define your own vision for success, and make sure your DEIA strategy is connected to the organization's strategy.

Properly setting expectations means that your senior leaders understand that DEIA is not a journey of perfection. Mistakes will be made. The bigger question is: how do you handle mistakes?

If we properly equip our executives, leaders won't be afraid to "get it wrong" and meaningful dialogue can come alive. To equip means to "supply with the necessary items for a particular purpose; to prepare for a situation or task." There are several ways to equip executives for DEI leadership versus enable them to maintain the status quo or engage in performative actions.

Allow executives to practice talking about the vision for culture, Diversity, Accessibility, and inclusive excellence in their own words-- from the heart. It may be uncomfortable at first, but as they develop, they will build the right skills to respond in an appropriate way. They may even come up with better ideas.
Use coaching or training to encourage executives to develop more than one response to different scenarios that they will face. The key is to help executives prepare for talent management issues instead of ignoring or fearing those challenges. DEI certification also prepares senior leaders for various scenarios at work.
Reinforce team learning, where executives can spend 5-10 minutes talking about different DEI issues during every leadership team meeting, and practice offering feedback to one another. The more that they can engage in authentic and organic DEI, the better your chances are at creating real culture change.

Often, when we reflect on great strategists, we think of Sun Tzu, a Chinese military general, or Jack Welch, former CEO of General Electric. For most executives, business strategy is a complex concept that is difficult to master. The idea is even more challenging when we add DEI to the mix. What is a DEI strategy, and how do you apply a DEI lens to your current strategy? A Diversity, Equity, and Inclusion Strategy is the proactive process of steering an organization toward sustainable, long-term success through Inclusion, cultural competence, market segmentation, Accessibility, and equitable service. DEI should never operate as a stand-alone, separate entity; instead, it must be aligned with the organization's vision, strategy, and goals.

Developing a DEI strategy or applying a DEI lens to your current strategy is a powerful engagement process that can help you prevent backlash and lawsuits; solidify your brand and competitive position; and identify opportunities for growth. Keep in mind that it is easier to prevent issues with your strategy than it is to use a strategy to merely fix problems. Additionally, the strategy should serve as a bridge from point A to point B, and work to focus energy and resources on a few pivotal objectives whose accomplishment will lead to a cascade of favorable outcomes.

Leah Smiley says, "Of course, there is value in DEI. However, organizations are at a crossroads where they will have to get it right or get rid of it. The opportunities for getting it right are immense, but there's no shortcut to success. There must be skilled DEI leaders (regardless of one's job title), an expanded definition of Diversity, a vision for success, and integration with the organization's strategy. Otherwise, DEI will continue to be misunderstood, divisive, and ineffective, and it doesn't make sense to operate Diversity initiatives in this manner. There's a better way."

To participate in The Society for Diversity's CEO challenge, call 1-800-983-6192 or visit www.diversitycertification.org .

Mental Health Stigma: It's Time to Start Listening and Stop Judging

Mon, 11 Dec 2023 11:00:00 GMT

Mental Health Stigma: It's Time to Start Listening and Stop Judging

Mental health stigma and discrimination exist in many forms and produce negative effects on people with mental health conditions. Learn ways to change this and find resources that can help.

Key Takeaways

Stigma around mental health is decreasing around depression but remains widespread for other disorders
Consequences associated with mental health stigma are serious and potentially harmful
There are ways to promote positive change and reduce the shame associated with mental illness

The demand for mental health is increasing. The number of individuals seeking help through traditional and online therapy is increasing, according to the American Psychological Association’s Practitioner Impact Survey . What’s more, people are reporting more severe mental health condition symptoms, the survey found.

Yet negative feelings about people with mental illness remain. The National Alliance on Mental Health (NAMI) defines these feelings as stigma, and says this can profoundly affect individuals and reduce their likelihood of reaching out for support. Here, we provide examples of mental health stigma and its consequences while sharing expert solutions for reducing and eventually eliminating the problem.

Types of Mental Health Stigma

According to the American Psychiatric Association , mental health stigma stems from a lack of understanding and mischaracterizations of mental illness in the media. The American Psychiatric Association describes three different types of mental health stigma: public stigma, self-stigma, and institutional stigma.

Public Stigma

Public stigma refers to negative attitudes and discrimination against individuals with mental illness. Public mental health stigma leads to stereotypes and prejudice toward individuals with mental health disorders. For example, those with mental health illnesses may be considered a threat, unreliable, incapable, and responsible for their disorder.

Self-Stigma

Self-stigma involves negative feelings, including shame, that people with mental health conditions feel about themselves. They internalize and believe public perceptions about them and feel they are to blame for their problems.

Institutional Stigma

Institutional stigma refers to government and organizational policies restricting the rights and opportunities of those with mental health conditions. Institutional stigma around mental health results in poor funding for mental health resources and fewer work and housing opportunities for people with mental health conditions.

Harmful Effects of Stigma

According to NAMI, stigma negatively affects nearly 1 in 5 Americans with mental health conditions. Feelings of shame and isolation add to the mental illness burden and can inhibit efforts to seek professional help. The American Psychiatric Association says self-stigma negatively impacts those affected by severe mental illness by:

Increasing feelings of hopelessness
Lowering self-esteem
Increasing symptoms
Adding to relationship difficulties
Reducing participation in treatment

The Mental Health Foundation in the United Kingdom observed that people with mental health conditions were less likely to have a job, be in a stable relationship, reside in adequate housing, and be socially accepted. An analysis of two McKinsey & Company surveys conducted in 2020 about the effects of mental illness stigma, and how it can exacerbate existing mental health conditions, found far-reaching consequences in the workplace. These included things like lower productivity levels and the following statistics:

37 percent of employees with a behavioral health condition don't seek treatment for fear that their mental health condition will be discovered.
Fifty-two percent of employees diagnosed with substance-use disorder avoid treatment.
Nearly 70 percent of employees with high self-stigma levels miss at least one day of work a year due to burnout or stress.

When Mental Health Stigma Leads to Discrimination

When feelings associated with the stigma around mental health become negative, they cross into mental health discrimination. According to a Lancet Commission report published in October 2022 , the impacts of mental health discrimination can affect all areas of a person’s life, with consequences that are often underestimated.

Personal Effects of Mental Health Stigma and Discrimination

The Lancet report found that people affected by mental illness stigma experienced discrimination in various areas of their lives, such as social settings, school, work, and relationships. As a result, feelings of loneliness, shame, and isolation increased, worsening mental health conditions and increasing reluctance to seek help. The tendency to avoid treatment is most common among minorities, young people, those living with parents, military personnel, and health professionals.

Mental Health Stigma and Discrimination in the Workplace

According to an American Psychiatric Association public opinion poll of 1,005 U.S. adults in April 2019, more than 1 in 3 workers in the United States are concerned about retaliation or being fired if they seek mental health care. The U.S. Equal Employment Opportunity Commission encourages workers who suspect workplace discrimination to file a discrimination charge with the Commission or with their state or local Fair Employment Practice Agency , since the Americans with Disabilities Act and the Rehabilitation Act of 1973 protect people with mental health disabilities from discrimination and harassment at work.

Healthcare Mental Health Stigma and Discrimination

It isn't just people with mental health conditions who experience the effects of stigma — the professionals who care for them do as well. A study published in January 2023 by the International Journal of Africa Nursing Sciences found a high degree of evidence that the public and other healthcare providers held unfavorable views of mental health professionals. The effects of this stigma on mental health professionals include:

Burnout
Low resilience
A desire to change professions
Poor job satisfaction
Emotional exhaustion
Reduced earning capacity

Mental Health Stigma and Discrimination in Schools

Young people with mental health conditions report experiencing common stigma around their diagnosis. According to a Lancet Commission report published in October 2022, students reported negative feelings from school staff, such as fear, dislike, and not believing in their abilities. As a result, students often felt excluded from school and community activities.

Best Ways to Address Stigma Around Mental Health

Stigma surrounding depression decreased for the first time between 1996 and 2018, according to a study published in JAMA . The findings may be evidence of a historic change in the way mental health issues are viewed by the public, but experts caution that stigma remains a barrier for many people who need help.

The American Psychiatric Association offers the following tips to professionals for reducing mental health stigma:

Talk openly about mental health and share positive experiences and outcomes with others.
Use social media to reach a wider audience.
Be aware that language can add to stigma and prejudice. For example, the association suggests replacing terms like “anxious’’ with "they have anxiety."
Show compassion for individuals with mental illness and the mental health care providers who treat them by listening without judgment.

There are things employers can do to eliminate mental health stigma, too. The Lancet Commission report provided the following recommendations:

Provide a work environment that supports gainful employment for people with mental health conditions and prohibits mental health stigma and discrimination in the workplace.
Implement evidence-based training designed to eliminate mental health stigma for healthcare providers, social workers, and vocational training personnel.
Engage the media in efforts to eliminate mental health stereotypes and mischaracterizations.
Provide teaching and educational system professionals and students with training to reduce mental health stigma and discrimination.

Resources for Ending Mental Health Stigma

Several organizations dedicated to helping combat mental health stigma and discrimination exist. Some examples include the following:

Bring Change to Mind : An organization founded by actress Glenn Close to encourage a diverse cultural conversation around mental health
Healthy Minds : A public television series that focuses on common psychiatric conditions through personal stories and expert research
Make It OK : A campaign that offers tips for addressing misperceptions and encouraging open conversation about mental health
Stamp Out Stigma : An Association for Behavioral Health and Wellness initiative to reduce the stigma surrounding mental illness and substance use disorders
This Is My Brave : An organization that has produced more than 75 theatrical productions across the United States featuring storytellers who share true stories about mental illness

The Bottom Line

Mental health stigma exists at the public, personal, and institutional levels. These attitudes have negative effects on individuals in need of mental health care and their communities. The more we understand mental health issues, the more we realize how society can become part of the solution.

FAQs

This Everyday Health article is republished with permission

Don't Scoff at the Business Case: Why Quantifying DEIA Matters

Wed, 06 Dec 2023 03:21:01 GMT

Don't Scoff at the Business Case: Why Quantifying DEIA Matters

Protecting DEIA Champions and Fostering Inclusive Environments

Racism, Sexism, Ageism, Ableism— any kind of ism or phobia, such as homophobia, transphobia, xenophobia— is a disease of the mind and thrives on violence. The World Health Organization defines violence as “The intentional use of physical force or power, threatened or actual, against oneself, another person, or against a group or community, that either results in or has a high likelihood of resulting in injury, death, psychological harm, maldevelopment or deprivation.” Violence is distinguished from injury or harm in that injury or harm may result from unintended actions and incidents, whereas violence is intentional.

Both isms and phobias cause logical thinking and objectivity to rot in hate, fear (or fear-mongering), and bias. There is a Proverb that says, “Do not envy a person of violence and do not choose any of their ways.”

Therefore, when interacting with a person who is trapped in their own mind by fear, hate, and bias, you may have to ask yourself questions to determine how or whether to engage. These questions include but are not limited to:

Is this person baiting me for an argument or debate? Or are they genuinely seeking to understand DEIA?
If I take the bait, will I be able to change the person’s mind or help them rethink their perspective, or will the conversation be pointless— like going down a rabbit hole?
Are there others who are observing and may be influenced by what I say, or don’t say?
Is there a way that I could encourage self-directed research or learning to redirect the individual?
Will the individual’s talking points mislead or change the narrative to portray DEI as something that it is not?
Are there respected individuals who can serve as role models or teach a different way of thinking by doing?
Finally, fear and hate can only flourish when it breeds. How can I ensure that I don’t inadvertently adopt a hateful, fearful, or biased mindset based on this negative or unpleasant interaction?

People who advance isms and phobias want DEIA champions to stop talking about the isms and phobias so they can do what they want to others without consequences, and continue to benefit from unfairness, inequity, and injustice. Just because you don’t engage in an argument, doesn’t mean that you stop talking about isms and phobias.

Truth is truth, and that is: DEIA is designed to benefit *everyone* through fairness, belonging, and accessibility. Everyone means all, with no one excluded.

Beyond Compliance, Embrace DEIA the Right Way

Wed, 29 Nov 2023 19:39:00 GMT

Beyond Compliance, Embrace DEIA the Right Way

Beyond Compliance: Unlocking DEIA's Transformative Power

In today's rapidly evolving world, diversity, equity, inclusion, and accessibility (DEIA) are no longer just buzzwords or checkmarks on a compliance form. They're the driving forces behind innovation and organizational success. But for many, DEIA can feel like a complex puzzle with too many pieces, leaving you wondering how to create a truly DEIA-centric workplace.

Your Partner in DEIA Excellence

The Society for Diversity is your one-stop shop for everything DEIA. We provide the resources and support you need to navigate this complex landscape and create a DEIA-centric workplace that truly embraces diversity, equity, inclusion, and accessibility.

Membership: Your Ticket to a Vibrant DEIA Community

Joining The Society is like having a personal DEIA coach by your side, guiding you every step of the way. We'll provide you with:

In-depth knowledge and best practices: Immerse yourself in the latest DEIA trends and methodologies, ensuring your strategies are cutting-edge and effective.
Exclusive webinars, workshops, and events: Engage with thought leaders , network with peers, and stay abreast of the latest developments in the DEIA field.
A thriving community of passionate DEI professionals: Connect with like-minded individuals from diverse backgrounds and build meaningful connections that drive professional and personal growth.

Hear from Our Members: Their DEIA Journey with The Society

Keona Williams, CDP®

Member since October 2022
I was skeptical about joining The Society for Diversity because I’ve joined other diversity organizations only to find that they offered very little. The Society for Diversity has been far more than I anticipated. The resources provided via webinars and readings are beneficial for my career as a Supplier Diversity Manager. Membership has also required me to shift my approach and mindset, specifically around addressing unconscious bias and advancing my understanding of inclusion. I have been able to coach my corporate DEI Council members, ERGs leaders, colleagues, and executive-level leaders with insights from my learnings. With a great measure of confidence, I am better equipped to address concerns of belonging in my service/social organizations. Joining The Society for Diversity has been one of the best investments to support my professional growth in the DEI field.

Joseph Brame, MBA, PHR, CDE®

Member since October 2021
Being part of an amazing network of professionals has broadened my knowledge on DEIB. As an HR professional and a Certified Diversity Professional, I am a change agent for my department. DEI and HR complement each other so well that I can speak to it daily. As a member of the Society for Diversity, I am provided with informative and applicable webinars. I am so grateful to be a part of this great community.

Embrace DEIA: The Path to Transformation

DEIA is not just about ticking boxes; it's about creating a workplace where everyone feels valued, respected, and empowered to reach their full potential.

With The Society as your partner, you can:

Deepen your understanding of DEIA concepts and best practices: Become a DEIA expert, equipped to guide your organization towards a more equitable future.
Stay ahead of the curve: Stay informed about the latest trends and developments in the DEIA field, ensuring your strategies remain relevant and effective.
Shape the future of DEI: Join our community of changemakers, shaping the dialogue and driving meaningful progress towards a more inclusive world.

Take the DEIA Leap with The Society

Join us today and unleash the transformative power of DEIA in your workplace and beyond. Let's create a more just, equitable, and inclusive world together.

Embrace DEIA beyond compliance. Embrace the power of transformation.

Join The Society for Diversity today!

Global ESG and DEI Risk Management: The Future of Work

Wed, 22 Nov 2023 11:00:00 GMT

Global ESG and DEI Risk Management: The Future of Work

From global ESG compliance requirements to rising costs associated with environmental disasters, organizations must proactively plan to manage their risks. The Society for Diversity's Leah Smiley, CDE® and Dr. D. I. Lee, CDE® will explore what these topics mean to the future of your organization:

The Business of ESG and DEIA
The Evolution of Management
Aligning the Culture with ESG Goals
The Environmental Impact on Mental Health & Wellbeing
What the Different Generations Want
ESG's Impact on the Global Supply Chain & Philanthropy
Using AI to Predict Environmental Bias and Risk
The New Era of Responsible Marketing
The Path to Sustainability: Measuring for Success

Friday, January 5, 2024 from 12:00 to 1:30pm ET

Society Members: Free

Guests: $49.99

Leah Smiley, CDE®

President and Founder

The Society for Diversity

D. I. Lee, PhD, CDE®

Global VP, Education and Certification

The Society for Diversity

Bridging DEIA and L&D in the Future of Work

Tue, 21 Nov 2023 16:47:00 GMT

Bridging DEIA and L&D in the Future of Work

In today's diverse business landscape, learning and development (L&D) are an indispensable tool for fostering inclusion and belonging. While many executives may perceive traditional L&D programs as a waste, a well-crafted DEIA-infused L&D strategy can transform employees and positively impact an organization's overall success.

Bridging the Gap: DEIA Leaders Making L&D Programs Invaluable

How can DEIA leaders enhance the perceived value of L&D programs? By aligning L&D with specific business goals and showcasing their tangible contributions, you can tie them directly to business outcomes.

1. Upskilling and Reskilling: Preparing the Workforce for the Future

The skills and knowledge required for success are constantly evolving, and organizations need to ensure that their employees are equipped to adapt. L&D can help keep your team abreast of industry trends and enable them to navigate the ever-changing demands of the workplace.

A prime example of this is AT&T's realization that many of the positions held in 1980 were no longer relevant by 2020. By investing in L&D programs, AT&T successfully reskilled its workforce, ensuring its adaptability and competitiveness in the modern business world.

2. Cultural Awareness: Navigating M&As Effectively

In the realm of mergers and acquisitions (M&As), understanding the different organizational cultures involved is crucial for avoiding potential problems and ensuring a smooth integration process. L&D can provide valuable insights into cultural nuances, empowering leaders to foster unity and collaboration among diverse employees.

A notable instance of this is Microsoft's acquisition of Activision. By engaging in thorough due diligence, Microsoft proactively addressed potential risks arising from harassment complaints, ensuring a more productive post-merger environment.

3. Fostering Innovation: The Engine of Growth

Innovation is the lifeblood of any thriving organization, and L&D can play a pivotal role in nurturing a culture of creativity and problem-solving.

For example, Best Buy expanded their "Geek Squad" capabilities for customers needing technical assistance. Best Buy continually trains its technicians to ensure customers have a great end-to-end experience, even when they have one or more overlapping identities.

Certifications: Enhancing Credibility and Unleashing Expertise

Certifications in diversity, equity, inclusion, and accessibility, such as the IDC®’s Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® , are powerful tools that elevate your credibility and empower you to create a more inclusive and equitable workplace.

These certifications provide valuable insights and practical frameworks, enabling you to develop and implement effective programs that foster belonging and help you propel your organization towards a brighter future.

Register for 2024 today!

How IDC DEI Certification Training is Different. Better.

Tue, 07 Nov 2023 11:01:00 GMT

How IDC DEI Certification Training is Different. Better.

In a world divided by political, social, and economic differences, it’s more important than ever to promote diversity, equity, and inclusion (DEI). DEI is not a buzzword; it is a set of principles and practices that help us create a more just and equitable world.

Diversity and inclusion in the workplace are especially important, where we may interact with people from all walks of life. DEI training can help us understand and appreciate the different backgrounds and perspectives of our colleagues and customers. It can help us identify and reduce unconscious bias. By creating a welcoming workplace, we can build stronger relationships and achieve better results.

When choosing a DEI training program, it’s important to select one that is credible, comprehensive, and current. The Institute for Diversity Certification (IDC)® offers the industry’s leading DEI certification programs , and here are the top 8 reasons why:

1. Certification

DEI certificates typically mean you completed a specific course and receive a certificate of completion. Certification is awarded to individuals who demonstrate DEI mastery by passing an exam and candidate (or capstone) project. The peer-reviewed project allows candidates to apply their expertise to a real-world DEI challenge.

Diversity certification is rigorous and helps candidates develop a more comprehensive understanding than DEI certificate programs. Certification also requires ongoing education to ensure diversity managers stay abreast of industry changes and DEI best practices (60 continuing education units every three years).

2. Based on current DEI research and best practices

IDC consistently updates its globalized diversity certification programs to reflect the latest trends and developments in the field. This ensures that IDC Designees are well-equipped to successfully manage diversity and inclusion in their workplaces.

3. Experienced and qualified DEI experts

IDC instructors have years of DEI experience, and they are passionate about helping others learn and grow. IDC students benefit from the instructors' expertise and insights, and they can network with other advocates from around the world in its online programs and in the learning management system.

4. Affordable

Programs are priced competitively, and IDC currently offers a promotion where new Certification Candidates registering early for 2024 Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® self-study or online programs can save!

5. Two program options

IDC offers two certification options to better meet the needs of all levels of DEI practitioners as well as leadership and management teams across all industries. This allows students to choose the best program for their organizational needs and career goals. The CDP® is appropriate for both beginners or those with less than two years’ experience planning and executing diversity programs. The CDE® was designed for experienced professionals with more experience and a leadership role.

6. Rigorous and challenging programs

Designed to prepare students for the real-world challenges of diversity and inclusion in the workplace, Candidates learn all aspects of DEI, including diversity management, unconscious bias, and inclusive leadership.

7. A variety of delivery options

IDC offers online and, through our partners, in-person diversity certification programs to accommodate the needs of working professionals and executives. IDC also offers self-study option for those who prefer to learn at their own pace.

8. Optional Membership in The Society for Diversity

When enrolling, IDC also offers a discounted membership option in The Society for Diversity, the leading professional association for DEI advocates and professionals. Membership in The Society provides access to a variety of resources and benefits, such as continuing education and professional development through its conferences and webinar series as well as networking opportunities in its member portal and member-only events.

Conclusion

DEI is the essential ingredient for a successful workplace in a divided world, then IDC is the clear choice. IDC's DEI certification programs are the most credible, comprehensive, and up-to-date DEI programs in the industry. IDC graduates are equipped with the knowledge and skills they need to be successful DEI practitioners, and they are recognized and respected by employers and professional organizations around the world.

Enroll in an IDC certification program today and take your career in DEI to the next level!

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

Cooking Back to Our Roots: Celebrate Cultural Diversity Thru Food

Fri, 03 Nov 2023 13:31:00 GMT

"Cooking Back to Our Roots": A Journey of Cultural Reconnection and Culinary Exploration

In a powerful moment that captured global attention, Dutch King Willem-Alexander made a profound apology earlier this year for the Netherlands' involvement in the slave trade. His heartfelt gesture resonated deeply, serving as a poignant reminder of the power of reconciliation, healing, and the importance of acknowledging historical wrongs.

The impact of colonial history on the African Diaspora in Europe is far-reaching and profound. Much work remains to be done in terms of healing and understanding these historical wounds. However, one innovative initiative is seeking to foster such understanding and reconciliation through a medium that transcends barriers: food.

The Power of Food in Understanding Our Roots

"Cooking Back to Our Roots," hosted by Certified Diversity Equity and Inclusion (DEI) Consultant Vivian Acquah, CDE® aims to create a world where respect, value, and equal opportunities are not just ideals but everyday realities. The show uses the universal language of food to celebrate cultural diversity, promote understanding, and cultivate an environment where everyone is empowered to thrive.

The highly anticipated second season of the show is set to launch on Sunday, November 5, 2023. This season consists of four episodes that delve into the rich history and culture of the African Diaspora in the Netherlands. The journey of people reconnecting with their roots while developing a deeper appreciation for their heritage forms the heart of each episode.

A Platform for Voices from the African Diaspora

Vivian Acquah is joined in each episode by a panel of Dutch CEOs, entrepreneurs, and high potentials from the African diaspora. These individuals share their unique insights on how history impacts their lives, offering viewers a fresh perspective on the African Diaspora's experiences in the Netherlands.

Food, with its ability to trace the threads of history, plays a central role in "Cooking Back to Our Roots." The program offers lessons about cultures, generations, and traditions, as well as views, feelings, and challenges.

A Visual Celebration of Culture

"Cooking Back to Our Roots" is more than just a culinary show - it's a visual feast that celebrates the vibrant cultures of the African-Dutch diaspora. Vivian's colorful, authentic African attire and the inspiring art displayed in each episode create a rich visual experience for viewers.

Breaking Barriers and Changing Perspectives

Until now, there has never been an online TV program dedicated to Dutch CEOs, entrepreneurs, and high potentials from the African diaspora. Vivian's choice of guests for the second season aims to offer a new perspective and break through the stereotype of people from the African Diaspora as merely dancers, singers, or actors.

The show was produced with the help of a grant from the City of Amsterdam, which praised the project for its focus on knowledge sharing and awareness. A representative from the municipality noted, "Food is an underexposed perspective and, therefore, important. Moreover, the initiative connects different groups from the diaspora. It is a project that wants to make people aware of the importance of traditional cuisine and its role in connecting people to their roots."

Don't miss out on this journey of cultural reconnection and culinary exploration. Season 2 of Cooking Back to Our Roots will air on YouTube on Sunday, November 5, 12, 19, and 26 at 4 PM GMT/ 5 PM CET/ 11 AM ET / 8 AM PT. For further details, visit https://news.cb2or.com .

About Vivian Acquah, CDE®

DEI "Woke" up the Boogeyman

Wed, 01 Nov 2023 14:24:00 GMT

Photo by Rahul Pandit from Pexels

DEI "Woke" up the Boogeyman

Yesterday, #WOKE was trending on X (formerly known as Twitter). Many of the tweets were very funny, but others were misguided. Therefore, it's important to distinguish between Woke and DEI, as there are some people who are intentionally attempting to conflate the two concepts.

Woke is a fairly new conservative term that was co-opted from the Black community and weaponized against so-called "corporate and government do-gooders". It is a derogative term utilized to shame executives and employers who use their influence to positively impact society. Anti-woke efforts have replaced CRT (or Critical Race Theory) as the boogey man.

Diversity is a derivative of Diversification , which was coined in 1952 by Nobel Prize winner Harry Markowitz, one of the grandfathers of modern portfolio theory. A Diversification strategy is one of the four main strategies for growth identified by Igor Ansoff in 1957, which enables companies to look at other markets they could tap into, or new products they could launch to increase their reach and revenue (hence, the Business Case for Diversity). Nevertheless, Diversity by association, softens the drive for profitability by incorporating concepts such as fairness, conscious inclusion, empathy, equity, accessibility, and safety. In not-for-profit sectors, Diversity empowers the organization to fulfill its mission.

Since the 1960's, Diversity has had roots in the U.S. Civil Rights movement and Equal Employment legislation, although the formal practice did not evolve globally until the 1980's. Today, additional letters have been added to reflect any combination of Diversity (D), Equity (E), Inclusion (I), Belonging (B), Justice (J), and Access (A). Diversity brings the diversification model to life as organizations apply the heterogeneous strategy to employees and customers/patients/students/stakeholders in an effort to prepare for the future workforce and marketplace.

DEI is a global concept, and although some may erroneously lead you to believe that Diversity can go away, these individuals are inevitably causing organizations to be ill-prepared for a competitive future that is volatile, uncertain, complex, and ambiguous (VUCA) . Additionally, while they can personally capitalize on a divisive concept such as "Woke", it may not be beneficial for your organization to ditch the ideas of belonging, collaboration, culture change, engagement, and equity, just yet...

It may be more helpful to understand that Diversity is and will continue to be valuable today, tomorrow, and in the next generation. Therefore, instead of fearing backlash to woke, here's what to do instead:

Don't run from Diversity. There are no other words to indicate representation, heterogeneity, distinctiveness, or the value in differences. Diversity is your strength .
Don't abandon your role as a leader. Leadership is an awesome responsibility. For the last few years, polls have shown that corporate executives were more trusted than politicians . Yet, instead of emulating business leaders, some politicians would rather turn people against their employers. In the midst of the chaos, organizations lose credibility and consumer confidence.
Don't miss out on opportunities for growth, ideation, high-performance, and collaboration. A 2020 Citigroup study asserted that racism cost $16 trillion dollars. Imagine a $16 trillion cash infusion into the economy, or perhaps a portion of that amount hitting your bottom line. Moody Analytics estimated that the global cost of gender inequality was $7 trillion...imagine a piece of that pie! Each diverse demographic offers some low-hanging fruit (or opportunities) that can sustain your operations well into the future. Why fret about the future if the answer lies in optimizing new and existing staff, as well as their ideas and capabilities?
Some say: "Go Woke, Go Broke" but I like the hip-hop group Public Enemy's saying better: " Don't Believe the Hype ." You may have to adjust or reset your DEI efforts, and that's OK. What's important is that you achieve greater success, higher performance, and intentional outcomes.

Creating Inclusive and Accessible Events for People with Disabilities: Tips for Event Organizers

Mon, 30 Oct 2023 10:30:00 GMT

Photo by ål nik on Unsplash

Creating Inclusive and Accessible Events for People with Disabilities: Tips for Event Organizers

Dear event organizer,

Please do your best to create an environment that is welcoming and inclusive for all. This includes ensuring that people with disabilities can participate fully and comfortably in the event. This is a matter of fundamental human rights and dignity, and it also opens your event to a broader audience, benefiting both attendees and organizers.

This blog post is inspired by my attendance at a few events that could benefit from some key strategies and tips for making events more accessible and inclusive for people with disabilities, as well as how to communicate effectively to ensure that everyone's needs are met.

The Importance of Inclusion and Accessibility

Inclusion and accessibility should be at the forefront of every event planning process. It's not just about meeting legal requirements; it's about creating an inclusive environment where every attendee feels valued and accommodated. This approach enriches the overall event experience, promotes diversity, and fosters a sense of community.

Making Your Event Accessible: Practical Tips

Ensure Physical Accessibility: Choose venues that are wheelchair-accessible, with ramps, elevators, and accessible restrooms. Consider the layout of your event space to ensure that there is enough room for people using wheelchairs or other mobility aids to move around freely.
Provide Accessible Seating: Reserved seating should be available near the front for attendees with hearing or visual impairments. Wheelchair-accessible seating should also be available throughout the venue.
Lighting and Visual Considerations: Ensure the event is well-lit to accommodate people with low vision. If you're using visual content, make sure it's clear large enough to see, and provide descriptions when necessary.
Include Sign Language Interpreters: For larger events, consider including sign language interpreters for people who are deaf or hard of hearing. Alternatively, provide real-time captioning for speeches and presentations.
Consider Dietary Requirements: Some attendees may have dietary restrictions due to medical conditions or disabilities. Provide a variety of food options and clearly label all ingredients to accommodate dietary restrictions.

Communicating Effectively with Attendees

Ask About Accommodations: During the registration process, ask attendees if they require any specific accommodations. This proactive approach shows consideration and allows you to plan accordingly.
Be Aware of Hidden Disabilities: Be mindful that not all disabilities are visible. Train your staff to communicate effectively and respectfully with all attendees.
Provide Clear Information: Clearly communicate the accessibility features of your event in promotional materials and on your website. This could include information about wheelchair access, sign language interpretation, dietary options, etc.

Conclusion

Remember, every step you take towards making your event more accessible makes a difference. With thoughtful planning and open communication, you can ensure that your event is truly inclusive and enjoyable for everyone.

About Vivian Acquah, CDE®

Neurodiversity Summit: Wired for Success Award Winners Announced

Thu, 26 Oct 2023 18:28:00 GMT

Neurodiversity Summit: Wired for Success Award Winners Announced

The Society for Diversity announced the winners of its 2023 Neurodiversity Summit: Wired for Success Awards at the conclusion of the summit on October 20, 2023. The awards recognize individuals and organizations who have made significant contributions to the advancement of neurodiversity in the workplace.

Awards and Criteria

The Awards:

Neurodiversity Employee Inclusion: Recognizing inclusive recruitment and retention practices and processes.
Responsible Neurodivergent Design: Recognizing holistic approaches to innovation, user experience, research, and development by applying a neurodivergent lens to testing, design, and/or development
Neurodiversity in Management: Recognizing training and professional development to management teams on neurodiversity, interventions, successes, etc.

Evidence of the winners’ inclusive excellence will be observable in a myriad of ways, including:

Substantial policy changes to correct/remove discrimination and bias, or enterprise-wide adjustments that reflect transparent, equitable, and inclusive management practices.
Demonstration of advocacy for equitable access for neurodivergent communities.
Use of innovative or advanced technology.
Employing enterprise-wide/management learning and collaborations.
Significant financial or resource commitments to improve equity in service access or to remediate treatment/engagement imbalances within diverse groups.
Integration of neurodiversity in a business strategy that results in exemplary revenue generation and/or cost savings.

A selection committee comprised of diversity experts determined whether the strength of each nomination and selected based on the following criteria:

Innovation: Significant improvements to, or a positive transformation in, the organizational fabric; in the culture; or with marginalized groups. Evidenced by a unique approach to solving a real business problem and/or proactively changing the organizational culture.
Planning: Intentional processes that can be replicated and/or scaled. Evidenced by a formal strategy with evaluation criteria and/or the application of data-driven insights.
Sustainability: A plan for ongoing implementation and/or improvements to the process. Evidenced by a multi-year and/or multi-faceted commitment with key performance indicators.
Fortitude: Overall strength in meeting the nomination criteria. Evidenced by ethical decision-making, transparency, collaboration, and/or values-driven leadership.

Neurodiversity Employee Inclusion Award

Responsible Neurodivergent Design Award

Neurodiversity in Management Award

The 2023 Neurodiversity Summit: Wired for Success Award winners are a powerful testament to the growing momentum of the neurodiversity movement and the commitment of individuals and organizations to creating inclusive workplaces. Their work is changing the way neurodivergent people are perceived and employed, and it is having a real impact on the lives of individuals and organizations alike.

YMCA of Greater Indianapolis Annual Toy Drive

Wed, 11 Oct 2023 20:45:20 GMT

YMCA of Greater Indianapolis Annual Toy Drive

The Society for Diversity and Institute for Diversity Certification believe in giving back to our communities. We believe that everyone deserves an opportunity to succeed, regardless of their background or circumstances.

That's why we support the YMCA toy drive, which helps to ensure that every child has a happy holiday season.

The YMCA toy drive provides new and unwrapped toys to children in need. The toys are distributed to families through a variety of programs, including after-school programs, summer camps, and holiday assistance programs.

The YMCA toy drive is a vital part of our community, and it helps to make a difference in the lives of thousands of children each year. We encourage everyone to support the YMCA toy drive by donating toys, volunteering their time, or making a financial donation.

Imagine the Possibilities: The Future of Neurodiversity in the Workplace

Wed, 11 Oct 2023 15:29:00 GMT

Photo by ThisIsEngineering from Pexels

Imagine the Possibilities: The Future of Neurodiversity in the Workplace

Imagine a workplace where neurodiverse employees are valued for their unique skills and perspectives. A workplace where they feel comfortable disclosing their condition and asking for accommodations. A workplace where everyone can succeed.

This is the future of neurodiversity in the workplace . And it's a bright one.

Neurodiverse employees bring a unique set of skills and perspectives to the workplace. While misconceptions continue to exist and many workplaces are not yet designed to accommodate their needs, we are making progress! More and more businesses are recognizing the benefits of a neurodiverse workforce and are taking steps to build neurodiversity inclusion.

What is neurodiversity inclusion?

Neurodiversity inclusion, also referred to as neuro-inclusion, is the practice of creating a workplace where neurodiverse employees feel welcome and supported.

While many people still have misconceptions about neurodiversity and many workplaces are not yet designed to accommodate the needs of neurodiverse employees, we are making progress. More and more businesses are recognizing the benefits of a neurodiverse workforce and are taking steps to create more inclusive workplaces.

The future of neurodiversity in the workplace

Some of the growing trends supporting neurodiversity-inclusive workplaces include:

Increased awareness and understanding: A growing awareness and understanding of neurodiversity reduces stigmas and creates environments where neurodivergent employees are comfortable being their authentic selves.
More inclusive hiring practices: Businesses are increasingly adopting more inclusive hiring practices to appeal to a wider pool of qualified candidates.
Greater availability of workplace accommodations: Workplace accommodations for neurodivergent employees may include flexible work arrangements, quiet workspaces, assistive technology, or other supports. Many are inexpensive or free.
More opportunities to lead and mentor: Neurodiverse employees are being given more opportunities to lead and mentor others, helping to create a more diverse leadership pipeline.

The potential benefits of a more neurodiverse workforce are numerous. Neurodiverse employees can help organizations improve innovation, increase productivity, and enhance employee engagement. They can also help businesses better understand and meet the needs of their customers.

Overall, the future of neurodiversity in the workplace is very promising. Organizations committed to creating neurodiversity-inclusive workplaces will be well-positioned to succeed in the years to come.

Imagine the possibilities.

Join us for the 2023 Neurodiversity Summit: Wired for Success . Let’s build neuro-inclusive workplaces together. Register today!

Making Courageous DEI Decisions: A Guide for Leaders

Mon, 25 Sep 2023 10:00:00 GMT

Making Courageous DEI Decisions: A Guide for Leaders

DEI leaders play a vital role in creating more equitable and inclusive workplaces and communities. They often face difficult decisions that can have a significant impact on the lives of others. For example, a DEI leader might need to:

Advocate for changes to policies or practices that disproportionately disadvantage marginalized groups.
Speak out against discrimination or harassment.
Challenge the status quo and push for new and innovative ways to advance DEI goals.

Making courageous decisions in the context of DEI work can be challenging. DEI leaders may face opposition from those who are resistant to change, or who may not understand the importance of DEI work. They may also face uncertainty about the consequences of their decisions.

However, courageous decision making is essential for DEI leaders who want to make a real difference. Here are a few tips for DEI leaders on how to make courageous decisions:

Be clear about your values and principles. What is important to you in your DEI work? What do you stand for? Once you are clear about your values, you can use them to guide your decision making.
Do your research. The more information you have, the better equipped you will be to make a sound decision. Gather data on the DEI challenges facing your organization or community, and research best practices for addressing those challenges.
Be willing to take risks. DEI work often requires taking risks. You may need to challenge the status quo, or advocate for unpopular changes. Be prepared to face opposition, but don't let that deter you from making the decisions that you believe are right.
Build a coalition of support. Find allies who share your values and are committed to DEI work. This can help you to overcome opposition and build momentum for change.
Be resilient. Even the best-intentioned decisions can have unintended consequences. Be prepared to learn from your mistakes and keep moving forward.

Making courageous decisions is not easy but is essential for DEI leaders who want to make a real difference. Want help developing the skills and courage you need to advance DEI goals and create a more equitable future?

Confident, Courageous Decisions with DEI Certification

IDC's Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® credentials are the gold standard in DEI certification. These certifications demonstrate your knowledge and skills in DEI theory and practice and can help you practice courageous leadership and decision-making with confidence.

Both the CDP® and CDE® certifications are based on IDC's DEI Competency Framework, which is a comprehensive model of the skills and knowledge that DEI professionals need to be effective. The framework is based on the latest research and best practices in DEI.

If you’re committed to making courageous decisions for a more equitable future, IDC certification is an investment that will pay off.

Learn more about IDC's DEI certification programs today.

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

The CDE® is a good choice for organizational leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

DEI Messaging for Executives

Fri, 22 Sep 2023 20:40:06 GMT

DEI Messaging for Executives

DEI is essential for organizations that want to be successful. However, many executives struggle with how to effectively communicate their commitment to DEI to their employees and stakeholders.

Leah Smiley, CDE® and Dr. D. I. Lee, CDE® will provide executives with the tools they need to create a shared understanding of DEI within their organizations. They will discuss the importance of managing diversity as an ongoing process, the value of consistent language for trust and credibility, and how to ensure unbiased assessments.

How Authentic Leadership Can Create a More Inclusive Workplace

Mon, 18 Sep 2023 14:28:00 GMT

Photo by Rebrand Cities

How Authentic Leadership Can Create a More Inclusive Workplace

Diversity, equity, and inclusion (DEI) are essential for creating a successful and thriving organization. When everyone feels welcome, valued, and respected, they’re more likely to be engaged, productive, and creative.

Authentic leadership is a style of leadership that is based on the values and beliefs of the leader. Authentic leaders are honest, transparent, and compassionate. They’re also self-aware and they are constantly learning and growing.

How can authentic leadership support DEI?

Authentic leadership can be a powerful force for supporting DEI efforts. Here are five ways where authentic leaders can create a more inclusive workplace:

Be a role model. Set an example by being inclusive and respectful of all people. Speak up against discrimination and bias and create a welcoming workplace where everyone feels valued.
Be open to feedback. Be willing to listen to different perspectives and learn from their mistakes. This aids in understanding the experiences of different groups of people and making changes that will make the workplace more inclusive.
Be willing to take risks. Challenge the status quo and try new things to help break down barriers and create a more equitable spaces.
Be compassionate. Authentic leaders care about the people they lead and are committed to their success. This builds trust and rapport with employees from all backgrounds.
Be a change agent. Don't be afraid to stand up for what you believe in, even when it is difficult. This is important in DEI efforts, as it can help to create a more just and equitable world.

The Institute for Diversity Certification (IDC)® can help use your own authenticity to lead or support DEI efforts. Both the Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® can provide you with the knowledge to:

Create a safe space for dialogue. Encourage employees to share their experiences and challenge their own biases.
Promote diversity and inclusion in hiring and promotion decisions. Look for candidates from all backgrounds and create a workplace where everyone feels welcome and valued.
Provide unconscious bias training for employees. Help employees understand their own biases and become more aware of the impact of their words and actions.
Hold yourself and others accountable. Create a culture where everyone is responsible for upholding the values of diversity, equity, and inclusion.

Learn to use your authentic leadership style to create an inclusive workplace that benefits everyone. Enroll today!

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

The CDE® is a good choice for organizational leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

Going Beyond Luxuries: 5 Ways to Recharge and Practice Self-care as Champions of Diversity, Equity, and Inclusion

Mon, 04 Sep 2023 10:00:00 GMT

Going Beyond Luxuries: 5 Ways to Recharge and Practice Self-care as Champions of Diversity, Equity, and Inclusion

September is National Self-Care Awareness Month, an initiative started by Evolve to Live that aims to spread knowledge about the value of tending to our well-being, families, and communities. During this month, we spotlight the importance of taking care of ourselves. Traditionally, attention is drawn to momentary luxuries that make us feel good without addressing the deeper needs for self-preservation.

We all say, "You can’t pour from an empty cup." But what if we are so depleted that we don't even realize we have nothing left in our cups? A recent article suggests many diversity officers resign within a short period and that the strain caused by expected systemic changes often falls on already-marginalized employees without adequate support. Consequently, from 2018 to 2021, the average tenure for DEI officers dropped from 3.1 to 1.8 years, with 60% leaving the role. For DEI practitioners, daily self-care is essential to keep us balanced and prevent further harm to ourselves and those we champion.

Unfortunately, self-care has been reduced to temporary, superficial activities that empty us. Therefore, it's critical to understand and learn how to apply proper self-care techniques daily if we want to continue doing meaningful DEI work.

What Exactly is Self-Care?

The National Institute of Health (NIH) defines self-care as “individuals, families, and communities’ promoting and maintaining their health, preventing disease, and coping with illness and disability, with or without the support of a health worker.” The NIH also asserts that “self-care means taking the time to do things that help you live well and improve both your physical and mental health.”

Based on these definitions, a wide range of activities may help us maintain a healthy lifestyle, such as exercising, eating a healthy diet, getting enough sleep, and spending time with friends and family. We can also throw bubble baths, massages, and mani-pedis into the mix. They rightfully have their place on the self-care spectrum.

But, when it comes to looking after our well-being as champions for DEI, what other forms of self-care should we pursue? What else can we do to ensure our overall well-being is sustainable?

Here are 5 Ways DEI Champions can care for themselves beyond the obvious choices.

1 . Set Boundaries and Stick to Them

In an article for Forbes, Janice Gassam Asare spoke with DEI practitioners to learn what self-care looks like for them. Five of these DEI champions shared their insights. One practitioner noted creating boundaries personally and professionally by scheduling breaks, using the Pomodoro Method to stay on task at work, and engaging in non-DEI-related activities to recharge.

Another practitioner shared that unplugging from technology and social media and focusing only on things that bring joy and laughter helps maintain healthy boundaries between DEI work and personal well-being.

Drawing a boundary line in the sand is just one piece of the puzzle; honoring it is the other. Where proper self-care lies is standing by our boundaries with others—and ourselves— even when it may upset people who care about us. It is crucial to realize how powerful this self-care practice can be if we stick to it!

2. Take Time Off

Burnout is a real health hazard, especially among those of us who have difficulty letting others take the helm when our passion for this work overrides our need for a break. This DEI practitioner opened up about her journey of finding a balance between self-care and mental health, highlighting the importance of looking out for signs of burnout and seeking help when needed.

Last year, U.S. Surgeon General Dr. Vivek Murthy created a Workplace Well-being framework prioritizing “Work-Life Harmony.” Use this framework to help you stay balanced when facing the DEI mountain, especially in today’s political climate.

The work of DEI is not going away. While we’ve come a long way, there is still and will always be work to do to create a just, fair, and inclusive world for all to thrive in. Do yourself a favor and pace yourself along this unpredictable journey. If you can, take a sabbatical to deeply recharge from this challenging work and consider other interests that also fill your cup.

3. Dedicate Time for Self-Reflection

I firmly believe that reflecting on oneself is the most essential form of self-care. Taking a break from your daily routine by engaging in honest introspection can motivate you to be an effective DEI champion. Journaling is a great avenue to help facilitate this practice. For example, some years ago, I developed the L.E.A.DTM self-reflection method, which consists of answering reflective questions as journal prompts focusing on specific areas of personal growth. Here's how I combine my L.E.A.D.(TM) method and journaling:

L (Leadership)

What are 3 ways you demonstrated leadership this past week, month, or year?

E (Encouragement)

What 3 things have kept you encouraged during challenging times?

A (Accomplishment)

List 3 accomplishments you’ve made that you are proud of.

D (Discovery)

Name 3 discoveries you’ve made (about yourself, someone else or a situation).

Reflecting on past experiences has been quite enlightening to me. Every time I do this, I come away with a better understanding of who I am. If you haven't tried it yet, I urge you to give it a go or develop your own self-reflection exercise. For instance, you may keep a gratitude journal. But the more important point is that you intentionally build self-reflection into your self-care routine. It’s your DEI superpower!

4. Celebrate Small Wins

Creating a workplace that is both diverse and equitable can be an intimidating journey. It's difficult to see immediate results, leaving DEI leaders frustrated about their ability to make an impact. It may seem like an impossible feat. To stay motivated, you must recognize the little victories that add up to creating meaningful changes. For example, celebrate each success from your long-term initiatives, create a weekly kudos section on the meeting agenda, and share your accomplishments with people who will root for you. There are many small ways to stay motivated when the work becomes challenging.

5. Ask for Help

It takes great courage to ask for assistance when others are relying on you. As DEI champions, we have the ambition to blaze a trail. But suppose we allow others to take over and give ourselves a break sometimes, be it just a day off or an extended leave from a primary leadership role, with or without staying involved in DEI initiatives. In that case, we learn how to preserve our sense of self. An African proverb captures this sentiment perfectly: “If you want to go fast, go alone; if you want to go far, go together.” If you have a hard time asking for help, I want you to remember one thing— DEI is a collective effort; everyone has a part to play in moving the needle forward.

The Takeaway

Engaging in Diversity, Equity, and Inclusion efforts requires courage. Being passionate about this work is a valuable asset, but not at the expense of your health and well-being. We must listen to our bodies' signals to avoid exhaustion, burnout, and diversity fatigue. Caring for ourselves is absolutely necessary and cannot be ignored.

About Shakima ("Kima") Tozay, MSW, LICSW, CCM, PMH-C, CDP®

The Power of a Name: Getting Pronunciations Right

Mon, 28 Aug 2023 12:52:00 GMT

The Power of a Name: Getting Pronunciations Right

Photo by Jon Tyson on Unsplash

Recently, I attended an event that left a profound impact on me. Amidst the myriad conversations and presentations, one particular recitation stood out. It was a powerful poem by Warsan Shire.

"Give your daughters difficult names.
Names that command the full use of the tongue. My name makes you want to tell me the truth.
My name does not allow me to trust anyone
who cannot pronounce it right."

—Warsan Shire

I later noticed Assétou Xango 's spoken word, which hits the nails when it comes to the power of a name. Her poem emphasizes a name's emotional weight and how mispronouncing a name can be a subtle form of disrespect.

A Link to Our Identity

Xango's poem resonates with many of us with unique or less common names. A name is not just a label; it's a part of our identity, a link to our heritage, and a reflection of our individuality. When someone mispronounces your name, it can feel like a small part of your identity is being dismissed or overlooked. My last name, Acquah, has been butchered so many times while it is a fancier version of writing the word Aqua.

Professional Settings

In professional settings, it is crucial to pronounce names correctly. Names are among the first pieces of information we learn about someone. They serve as the foundation of our relationship with them. When we try to pronounce a person's name correctly, it signals respect and acknowledgment of their individuality. Conversely, consistently mispronouncing a name can create distance and signal disregard, even if unintentional.

LinkedIn Inclusive Say My Name Feature

LinkedIn, one of the world's largest professional networking platforms, recognized this issue and introduced a feature that allows users to record the pronunciation of their names. This simple yet effective tool allows users to educate others on the correct pronunciation of their names, promoting understanding and respect in professional interactions.

Here are some steps each of us can take to ensure we're honoring people's names:

Ask and Listen: When you meet someone for the first time, ask them how to pronounce their name and listen attentively. Be reassured to ask them to repeat it if you don't get it immediately.
Practice: If a name is unfamiliar to you, take the time to practice it. Repetition helps with memory and pronunciation.
Utilize Technology: Use features like LinkedIn's 'Say My Name' feature to learn the correct pronunciation of names.
Apologize and Correct Mistakes: We all make mistakes. If you mispronounce someone's name, apologize and ask for the correct pronunciation again. Show that you value getting it right.
Spread Awareness: If you hear someone else mispronouncing a name, gently correct them. This encourages a culture of respect and inclusivity.

Conclusion

In the words of Assétou Xango, "Say our names...We are deserving of your respect." Taking the time to learn and correctly pronounce someone's name is a small act with a big impact. It's a sign of respect, a way to foster positive relationships, and a step towards creating a more inclusive society.

Let's consciously try to get names right, utilizing tools like LinkedIn's 'Say My Name' feature, and pave the way for more respectful and meaningful interactions. After all, a person's name is the sweetest sound to them in any language. Let's honor that.

About Vivian Acquah, CDE®

How Does Your Company Enable Neurodivergent Customers and Employees?

Thu, 24 Aug 2023 10:30:00 GMT

Photo by Anna Pou

How Does Your Company Enable Neurodivergent Customers and Employees?

Neurodiversity is the idea that all brains are different, and that this diversity is a strength. There are many benefits to creating a more inclusive workplace for neurodivergent individuals, such as increased creativity and innovation.

Here are some ways that organizations can enable neurodivergent customers and employees, with examples from real businesses:

Offer Flexible Work Arrangements: This can allow neurodivergent individuals to work in a way that best suits their needs. For example, SAP's Autism at Work program offers flexible work arrangements to neurodivergent employees, such as the ability to work from home or have staggered hours. SAP also has a quiet room in its offices for neurodivergent employees to focus and work without distractions.

Create Quiet Spaces: This can provide a place for neurodivergent individuals to focus and work without distractions. Walmart's Back-to-School sensory-friendly shopping hours allow neurodivergent customers to shop in a more comfortable environment.

Offer Accommodations for Communication: This could include providing written instructions, allowing the use of assistive technology, or giving extra time to complete tasks. SAP's Autism at Work program also offers training and resources to help neurodivergent employees succeed in the workplace. Programs include training on how to communicate effectively with neurodivergent individuals.

Be Patient and Understanding: Neurodivergent individuals may need more time to process information or complete tasks. Be patient and understanding, and avoid making assumptions about their abilities.

Educate Employees About Neurodiversity: This will help to create a more understanding and supportive environment for neurodivergent individuals. Training for managers and employees on neurodiversity helps dispel myths and misconceptions and teaches employees how to best support neurodivergent colleagues.

Create a Culture of Belonging: This means creating a workplace where everyone feels welcome, respected, and valued, regardless of their neurodiversity.

The 2023 Neurodiversity Summit: Wired for Success will explore neurodiversity and provide practical advice on how to create more inclusive workplaces. Join us on October 19-20 to learn more.

Why DEI Credentialing is Important for Leadership

Tue, 22 Aug 2023 15:47:00 GMT

Why DEI Credentialing is Important for Leadership

Diversity, equity, and inclusion (DEI) are essential for any organization that wants to be successful. A diverse workforce brings different perspectives and ideas to the table, which can lead to innovation, creativity, and productivity. A more equitable workplace means that everyone has the same opportunities to succeed, regardless of their background. And an inclusive workplace is one where everyone feels welcome, respected, and valued.

Leadership sets the tone.

When leadership is committed to DEI, it sends a clear message to the rest of the organization that inclusion is important. This can have a ripple effect throughout the organization, as employees are more likely to embrace DEI values and practices when they see their leaders doing the same.

Leaders have the power to create change.

Leaders can impact the diversity, equity, and inclusion of their organization in a number of ways. They can set hiring goals for underrepresented groups, create diversity and inclusion initiatives, and provide unconscious bias training to employees. They can also model inclusive behaviors themselves, such as speaking up against discrimination and creating a welcoming environment for all.

Credentialed leaders are role models.

Leaders who are certified in DEI have the knowledge and skills to model the behaviors that they want to see in their organization. This can be a powerful way to promote DEI and create a more inclusive workplace.

DEI credentialing can help leaders build a more diverse and inclusive workforce.

When leaders are committed to DEI, they are more likely to hire and promote people from underrepresented groups. This can help to create a workforce that is more reflective of the community it serves.

DEI credentialing can help improve an organization's reputation.

A company that is committed to DEI is seen as more attractive to customers, investors, and employees. This can lead to increased sales, investment, and talent acquisition.

Get your leadership team certified in DEI today.

The Institute for Diversity Certification (IDC)® offers two programs that can help leaders develop the skills and knowledge they need to create a more diverse, equitable, and inclusive workplace.

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

The CDE® is a good choice for organizational leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

The CDE® is a good choice for organizational leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

Are You and Your Team Ready to Create a More Diverse and Inclusive Workplace

Mon, 21 Aug 2023 20:46:00 GMT

Are You and Your Team Ready to Create a More Diverse and Inclusive Workplace

Creating a more diverse and inclusive workplace is a challenge, but it's one worth taking on. Diversity, equity, and inclusion (DE&I) is a critical issue for organizations of all sizes. In today's globalized and interconnected world, businesses can no longer afford to ignore the diversity of their customers, employees, and partners. Additionally, a diverse and inclusive workplace is essential for innovation, creativity, and productivity.

There are many benefits to creating a more diverse and inclusive workplace. For example, studies have shown that diverse teams are more likely to make better decisions, be more innovative, and be more successful. Additionally, a diverse and inclusive workplace can help to attract and retain top talent.

If you're ready to take on the challenge of creating a more diverse and inclusive workplace, there are a few things you can do:

Start by assessing your current DE&I practices. What are your strengths? What are your areas for improvement?
Set clear goals and objectives for your DE&I efforts. What do you want to achieve?
Develop a plan to achieve your goals. This plan should include specific actions that you will take.
Be transparent about your DE&I efforts. Communicate your goals and progress to your employees.
Hold yourself accountable. Track your progress and make adjustments as needed.

Creating a more diverse and inclusive workplace is not easy, but it is possible. By following these tips, you can make a difference in your organization and in the world.

Enroll in IDC's Certified Diversity Professional (CDP)® or Certified Diversity Executive (CDE)® programs to learn more about how to create a more diverse and inclusive workplace. These programs will challenge you to think outside your comfort zone, about your own biases and assumptions, and to learn best practices for creating more inclusive workplaces.

Accept the challenge. Become a skilled advocate and drive culture change at your organization. Enroll today!

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

The CDE® is a good choice for organizational leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

What's Being Done to Address the Obesity Epidemic in America's Marginalized Groups

Mon, 21 Aug 2023 19:38:00 GMT

Photo by AllGo - An App For Plus Size People on Unsplash

What's Being Done to Address the Obesity Epidemic in America's Marginalized Groups

Obesity has become a national epidemic in America. Millions in the country are affected by this condition, and obesity rates may only continue to rise without proper intervention. Though obesity can occur in anyone, it’s shown to affect socially disadvantaged groups and under-represented persons. Ethnic and racial minorities, women, or individuals from lower socioeconomic backgrounds are most affected by obesity, primarily due to healthcare access and quality disparities.

Looking at the intersection between healthcare and diversity, equity, and inclusion (DEI) is more important than ever to ensure the wellness of minorities in the US. While there is still much progress to be made, there is hope for change to allow more people to access the support they need to manage obesity.

Understanding the causes of the epidemic

Today, numerous causes have contributed to the US obesity epidemic. For one, computer-based work-related tasks have increased sedentary lifestyles. Similarly, prevalent behaviors like playing video games and watching television can promote excessive eating—ultimately reducing energy expenditure and heightening instances of weight gain. Factors like inflation have also hampered people’s access to quality food, with many opting for unhealthier but cheap choices or skipping meals altogether.

However, it’s not just lifestyle factors affecting obesity; social and socioeconomic factors significantly influence obesity prevalence and rates, especially among minority groups. Many of these people face discrimination on a structural level and often encounter prejudice and bias in healthcare, making it challenging to find the proper support.

For instance, a study published in the Obesity research journal noted that obesity disproportionately affects African Americans in the US. Structural racism in healthcare limits access to healthy foods, safe spaces to exercise, adequate health insurance, and medication, all impacting obesity prevalence and outcomes. For black women, these issues are even worse, making them one of the most vulnerable groups regarding obesity. Many health issues are often downplayed due to gender biases against women, resulting in incorrect or delayed diagnoses that contribute to worsening wellness. Vulnerable groups are also less likely to seek medical help with weight-related issues due to a lack of insurance. What’s being done to overcome the obesity epidemic among marginalized groups?

Improved DEI workplace efforts

Diversity, equity, and inclusion have become an essential focus in healthcare and the medical industry as it’s become more apparent how marginalized communities are being affected by biases and structural inequalities. Many organizations are prioritizing diversity and inclusion , aiming to increase representation in employees to serve better the needs of minority groups in the US who struggle with being understood. Minorities with obesity may find more comfort in relaying their experiences and condition with someone who can relate to them on a social level. While there are also hurdles for medical professionals from these marginalized groups, efforts to make healthcare organizations more inclusive and diverse can make a big difference in obesity support.

Increased community interventions

Besides improving the healthcare industry, looking at obesity support from a social lens has helped address obesity and its socioeconomic factors. Joining a community of like-minded people has been found to increase a person's motivation for weight loss and the chances of losing weight and keeping it off. Other than involving family and friends, there are multiple websites, social media pages, and in-person meetups that aim to bring together individuals who share the common goal of weight loss. These platforms can provide helpful tips, guides, and recipes from people on a similar weight loss journey. For those in marginalized groups, having social support from those in their communities not only aids in the weight loss process but can increase solidarity and allow for a stronger voice when advocating for healthcare.

New ways to access healthcare

The pandemic exposed many barriers and holes in the healthcare system and how care is administered. Many could not access clinics or hospitals for help, much less marginalized groups struggling with a lack of access to support. Fortunately, much has been and is still being done to make healthcare more accessible. Technology has been crucial in improving access to care; Telehealth is an example of a significant improvement in supporting those who cannot access healthcare traditionally. To illustrate, a telehealth coaching intervention developed by Pennsylvania’s health system taught parents and children about healthier food choices and meal planning. The support resources provided sparked positive changes in families’ nutrition, helping manage the risks of obesity. Telehealth has also been able to reach minorities in areas without nearby clinics or hospitals or those who may be dealing with mobility issues due to their condition.

About Kalani

Kalani Ramos is a freelance writer interested in social issues and DEI initiatives in healthcare. She focuses on researching and discussing inequalities in the healthcare industry and how these can be remedied for better access to support. Aside from writing, she frequents the beach with her husband and two dogs.

Broaden Your DEI Beyond Race and Ethnicity

Wed, 16 Aug 2023 13:07:00 GMT

Broaden Your DEI Beyond Race and Ethnicity

Everyone matters, regardless of age, gender, sexual orientation, neurodiversity, or another unique characteristic.

Diversity, equity, and inclusion (DEI) is more than just about race and ethnicity. It's also about gender, sexual orientation, age, socioeconomic status, neurodiversity , and other factors that make us unique. When we create a workplace that is inclusive of all people, we’re better able to attract and retain top talent, innovate, and solve problems.

Why is Diversity and Inclusion so important?

85% of employees say that a diverse workforce makes their company more innovative . (Forbes Insights)
75% of customers say they are more likely to do business with a company that is diverse . (Pew Research Center)
Companies with more women in leadership positions are 15% more likely to outperform their competitors. (McKinsey & Company)
Companies with more diverse workforces are 35% more likely to be financially successful. (McKinsey & Company)

But DEI is not just about numbers.

It's about creating a workplace where everyone feels welcome, respected, and valued. When people feel like they belong , they’re more likely to be engaged in their work and contribute their full potential.

Neurodivergent individuals hail from all races, ethnicities, socioeconomic groups, age ranges. They may have different communications styles, experience difficulties with social cues, need reasonable accommodations, and even face workplace discrimination.

That’s why The Society for Diversity elected to focus this year’s event on learning and enabling neurodivergent success. The 2023 Neurodiversity Summit: Wired for Success will feature speakers from a variety of backgrounds with lived experiences and expertise in neurodiversity and inclusion. You'll learn about the benefits of neurodiversity in the workplace, how to create a welcoming and inclusive environment for neurodivergent employees, and how to provide accommodations as needed.

The Neurodiversity Summit is the perfect opportunity to learn more about neurodiversity and how you can make your workplace more inclusive. Don't miss out!

The Future of Work Requires DEI

Tue, 15 Aug 2023 10:00:00 GMT

Are You Ready to Lead the Future of Work?

The future of work is changing rapidly. Technology is transforming industries, and new jobs are created all the time.

But one thing is certain: the future of work will be more diverse and inclusive than ever before.

In the tech industry, wind industry, and other newer professions, we need people from all backgrounds and experiences to help us imagine and create the future. We need people who can think differently, solve problems creatively, and collaborate effectively. We need people who are passionate about making a difference.

That's why diversity and inclusion (D&I) is so important. When we have a diverse workforce, we're better able to innovate, solve problems, and make better decisions. We're more creative, more resilient, and more adaptable to change.

Are You a Current or Aspiring Leader?

The Institute for Diversity Certification (IDC)® offers two credentialing programs to help you gain the knowledge, skills and abilities required to lead the next generation of work. The Certified Diversity Professional (CDP)® and the Certified Diversity Executive (CDE)® credentials are in demand, and they play a critical role in creating and maintaining a diverse and inclusive workplace.

CDP® and CDE® certification can help you gain the D&I skills to lead your organization into the future. And when you create supportive spaces for your employees and coworkers, that inclusivity extends to your customers and the marketplace.

Ready to Take Your DEI Knowledge to the Next Level?

IDC® designed its credentialing programs are designed to help you create a more equitable organization. You'll learn to:

Understand the core principles of DEI
Identify and address unconscious bias
Create and implement DEI initiatives
Advocate for underrepresented groups
Build relationships with people from all backgrounds

We believe the future is bright, and we're excited to see what we can accomplish together.

Get ready to lead the future of work. Register today!

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

The CDE® is a good choice for organizational leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

DEI Is More Than Training and Recruiting

Mon, 14 Aug 2023 12:16:00 GMT

DEI Is More Than Training and Recruiting

Learn how to use DEI to enhance your marketing, expand your donors, and improve your customer experience!

Did you know that diversity, equity, and inclusion (DEI) is more than just training and recruiting? It's a way of thinking about and approaching everything your organization does.

Outlined below are a few examples of how DEI can be used beyond training and recruiting.

Enhance marketing campaigns: A DEI lens can be used to ensure that marketing campaigns are inclusive and representative of all of your customers. This can help you reach a wider audience and build stronger relationships with your customers.
Expand nonprofit donors: DEI can help you identify and reach new audiences of potential donors. By understanding the needs and interests of different groups of people, you can tailor your fundraising appeals to be more effective.
Lead to creativity and collaboration: A DEI-inclusive team environment can be more creative and collaborative. When people from different backgrounds and experiences come together, they can bring new ideas and perspectives to the table.
Improve the total customer experience: A DEI lens can be applied to improve the customer experience at every touchpoint. This can lead to happier customers, increased sales, and better brand reputation.
Help cultures mesh after a merger or acquisition: DEI can help two different cultures come together and form a cohesive whole. By understanding the different values and beliefs of each culture, you can create a plan for integrating them successfully.

Apply an accessibility and diversification lens to research, development, and testing: DEI can help you ensure that your products and services are accessible to everyone. By considering the needs of different users, you can create products that are more inclusive and useful.

Identify where bias could potentially iterate in AI or algorithms: DEI can help you identify and address bias in AI and algorithms. By understanding the different ways that bias can manifest itself, you can create systems that are more fair and equitable for everyone.

These are just a few examples of how DEI can be used beyond training and recruiting. If you're looking to create a more inclusive and equitable organization, we encourage you to learn more about DEI and how it can be applied to your specific organization.

Ready to take your DEI knowledge to the next level?

Our certification programs are designed to give you the skills and knowledge you need to create a more inclusive and equitable organization. You'll learn how to:

Apply a DEI lens to all aspects of your organization
Identify and address bias
Create a more inclusive culture
Build a more diverse workforce
Improve the customer experience

Led by experienced DEI facilitators, our programs are packed with practical insights and tools. You'll also have the opportunity to network with and learn from like-minded professionals.

Enroll today and start your journey to becoming a credentialed diversity and inclusion practitioner!

The CDP® is perfect for professionals new to DEI, who want to gain a foundational understanding of diversity and inclusion and apply it to their current and future roles.

The CDE® is a good choice for organizational leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

Why DEI Certification Matters

Tue, 08 Aug 2023 20:43:00 GMT

Why DEI Certification Matters

In today's increasingly diverse and globalized world, it's more important than ever for organizations to have a strong commitment to diversity, equity, and inclusion (DEI). One way to demonstrate this commitment is to invest in certification for your employees.

DEI Certification through the Institute for Diversity Certification (IDC)® is a process that validates an individual's knowledge and skills in DEI. It shows that they have the expertise to help organizations create more inclusive workplaces.

Benefits of Certification

Certification is a valuable tool, providing many benefits for an organization as well as its employees, customers, and partners.

Key benefits of DEI certification :

Attract and retain top talent. Studies show that employees are more likely to want to work for organizations that are committed to DEI. According to a survey by the Society for Human Resource Management (SHRM), 72% of employees said they would be more likely to stay with an organization committed to DEI.
Improve employee morale and productivity. When employees feel valued and respected, they’re more likely to be engaged in their work. The same SHRM study found that organizations with a strong commitment to DEI have higher employee engagement and 28% lower turnover rates than organizations with a weak commitment.
Reduce legal liability. There are several laws protecting employees from discrimination, and DEI certification can help demonstrate an organization’s compliance. Employees and customers are also watching. According to Bloomberg Law, nearly 40 lawsuits have been filed since 2020 due to allegedly misleading DEI commitments.
Improve customer satisfaction. Customers are more likely to do business with organizations they believe are inclusive and diverse. According to a study by McKinsey & Company that found that companies with more diverse management teams are more likely to have higher customer satisfaction.

Protecting DEI Credentials

IDC's credentials are trademarked , which means that they’re protected by law. This ensures that the value of the credentials is not diluted by unauthorized use. Some organizations attempt to employ IDC’s Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® credentials within their programming. Unless they are approved licensees or recertification partners, their programs do not employ the same processes and rigor.

Legal protection also means that IDC Designees are obligated to honor IDC's Trademark Use Guidelines for Designees . These guidelines include how to use the credentials correctly and not misrepresent one’s qualifications. Outlined below are examples of correct usages:

Certified Diversity Professional (CDP)® or CDP®
Certified Diversity Executive (CDE)® or CDE®
Leah Smiley, CDE®
CDE® Designees

Investing in Certification

Did you know that diversity certification is a fraction of the cost of most certificate programs? These programs are also less rigorous and typically do not require continuing education to ensure you remain abreast of industry best practices and trends, making certification a valuable long-term investment for your team.

Investing in DEI certification is a great way to show your commitment to diversity, equity, and inclusion. It can help you attract and retain top talent, improve employee morale and productivity, reduce legal liability, and improve customer satisfaction. And it's a fraction of the cost of most certificate programs!

So what are you waiting for? Start building a more diverse and inclusive future for your organization!

The CDP® is a good choice for professionals new to DEI, who want to gain a foundational understanding of the industry.

The CDE® is a good choice for organizational and DEI leaders looking to level-up their DEI knowledge and skills, take on more leadership roles in DEI initiatives, and create inclusive excellence.

The Importance of Psychological Safety for Neurodivergent Employees

Mon, 07 Aug 2023 13:19:00 GMT

The Importance of Psychological Safety for Neurodivergent Employees

Psychological safety is the feeling of being able to be yourself without fear of judgment or reprisal. It’s essential for everyone in the workplace but is especially important for neurodivergent employees .

Neurodivergent individuals may have different ways of thinking, learning, and communicating. They may also be more sensitive to criticism or social cues, which can make them more vulnerable to workplace bullying.

What is workplace bullying?

Workplace bullying is repeated, unwanted, and aggressive behavior that is intended to intimidate, humiliate, or harm, often singling out the target in negative ways. It can take many forms, including:

Verbal Abuse

Shouting, condescension, belittling, criticizing, name-calling, sarcasm, insults, and threats

Isolation

Excluding someone from resources or social interactions or otherwise making them feel like they don't belong

Physical Intimidation

Threats of violence or actual violence, sometimes accompanied with verbal abuse

Cyberbullying

Sending mean or threatening messages via email, text, message boards, social media, etc.

How does workplace bullying affect neurodivergent employees?

Workplace bullying can have a significant impact on the mental and physical health of neurodivergent employees. It can lead to anxiety, depression, stress, and low self-esteem. It can also make it difficult for them to do their job effectively.

How to create a more psychologically safe workplace for neurodivergent employees

There are several things that organizations can do to create a more psychologically safe workplace for neurodivergent employees.

Provide training on neurodiversity.

Training on neurodiversity can help employees understand the different ways that neurodivergent individuals think and learn as well as the challenges these individuals may face in the workplace. My favorite introductory experience is “ Understanding Neurodivergents " by Project Ally Lima.

Create clear policies against bullying.

Organizations can create clear policies against bullying. These policies should be communicated to all employees, be enforced consistently, and need to specifically state that bullying of neurodivergent employees is prohibited.

Training on bullying prevention and how to respond to bullying can help employees identify the behavior, know what to do if they’re being bullied, and how to support other employees who are being bullied.

If you’re looking to write a policy for your organization, the American Psychological Association , Society for Human Resource Management , and the Workplace Bullying Institute are great places to start.

Provide support to employees who have been bullied.

In addition to taking steps to ensure the behavior steps, if an employee has been bullied, the organization can provide them with support. This may include counseling, training, or other resources. Counseling helps individuals cope with the emotional and psychological effects of bullying and can help them feel like they’re not alone. This can include individual or group counseling, as well as support groups for employees who have been bullied. By providing support, organizations can help ensure that bullying does not have a lasting negative impact on employees' lives.

Additional tips for supporting employees who have been bullied:

Be understanding and compassionate. Let the employee know that you believe them and that you are there to help.
Listen to the employee's story. Allow the employee to share their experience in their own words.
Offer practical help. This may include providing the employee with information about counseling services, legal assistance, or financial assistance.
Help the employee to feel safe. Take steps to ensure that the employee is not in contact with the perpetrator.
Encourage the employee to report the bullying. This may help to prevent future incidents from happening.

Promote a culture of respect and inclusion.

Organizations can promote a culture of respect and inclusion. This means creating a workplace where everyone feels welcome and respected, regardless of their neurodiversity.

Organizations can also provide training on unconscious bias, celebrating diversity, and creating opportunities for employees to get to know each other on a more personal level.

Get your team certified to lead DEI.

Passion without strategy can lead to unintended consequences for organizations and their employees. The Institute for Diversity Certification (IDC)® offers two DEI certifications to help you gain the knowledge and skills you need to create a psychologically safe workplace.

Get started on a more psychologically safe workplace for neurodivergent employees. Start your certification journey today!

IDC's Certified Diversity Professional (CDP)® credential is more foundational and designed for professionals who are new to the field of DEI.

IDC®'s Certified Diversity Executive (CDE)® credential is designed for experienced professionals who want to level-up their DEI knowledge and skills.

Cancer and Rural America: Those Forgotten Must Be Cared For

Mon, 07 Aug 2023 10:00:00 GMT

Cancer and Rural America: Those Forgotten Must Be Cared For

Approximately 65,010,279 Americans, or 19.3 percent of the U.S. population, live in rural areas, as the U.S. Census Bureau defines.

Ninety-seven percent of the land area in the U.S. is considered “rural,” according to the Census Bureau and the White House Office of Management and Budget (OMB).

Health Disparities in Non-urban America

While urban-health inequity may be better known — due to more studies on and reporting regarding environmental pollution and problems linked to inner-city America — rural Americans are more likely to die from cancer, heart disease, chronic lower respiratory disease, and stroke than are their urban counterparts, according to the U.S. Centers for Disease Control and Prevention (CDC).

Some underlying logistical and other factors behind rural unhealth include long travel distances to specialty and emergency care and exposure to specific environmental hazards, such as those produced by agricultural chemicals.

Other factors contributing to health disparities in rural America include a higher prevalence of poverty, lower access to healthcare, and less likelihood of health-insurance, higher rates of cigarette smoking, and greater incidence of hypertension and obesity.

Regarding healthcare barriers, while telehealth services could greatly benefit rural Americans, the U.S. Government Accountability Office found that at least 17 percent of people living in rural areas do not have broadband internet access compared to one percent in urban areas.

In addition, many people living in rural, tribal, and geographically isolated areas face barriers to healthcare and economic opportunity. As of 2019, 15.4 percent of people living in rural areas had income levels below the federal poverty line.

Additionally, a 2022 study from the U.S. Department of Agriculture (USDA) Economic Research Service (ERS) identified 310 U.S. counties with high and persistent levels of poverty and found that 86 percent of those counties (267 out of 310) were located in rural areas of Appalachia, the Mississippi Delta, the deep south, and Native American lands.

Lack of access to healthcare is not only a problem in Appalachia and the deep South, however. The United Health Foundation’s “America’s Health Rankings 2022 Annual Report” placed Nevada as “the worst in the nation for access to primary-care providers.”

For example, prohibitive driving times in Reno, Nevada create a significant cancer-care barrier for many patients.

Dr. Lee Schwartzberg, FACP, Chief of Medical Oncology and Hematology at the Renown Institute for Cancer and Professor of Clinical Medicine at the University of Nevada, Reno, shared the following expanded insights.

“Reno serves as the secondary and tertiary medical center for the entire vast region of Northern Nevada. There are no oncologists for a distance of over 400 miles. Patients from smaller towns and tribal communities must travel two to four hours each way for care,” said Dr. Schwartzberg. “In my practice, I have seen more locally advanced breast cancer in Reno than I did practicing in Memphis, Tennessee with the well-known urban Black disparity in breast cancer outcomes. We address this as best we can with resources providing grant-supported transportation and housing for patients to receive treatment. There is, however, a great need for improved services focusing on screening, early detection, and prompt care of cancer diagnosed in rural settings.”

Cancer-care Barriers in Rural America

Specifically, patients with cancer who live in rural areas experience lower rates of preventative screening, more advanced disease at presentation, and higher mortality compared to patients who reside in urban locations, according to a 2022 care-delivery review article in JCO Oncology Practice.

Studies show, the review noted, that “transportation barriers are associated with delayed follow-up after abnormal screening test results, decreased access to specialized oncology care, and lower rates of receipt of guideline-concordant treatment.”

In addition, certain types of cancer pose unique challenges, such as urothelial and breast cancers.

Urothelial cancer begins in the urothelial cells that line the urethra, bladder, ureters, renal pelvis, and some other organs. Despite treatment advances, urothelial cancer care is susceptible to geographic disparities and socioeconomic, racial, and gender inequities.

Delays in the diagnosis of urothelial cancer result partly from a lack of urologists. Studies and surveys have found that urologists are increasingly moving away from small, rural practices toward larger group practices in urban areas.

Data also indicates that patients in “rural areas have less access to cancer care and experience high mortality rates in all cancer types, including bladder cancer, compared with patients in urban areas.”

Studies, including those at the Washington, Wyoming, Alaska, Montana, Idaho (WWAMI) Rural Health Research Center (RHRC), found that patients from rural areas have lower breast cancer screening rates than urban patients.

WMAMI scientists proved that ” a more significant proportion of rural patients received an initial breast cancer diagnosis at a later stage compared with urban patients and that patients living in remote small rural counties had the highest rate of late-stage breast cancer at diagnosis.”

Breast cancer survival is also worse for rural patients than for urban patients.

Rural America: Racial Differences in Cancer Care and Survival

While rural America is predominantly made up of non-Hispanic White individuals (76percent), rural Black or African American individuals had the highest incidence of poverty in 2019, at 30.7 percent, and rural American Indians or Alaska Natives had the second-highest rate, at 29.6 percent.

In 2021, researchers confirmed what was already well-established — that rural Black and American Indian/Alaska Native populations “experience greater poverty and lack of access to care, which expose them to greater risk of developing cancer and experiencing poorer cancer outcomes in treatment and, ultimately, survival.”

Fortunately, approaches have the potential to improve the care picture for all people, and all populations, living with or after a cancer diagnosis, including tele- mentoring and patient navigators.

Improving the Picture for People Living with or After a Cancer Diagnosis

To empower rural health care providers with expert knowledge and best practices, Project ECHO at the University of New Mexico Health Sciences Center uses videoconferencing in working with community-based physicians, “providing our global network of partners with free training, technical support and a suite of technology tools to help enable their success.”

Created in 2003 to deliver specialized medical knowledge to rural healthcare providers, Project ECHO builds communities of practice through free virtual mentoring and learning.

Project ECHO uses tele-mentoring within communities “to increase workforce capacity and enhance rural health care providers’ knowledge and skills,” which helps rural patients get screened and cared for better.

Working with the CDC in a pilot program using telemonitoring and patient navigators in Kansas, Montana, Nevada, and South Carolina, the goal was to “bridge the health equity gap experienced by people with cancer in rural communities.”

The project successfully provided education on the needs and issues faced by rural cancer survivors and improved and increased medical and social support services offered to rural cancer survivors.

Separately, the CDC’s National Comprehensive Cancer Control Program (NCCCP) used patient navigation — patient navigators — to:

Identify cancer survivors;
Link healthcare practitioners (HCPs) and cancer survivors to state and local resources;
Partner with a rural federally qualified health center to connect cancer survivors with patient navigators; and
Help patient navigators refer cancer survivors to wellness programs.

In conclusion, while it is very much still the inspiration for “O’ beautiful for spacious skies” and for “amber waves of grain,” rural America remains beset by several severe socioeconomic and other challenges that reduce rural consumer access to appropriate and high-quality cancer screening, prevention, and treatment. Racial and ethnic disparities render these problems even worse and more unacceptable.

I am, however, encouraged by several vital projects and programs — including telemonitoring and patient navigation — but we must do much better and faster before more rural Americans are not seen, not properly cared for, and, worse yet, forgotten.

About Sarah

Performative Allyship: What It Is and Why It Hurts

Thu, 03 Aug 2023 10:30:00 GMT

Performative Allyship: What It Is and Why It Hurts

Have you heard the term " performative allyship ?" It's used to describe when someone claims to be an ally to a marginalized group, but their actions don't match their words. Performative allyship can be harmful because it can lead to tokenism, exploitation, and a false sense of progress.

Here are some examples of performative allyship:

Posting a black square on social media after the murder of George Floyd.
Wearing a rainbow flag during Pride month.
Signing a petition in support of a marginalized group.

While these actions may seem harmless, they can be harmful if they aren't accompanied by real action. For example, posting a black square on social media doesn't do anything to address racism. Wearing a rainbow flag during Pride month doesn't help LGBTQ+ people. And signing a petition in support of a marginalized group doesn't actually change the system.

Performative allyship can lead to tokenism. Tokenism is when a marginalized person is only included in a group or organization to make it look more diverse. Tokenism is harmful because it reduces marginalized people to their identity instead of seeing them as individuals.

In addition, performative allyship can lead to exploitation , or when a marginalized person is taken advantage of for their labor or resources. For example, a company may hire a few token employees from a marginalized group to make it look like they are committed to diversity and inclusion. However, these employees may not be given the same opportunities as non-marginalized colleagues and may be exploited for their labor.

Finally, performative allyship can create a false sense of progress . When people see performative allyship, they may think the world is becoming more inclusive. However, performative allyship does not change the system. It just makes it look like the system is changing.

If you want to be an ally to a marginalized group, it's important to do more than just post on social media or wear a rainbow. You can take real action to make a difference. Here are some things you can do:

Educate yourself about the experiences of marginalized groups.
Speak up against injustice.
Support organizations that are working to make the world a more inclusive place.
Hold yourself and others accountable.
Earn your DEI Certification through the Institute for Diversity Certification (IDC)®.

Diversity certification through IDC® can help you become a more effective ally . IDC's Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® programs provide you with the knowledge and skills you need to understand the experiences of marginalized groups and challenge your workplace to make a real difference.

Real allyship includes action. Get started today!

Neurodiversity and Innovation: How Different Thinking Can Lead to New Solutions

Wed, 02 Aug 2023 12:21:00 GMT

Neurodiversity and Innovation: How Different Thinking Can Lead to New Solutions

Neurodiversity is a term used to describe the natural variation in human brains. This variation can include conditions such as autism spectrum disorder, attention deficit hyperactivity disorder (ADHD), dyslexia, and dyspraxia. While these conditions can present challenges, they can also lead to unique strengths and talents.

For example, people with autism spectrum disorder often have a strong attention to detail and a natural ability to see patterns. People with ADHD are often creative and innovative thinkers. People with dyslexia are often good at seeing the big picture and coming up with new ideas. And people with dyspraxia are often good at problem-solving and thinking outside the box.

In recent years, there has been a growing body of research that suggests that neurodiversity can lead to innovation. A study by the University of Cambridge found that people with autism spectrum disorder were more likely to be awarded patents than people without autism spectrum disorder. Another study by the University of California, Berkeley found that people with ADHD were more likely to start their own businesses than people without ADHD.

There are a few reasons why neurodiversity can lead to innovation:

Neurodiverse individuals often have different ways of thinking and processing information, which can lead to new and creative solutions to problems.
Neurodiverse individuals are often good at seeing patterns and making connections that others may miss. This can lead to new insights and innovations.
Neurodiverse individuals are often good at working independently and coming up with new ideas. This can be valuable in the workplace, where creativity and innovation are often key to success.

Of course, not all neurodiverse individuals are innovators. However, research suggests that neurodiversity can be an asset in the workplace. Businesses that can create an inclusive workplace that benefits from the talents of neurodiverse employees are more likely to be successful in the long run.

Tips for Businesses on How to Create an Inclusive Workplace for Neurodiverse Employees

Be aware of your own biases. It's important to be aware of your own biases about neurodiversity, so that you can create a workplace that is truly inclusive.
Provide training on neurodiversity. This will help your employees understand the different ways that neurodiverse individuals think and process information.
Be flexible with work arrangements. Some neurodiverse individuals may need flexible work arrangements, such as working from home or having a quiet workspace.
Create a culture of acceptance and understanding. Let your employees know that you value their differences and that you are committed to creating a workplace where everyone feels welcome and respected.

By following these tips, businesses can create an inclusive workplace that benefits from the talents of neurodiverse employees. This can lead to increased innovation and creativity, which can ultimately lead to success in the long run.

Additional Resources

The Business Case for Neurodiversity

How to Create a Neurodiverse-Friendly Workplace: Tips for Employers

The Benefits of Hiring Neurodiverse Employees

Blue Prints - Episode 01: D.I. Lee, PhD, CDE®

Tue, 01 Aug 2023 14:39:00 GMT

Blue Prints - Episode 01: D.I. Lee, PhD, CDE®

In this interview, Dr. D. I. Lee, Vice President of Education and Certification at The Society for Diversity and Institute for Diversity Certification (IDC)®, discusses the importance of diversity, equity, and inclusion (DEI) in the workplace. He explains that DEI is not just about race, but about valuing and appreciating people from all backgrounds. He also discusses the difference between certification and certificate, and why certification is the better option for businesses that want to create inclusive workplaces.

Dr. Lee shares his own personal experiences with DEI, including his time in the military. He explains how the military is a great example of how DEI can be used to build strong teams and achieve success. He also talks about the business case for DEI, and how it can lead to increased profits and productivity.

This interview is a must-watch for anyone who is interested in learning more about DEI and how it can benefit businesses and organizations. Dr. Lee is a wealth of knowledge on this topic, and he shares his insights in a clear and engaging way.

Hosted by Bo-Dean Sanders, the interview is the inaugural episode of a series called "Blueprints," which features conversations with leaders from across industries about how to create more inclusive workplaces.

How DIY DEI Can Hurt Your Organization

Mon, 31 Jul 2023 14:05:00 GMT

How DIY DEI Can Hurt Your Organization

DIY DEI, or do-it-yourself diversity, equity, and inclusion, can be harmful to organizations and the individuals they employ and serve. There are hundreds of DIY DEI resources online to help guide you, including promises of cost efficiency, quick timelines, or other persuasive factors.

But DEI is a complex and nuanced field. We must consider unconscious bias, microaggressions, and systemic racism. It can be difficult to understand and address all these issues without the help of an experienced DEI professional.

What are the risks of DIY DEI?

It can lead to a LACK of understanding . DEI is a complex and nuanced field, and an experienced DEI professional can help your organization understand the issues. If you DIY DEI, you may not have a deep understanding, which can lead to ineffective or even harmful solutions.
It can lead to tokenism , which occurs when an organization makes superficial changes to appear inclusive but doesn't address the underlying issues. This can be harmful to the organization's reputation and can also be demoralizing for employees who feel like they are only being included as a token gesture.
It can lead to burnout. DEI work can be emotionally and mentally demanding. If you DIY DEI, you may not have the support of a network of DEI practitioners, which can lead to burnout. Burnout can make it difficult to sustain your DEI efforts over time.

In addition, DIYers are oftentimes less aware of the latest trends and best practices in DEI and are more likely to make mistakes that could damage their organization’s reputation or elicit legal ramifications.

If you're serious about creating a more inclusive workplace, it's important to get help from an experienced DEI professional. They can help you understand the issues, develop a plan of action, and measure your progress.

You CAN lead your organization's intentional DEI efforts with the Institute for Diversity Certification (IDC)®! IDC® lays the foundational DEI bedrock, enabling you to build strong DEI strategies that can create a lasting impact in your organization and community.

Get started today !

Black Business Month: Celebrating African American Entrepreneurs

Sat, 29 Jul 2023 10:00:00 GMT

Celebrated each August throughout the United States, Black Business Month celebrates the contributions of African American entrepreneurs and businesses. Founded in 2004 by historian John William Templeton and engineer Frederick E. Jordan, Sr., August was chosen because it is the birth month of Frederick Douglass, a prominent abolitionist and author. He is considered one of the pioneers of Black business in the United States.

Why is Black Business Month important?

Black Business Month is an opportunity to recognize the achievements of Black entrepreneurs, and to promote the growth of Black-owned businesses. It's also a time to educate the public about the importance of supporting Black businesses.

It raises awareness of the contributions of Black entrepreneurs to the American economy. Black-owned businesses employ millions of people and contribute billions of dollars to the economy each year.
It breaks down barriers that Black businesses face, such as access to capital and resources.
It increases the visibility of Black businesses, which can lead to increased sales and profits.

By engaging with and supporting Black businesses, we can help break down barriers, increase visibility, and promote diversity and inclusion in the business world. We can also help create jobs and economic opportunities in Black communities, build wealth and financial security for Black families, and empower Black entrepreneurs, creating role models for future generations.

The Society for Diversity and the Institute for Diversity Certification (IDC)® are proud to be a successful Black business. We are committed to supporting other Black businesses and helping create a more equitable economy. We encourage you to join us in celebrating Black Business Month by supporting Black-owned businesses online or in your local area.

Book Review: DEI Deconstructed

Mon, 24 Jul 2023 18:31:00 GMT

Here's my review of DEI Deconstructed: Your No-nonsense Guide to Doing the Work and Doing it Right by Lily Zheng using my 5-4-3-2-1 thought system: five words, concepts, or phrases that resonated with me, four things I learned from reading, three key points, two key quotes I want to remember and a stimulating discussion point. Bonus points are reserved for book tidbits, which I find unique.

Title: DEI Deconstructed

Author: Lily Zheng

Publisher: Berrett-Koehler Publishers, Inc.

ISBN: 978-1523002771

Year of Publication: 2023

Number of pages: 360

Number of Chapters: 10 (3 Parts: Foundation, Pillars, Toolbox)

Price: $32.95

About the author: Lily Zheng (they/them) is a renowned DEI strategist, author, thought leader and speaker. They have authored two other books, including Gender Ambiguity in the Workplace in 2017 and The Ethical Sellout (2019). Zheng is also releasing a Practitioner’s workbook to accompany DEI Deconstructed.

Audience: DEI practitioners, advocates, and allies

Five New Words, Concepts or Phrases that Resonated with Me:

After reading this book, these five words and concepts caught my attention:

JEDI: Justice, Equity, Diversity, and Inclusion
Diversity: In Part 1: Chapter 2: DEI Building Blocks, Zheng proposes an unconventional description of diversity. They state it is "the composition of the workforce in which people from all backgrounds, especially those deprived of opportunities and rights, believe they are being represented and their views respected. Diversity can be achieved through initiatives that counter current and past disparities and serve the particular needs of all communities" (p. 46).
DEI Industrial Complex: Zheng introduces readers to the concept of the DEI Industrial Complex and defines it as “the informal relationship between DEI and organizations that perpetuate an inequitable status quo (p.7)
Performative Allyship: Zheng identifies the problem with allyship being more performative than leading to actual change. Zheng examines the criteria for performative allyship, asking, what makes an action performative? “If an action is intended to gain social media clout or make a person look good, those are dead ringers for performative allyship” (p.87).
"Trust is the currency of change:” Zheng drives this point home throughout the book, helping readers reimagine a more effective approach to DEI change initiatives by centering trust. When there is minimal trust built, change won’t happen. The author also reminds readers that trust is not all-encompassing—there are various levels and intensities of trust. This has significant implications for assessing for and building psychological trust within your work teams. .

Four Things I learned:

DEI training is not an effective DEI change strategy. Knowledge alone doesn’t change behavior. Action does!
Achieving Diversity, Equity, and Inclusion in the workplace is time-consuming and requires careful planning. If rushed, it can cause more harm than good.
Acting without clarity and thoughtfulness could hurt those you are trying to help.
Everyone has the power to instill real change in the world (whether informal or formal). We must harness our individual and collective capabilities to challenge the status quo.

Three Main Points:

The current DEI approach within companies has been ineffective. A shift in structure is essential for achieving the purpose of DEI and creating tangible results.
The implementation of DEI has been causing harm to oppressed communities instead of providing relief. These individuals should not be forced to labor for solutions or take on the emotional burden to bring about reform.
Genuine change depends on trust. To make an impact, we must earn the trust of marginalized stakeholders, design effective DEI initiatives, and use research data to inform our efforts.

Two Memorable Mentions:

“Consumers, employees, institutional investors, and other stakeholders want real change. Not talk, but real change. Not commitments, but real change. Not good intentions, but real change. Not naive interventions, but real change. So how the hell do we create “real change”? (p.100).

Zheng's words here are valid and empowering— society calls for a sincere, significant, and long-lasting approach to DEI.

In chapter eight, Achieving DEI, Zheng instructs readers to consider what they would tell new DEI leaders, prompting readers to “imagine that you’re advising a new leader on how they might move the needle on DEI in your organization. What advice would you give them on how to proceed? What are some pitfalls you want to make sure they avoid and some hidden opportunities you can bring to their attention?” (p. 233).

I appreciate Zheng's approach to this task, as it encourages a mentoring attitude amongst DEI practitioners. It’s not uncommon for DEI professionals to enter a company without understanding the culture, climate, or ways to effect real change there.

But still, they’re expected to take on extensive projects and initiatives, often without a team, budget, or necessary tools to perform their tasks well.

One Thought-provoking Question:

Given the recent waves of criticism against Diversity, Equity, and Inclusion initiatives in the public sphere, what does the future hold for DEI in the workplace?

I highly recommend this book to anyone grappling with innovatively achieving DEI in their workplace.

Bonus Points:

DEI Deconstructed has abundant resources, such as reading lists, chapter summaries, and critical takeaways. The introduction section provides an overview of each chapter's purpose, the authors give special consideration to language, and each chapter builds on the last.

Zheng has also included exercises to help readers think critically and apply the ideas they’ve learned to their lives. I find this aspect particularly helpful.

About Kima

Shakima ("Kima") Tozay, MSW, LICSW, CCM, PMH-C, CDP® is a clinical social worker, Certified Diversity Professional (CDP)® and works as a senior social worker with the Department of Veteran Affairs. She lives in Washington State with her husband and many fur babies. Connect with Kima on Linkedin .

Help Corporations Stand Firm Against Anti-DEI Push

Mon, 24 Jul 2023 13:27:00 GMT

Help Corporations Stand Firm Against Anti-DEI Push

A group of Democratic attorneys general is warning corporations against bowing to the GOP's anti-diversity, equity, and inclusion (DEI) push. In a letter sent to CEOs of major corporations, the AGs said that the GOP's efforts to roll back DEI initiatives are "wrongheaded" and "discriminatory."

The letter comes as Republican-led states have been introducing legislation that would ban or restrict DEI training in the workplace. These efforts have been met with widespread criticism from businesses, civil rights groups, and labor unions.

The AGs in the letter said that the GOP's anti-DEI push is " part of a broader effort to suppress voting rights, restrict access to reproductive healthcare, and discriminate against LGBTQ people ." They urged corporations to " stand up for what's right " and resist these efforts.

"We urge you to continue to invest in DEI initiatives and to speak out against the GOP's anti-DEI agenda," the letter said. "We stand with you in your commitment to creating a more just and equitable workplace for all."

Tips for Supporting DEI Strategies

Contact your elected officials and urge them to oppose legislation that would roll back DEI initiatives.
Support businesses that are committed to DEI.
Get involved in your community and help to promote diversity, equity, and inclusion.
Confidently lead culture change at work with the Institute for Diversity Certification (IDC)®.

With IDC®'s Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® certification programs , you’ll increase your knowledge and understanding of equity, diversity, and inclusion concepts and practices and enhance your skills in creating inclusive environments.

Prove your commitment to long-term inclusive excellence with IDC®’s industry-leading, research-backed diversity credentialing programs. Let's make a difference together.

Get started today!

The Benefits of Hiring Neurodiverse Employees

Sun, 23 Jul 2023 23:44:00 GMT

The Benefits of Hiring Neurodiverse Employees

Neurodiversity refers to the range of human neurological conditions, including autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), and dyslexia. Neurodiverse individuals often have different ways of thinking and processing information, which can lead to unique perspectives and problem-solving skills.

There are many benefits to hiring neurodiverse employees. For example, neurodiverse employees are often:

Creative and Innovative: Neurodiverse individuals often have a unique way of looking at the world, which can lead to creative solutions to problems. For example, people with autism spectrum disorder are often good at seeing patterns and making connections, which can be helpful in fields such as computer science and engineering.
Highly Motivated and Dedicated: Neurodiverse employees are often highly motivated and dedicated to their work. They may be driven by a desire to prove themselves or to make a difference in the world.
Excellent at Detail-oriented Work: People with ADHD and dyslexia often have excellent attention to detail. This can be helpful in fields such as accounting, editing, and quality control.
Empathetic and Understanding: Neurodiverse individuals often have a deep understanding of human emotions. This can make them valuable assets in customer service, sales, and other fields where it is important to build relationships with clients.

In addition to these benefits, hiring neurodiverse employees can help create a more inclusive and diverse workplace. This can lead to several advantages, including increased innovation, improved customer service, and a stronger bottom line.

If you are considering hiring neurodiverse employees, there are a few things you can do to make sure your workplace is welcoming and supportive. First, be sure to have clear and concise job descriptions that highlight the skills and abilities that are important for the role. You should also provide training on neurodiversity and how to create a supportive workplace. Finally, be open to feedback from neurodiverse employees about how to improve the workplace environment .

By hiring neurodiverse employees, you can reap the benefits of their creativity, innovation, and unique perspectives.

Inclusive Beginnings: One Question's Impact at Indeed's FutureWorks Event

Tue, 18 Jul 2023 15:27:00 GMT

Photo by Daniel Ali on Unsplash

Inclusive Beginnings: One Question's Impact at Indeed's FutureWorks Event

The attention to detail in the world of events, both in-person and virtual, is what often determines their success. Every aspect, from the overarching theme to the registration process, contributes to shaping each attendee's experience. During my recent sign-up for Indeed's FutureWorks event , an insightful question in the registration process caught my attention.

It read: "We strive to create an engaging experience for all attendees. What are your accessibility requirements?" This uncomplicated yet potent question carries immense potential to transform the landscape of inclusivity and accessibility at events globally.

The Value of Inclusive Registration Questions

Inclusion-oriented registration questions, as demonstrated by Indeed, are key to creating an environment that is both welcoming and inclusive. It assures attendees that their unique needs are recognized and appreciated. This is especially crucial for accessibility, as individuals with disabilities frequently encounter hurdles while trying to participate in events. By proactively asking about accessibility requirements, organizers can ensure that they accommodate all attendees, irrespective of their physical or cognitive abilities. For instance, this could involve providing captions for attendees who are deaf or hard of hearing, guaranteeing that the platform is compatible with screen readers for visually impaired participants, or scheduling extra breaks for individuals with cognitive disabilities.

Such thoughtful considerations not only enhance the overall event experience but also attract a more diverse group of attendees. When individuals feel genuinely welcomed and accommodated, they are far more likely to engage actively with the event.

Learning from Indeed's Practices

Indeed's method of incorporating an inclusive question within the event registration serves as a model for other organizations. By intentionally asking about accessibility requirements, Indeed demonstrates its commitment to fostering an environment of inclusivity and accessibility. This seemingly small change can substantially improve how individuals with disabilities experience and navigate events.

For example, an attendee with mobility challenges might request that all activities be accessible without necessitating physical movement. Similarly, an attendee with visual impairments might ask for materials compatible with their screen reader. By addressing these needs, Indeed ensures a comfortable atmosphere for all participants.

Every Effort Matters

In conclusion, every stride taken towards promoting inclusivity, no matter how minor, contributes significantly. Indeed's inclusive registration question for the FutureWorks event stands as a powerful testament to this fact. It serves as a reminder that inclusivity should not be an afterthought but a fundamental aspect of event planning.

Having personally experienced a temporary disability following a broken ankle, surgery, and now the recovery journey, my empathy for those with disabilities has been amplified. This personal journey underscored the importance of considering all attendees' needs when planning events such as FutureWorks. It is through this inclusion that people with disabilities are presented with an opportunity to participate in activities that they would otherwise be excluded from.

As we move forward, let's take inspiration from Indeed's approach, ensuring our events are not merely accessible but genuinely welcoming and inclusive for all. After all, it is the diversity of experiences and perspectives that truly enriches any event.

About Vivian Acquah, CDE®

How to Create a Neurodiverse-Friendly Workplace: Tips for Employers

Mon, 17 Jul 2023 16:59:00 GMT

How to Create a Neurodiverse-Friendly Workplace: Tips for Employers

Neurodiversity is a beautiful thing. It's what makes us all unique and special. It's what allows us to see the world in different ways and come up with innovative solutions to problems.

In the workplace, neurodiversity can be a powerful asset. People with neurodiverse conditions often have strengths that can be incredibly valuable to employers. For example, people with autism spectrum disorder (ASD) are often highly skilled at pattern recognition and problem-solving. People with ADHD are often creative and energetic. And people with dyslexia are often excellent at seeing the big picture.

Of course, neurodiversity can also present some challenges in the workplace. For example, people with ASD may have difficulty with social interactions. People with ADHD may have difficulty staying focused. And people with dyslexia may have difficulty reading and writing.

But these challenges can be overcome. By providing accommodations and creating a culture of acceptance and understanding, employers can create a neurodiverse-friendly workplace where everyone can thrive.

Tips for creating a neurodiverse-friendly workplace:

Provide accommodations. This could include flexible work arrangements, quiet spaces, visual aids, or assistive technology.
Raise awareness of neurodiversity. Educate your employees about neurodiversity and its impact on the workplace.
Train managers and employees on how to be more inclusive. This training should cover topics such as how to communicate effectively with neurodiverse employees, how to provide accommodations, and how to create a culture of acceptance and understanding.
Celebrate neurodiversity. Recognize the unique contributions that neurodiverse employees make to your organization.

Creating a neurodiverse-friendly workplace is the right thing to do. It's also good for business. Neurodiverse employees are often highly skilled and creative. And they can bring a unique perspective to the workplace.

So let's all work together to create a more neurodiverse-friendly world. Let's create a world where everyone can thrive, regardless of their neurotype.

Together, we can make a difference.

DEI is Not Political, But It Can Be Politically Weaponized

Mon, 17 Jul 2023 15:00:00 GMT

Photo by Markus Spiske

DEI is Not Political, But It Can Be Politically Weaponized

DEI is not political, but it can be politically weaponized in a way that hurts everyone. When DEI is used as a political tool, it can lead to discrimination, exclusion, and a lack of opportunity for everyone.

Here are some examples of how DEI can be weaponized:

Bathroom bills: Some states have passed bathroom bills that discriminate against transgender people. These bills are designed to make it difficult for transgender people to use the restroom that corresponds with their gender identity. However people with disabilities who have caregivers, parents with small children, and others may be impacted by these types of restrictions.
Legislation in Congress: There is legislation being considered in Congress that would prevent "colored" folks from getting promotions or being considered for certain opportunities, but it may result in a bigger recruiting shortfall, which could require a draft for all.
The slump at Disney: Everyone is talking about the slump at Disney, but they forgot about the saying: Florida is where DEI goes to die. Other industries and organizations will soon feel the slump. With Blacks, Latinos, and the LGBTQ+ community being excluded, what did people think would happen?

These are just a few examples of how DEI can be weaponized. When DEI is used as a political tool, it can lead to discrimination, exclusion, and a lack of opportunity for everyone.

Are there better solutions?

Yes! We all have a role to play in stopping the political weaponization of DEI. Let's work together to create a more just and equitable society for everyone. Stop politicizing DEI and stop ignoring the long-term impacts of neglecting DEI. We need to make DEI benefit everyone, and we need to get more people involved in developing forward-thinking solutions.

Here are some specific things that we can do to stop the political weaponization of DEI:

Educate ourselves and others about the true meaning of DEI. DEI is not about political correctness or a liberal social agenda. It is about creating a more just and equitable society for everyone.
Challenge the use of DEI as a political tool. When we see DEI being used to discriminate against or exclude people, we need to speak up and challenge it.
Support organizations that promote DEI. There are many organizations that are working to make DEI a reality. We can support their work by donating our time, money, or expertise.
Get credentialed to lead culture change at work. The Institute for Diversity Certification (IDC)® offers industry-leading, research-backed diversity credentialing programs can help you effectively champion DEI in your organization.

Lead DEI change at work

With IDC®'s Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® certification programs, you’ll increase your knowledge and understanding of equity, diversity, and inclusion concepts and practices and enhance your skills in creating inclusive environments.

DEI is a long game, but the ideas being espoused now are short-term fixes. Prove your commitment to long-term inclusive excellence with IDC®’s industry-leading programs.

Get started today!

The Business Case for Neurodiversity

Mon, 10 Jul 2023 20:23:00 GMT

The Business Case for Neurodiversity

What is neurodiversity?

Neurodiversity is the natural variation in human brains, which includes conditions such as autism, ADHD, dyslexia, and dyspraxia. These conditions are often characterized by differences in how people think, learn, and process information. Neurodiversity is a spectrum, and there is no one-size-fits-all definition of what it means to be neurodiverse.

Why is neurodiversity important?

In recent years, there has been a growing recognition of the business case for neurodiversity. Research has shown that neurodiverse employees can bring unique skills and perspectives to the workplace, which can lead to increased creativity, innovation, and productivity.

What are the benefits of neurodiversity in the workplace?

Creativity and innovation: Neurodiverse employees are often highly creative and innovative thinkers. They may have different ways of approaching problems, which can lead to new and innovative solutions.
Attention to detail: Some neurodiverse employees have a heightened attention to detail, which can be beneficial in roles that require accuracy and precision.
Problem-solving skills: Neurodiverse employees often have strong problem-solving skills. They may be able to see patterns and connections that others miss, which can help them to solve complex problems.
Communication skills: Neurodiverse employees may have different communication styles, but they can still be effective communicators. They may be able to communicate clearly and concisely, or they may be able to communicate in a way that is creative and engaging.

How have neurodiverse employees contributed to innovation and productivity?

Danielle Brown: Danielle Brown is the Chief Legal Officer of Google. She is also autistic. Brown has spoken openly about her autism and how it has helped her to be a successful leader. She said that her autism gives her a unique perspective that helped her to solve complex problems and make innovative decisions.
Scott Adams: Scott Adams is the creator of the Dilbert comic strip. He is dyslexic. Adams has said that his dyslexia helped him be a more creative thinker. He also said his dyslexia forced him to develop strong problem-solving skills.
Temple Grandin: Temple Grandin is a professor of animal science at Colorado State University. She is autistic. Grandin is known for her work on animal welfare. She has developed innovative methods for handling livestock that have improved the lives of millions of animals.

Research on the benefits of neurodiversity in the workplace

The University of California Los Angeles found that neurodiverse employees are more likely to be promoted than their neurotypical colleagues. The study, which was published in the journal Nature Human Behaviour, found that neurodiverse employees were 1.3 times more likely to be promoted than their neurotypical colleagues.

The study also found that neurodiverse employees were more likely to be satisfied with their jobs and to have a stronger sense of belonging at work.

Another study by SAP, also published in Nature Human Behaviour, found that neurodiverse employees are 2.5 times more likely to be innovative than their neurotypical colleagues.

Conclusion

The business case for neurodiversity is clear. Neurodiverse employees can bring unique skills and perspectives to the workplace, which can lead to increased creativity, innovation, and productivity. If you are looking for ways to improve your company's bottom line, consider hiring neurodiverse employees and creating a neuroinclusive workplace.

The 2023 Neurodiversity Summit: Wired for Success

Learn more about neurodiversity at the 2023 Neurodiversity Summit: Wired for Success !

A two-day event exploring the business case for neurodiversity, Wired for Success features keynote speakers, panel discussions, and workshops on topics such as hiring neurodiverse employees, creating a neuroinclusive workplace, and the benefits of neurodiversity for innovation.

Post-Affirmative Action: The Future is Bright!

Fri, 07 Jul 2023 20:37:42 GMT

Post-Affirmative Action:

The Future is Bright!

This is a story about elevation, hope, and triumph. The Society for Diversity team, Dr. Delmar Lee, CDE® , and Tavis Smiley , owner of KBLA1580 am talk radio , create this SAFE space to come together to provide solutions, uplift, and encourage one another as DEI professionals and practitioners.

The Importance of EDI on Independence Day: How to Create a More Inclusive Society

Mon, 03 Jul 2023 20:24:00 GMT

Photo by Tima Miroshnichenko

The Importance of EDI on Independence Day: How to Create a More Inclusive Society

Independence Day is a time for Americans to celebrate our nation's independence from Great Britain. It is also an opportune time to reflect on the equality, diversity, and inclusion (EDI) progress since our country's early days.

The founding fathers of the United States were committed to the ideals of liberty and justice for all. However, when compared to today's societal standards, they did not live up to these ideals. Over the years, the United States has made significant strides in terms of equality for its citizens: Slavery was abolished, women received the right to vote, and civil rights laws were passed to protect the rights of African Americans, women, and other marginalized groups.

Yet, there is still much work to be done. Diversity, equity, and inclusion (DEI) is not just about equal rights. It’s also about creating a society where everyone feels valued and respected, regardless of their race, ethnicity, gender, sexual orientation, disability, or any other personal factors.

How can you help?

There are many ways you can help to create a more inclusive society. Here are a few ideas:

Learn about the history of EDI in the United States.
Find books , articles , and talk radio , among others, to learn about the experiences of people from marginalized groups.
Talk to your friends and family about diversity, equity, and inclusion.
Volunteer your time to an DEI-related organization.
Donate to an EDI-related cause.
Earn a professional credential in diversity, equity and inclusion through the Institute for Diversity Certification (IDC)® .

Learn to Create Inclusive Workspaces

IDC® offers Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® certification programs that can help you learn more about diversity and inclusion. IDC’s diversity certification:

Increases knowledge and understanding of EDI concepts and practices.
Enhances skills in creating inclusive environments.
Is a recognized credential that demonstrates your commitment to EDI excellence.

Learn more about diversity and inclusion certification though IDC today!

Disability Pride Month: Celebrate the Achievements and Contributions of People with Disabilities

Thu, 29 Jun 2023 11:00:00 GMT

Photo by Tima Miroshnichenko from Pexels

Disability Pride Month: Celebrate the Achievements and Contributions of People with Disabilities

Disability Pride Month is celebrated every July to commemorate the passing of the landmark Americans with Disabilities Act (ADA) in July 1990. Officially recognized by New York City mayor Bill de Blasio and San Francisco mayor London Breed, Disability Pride is celebrated worldwide, including in the United Kingdom, South Africa, and other countries during various times of the year.

The Purpose of Disability Pride Month

The purpose of Disability Pride Month is to celebrate the achievements and contributions of people with disabilities, and to raise awareness of the challenges that they still face. It’s also a time to advocate for disability rights and inclusion.

How to Celebrate Disability Pride Month

Attend a disability pride parade or march. This is a great way to show your support for differently abled person and to learn more about their rights.
Participate in an educational event or workshop. There are many organizations that offer educational events and workshops on disability issues. This is a great way to learn more about the challenges that people with disabilities face and how you can help.
Raise awareness of disability issues on social media or in your own community. You can do this by sharing information about disability rights, sharing stories from people with disabilities, or simply using the hashtag #DisabilityPride .
Volunteer your time to a disability-related organization. There are many organizations that need volunteers to help them advocate for disability rights or to provide services to people with disabilities. This is a great way to make a difference in the lives of people with disabilities and impact your local or regional communities.

No matter how you choose to celebrate, Disability Pride Month is a time to come together and show our support for differently abled persons. It’s a time to celebrate our differences and to affirm our right to live full and independent lives.

Additional Holidays and Observances in July

July 1 – Canada Day
July 4 – Independence Day
July 11 – World Population Day
July 14 – International Non-Binary People Day
July 18 – Nelson Mandela International Day
July 26 – Disability Independence Day

State of Oregon Department of Corrections Joins as First Enterprise Member

Mon, 26 Jun 2023 12:25:00 GMT

Photo by Tima Miroshnichenko from Pexels

State of Oregon Department of Corrections Joins as First Enterprise Member

We are excited to announce that the State of Oregon Department of Corrections has joined The Society for Diversity as our first Enterprise Member!

The Oregon DOC houses approximately 12,000 adults in 12 state prisons and is nationally recognized among correctional agencies for providing cognitive, education, and job skills needed to become productive citizens when transitioning back to their communities. As a result of these efforts, along with many others, Oregon’s recidivism rate has decreased.

Why is DEI important to Oregon DOC and other correctional departments?

Equitable and just society - A system that is truly just and equitable must be one that treats all people fairly, regardless of their race, ethnicity, gender, sexual orientation, or other personal characteristics. DEI can help ensure this by addressing the biases that exist within the criminal justice system and by providing opportunities for all people to participate in the system.
Improved outcomes for justice-involved individuals - Research shows that adults in custody (AIC) and adults on supervision (AOS) who are treated with respect and dignity are more likely to succeed in their rehabilitation efforts. DEI can help to create a more respectful and dignified environment by promoting understanding and acceptance of differences.
Improved safety of staff, AIC, and AOS - A diverse workforce is more resilient because it's less likely to be divided by stereotypes and prejudices. When staff, AIC, and AOS come from different backgrounds, they're more likely to understand and appreciate each other's perspectives. This can help reduce conflict and violence within the correctional system.

If you know an organization interested in Enterprise Membership , please let us know !

The Roles Male Leaders Should Play in the Quest for Gender Equality

Mon, 26 Jun 2023 11:00:00 GMT

Photo by Kampus Production from Pexels

The Roles Male Leaders Should Play in the Quest for Gender Equality

Male leaders have a unique opportunity to support gender equality in the workplace. Authors of Athena Rising: How and Why Men Should Mentor Women share four decades of research illustrating profound benefits for men and women when men support women’s careers. But first, if you’re a male leader wanting to support the women on your team, you must be aware of the unique challenges and barriers they face.

A 2021 study conducted by Lean In and McKinsey & Company identified some concerning stats about female representation in the workplace worth exploring:

For every 100 men promoted to manager, only 86 women were similarly elevated; this “broken rung” was especially pronounced among women of color, who comprised just four percent of C-suite leadership positions.
Women senior leaders reported being interrupted or spoken over more often than male leaders, 36% compared to 15%.
In comparison to male senior leaders, 34% of female senior leaders reported their knowledge and expertise being questioned more often. In contrast, only 22% of men had this experience.

This study and others reveal that women leaders are often treated differently than their male colleagues for reasons beyond their control (i.e., sex, gender, age, and race), which equates to bias and unfair treatment resulting in more women avoiding taking on leadership roles.

What Male Leaders Can Do to Support Women at Work

Take a moment to reflect: are you helping your female colleagues reach their full potential? If not, you can make a meaningful difference. Here are three roles that senior male leaders can play to champion emerging and seasoned women leaders in their workplace:

Become a Sponsor

Do you make a point to sponsor women on your team or your organization?

Someone who takes an active part in promoting and furthering the career of another is known as a sponsor. These leaders have strong social connections, which gives them the resources to support and vouch for those they choose to champion. According to an article in the Harvard Business Review, having sponsors and mentors to boost gender diversity and inclusivity in our workplace and executive teams is essential. There is a lot of debate about the necessity of women being sponsored in the workplace to help advance their careers into leadership. For men committed to gender parity, acting as both sponsors and mentors can be hugely beneficial in helping women excel professionally.

Be an Ally

Do you consider yourself an ally for women in the workplace?

How do you demonstrate allyship? Having allyship at work is very beneficial, particularly for women in leadership roles. An ally is an agent of change who advocates for others. A 2019 report by Promundo-US found that, though many men supported gender equality according to the survey, most respondents (of all genders) agreed that men rarely stand up to sexism in the workplace. The report proposed that men can become better allies for women at work by “listening more attentively, looking for chances to hear women’s stories, recognizing their situations, and informing other males.”

Advocate for Women’s Rights

Do you take a stand and speak up for those who have been and continue to be disadvantaged in your workplace?

An advocate is a person who speaks up about matters that negatively affect those who are often ignored or dismissed. Men in leadership roles can be powerful advocates by using their privilege and voices to amplify the voices of women around them. They should negotiate for resources, promotions, and career opportunities that support women in their workplaces.

Promundo-US's research shows that men can spotlight when credit was due to female colleagues, protect women from sexual harassment by male coworkers, fight for equal pay, and call out other men for inappropriate comments made in a work environment.

Conclusion

Male leaders must lead by example in supporting their female co-workers. So, are you a sponsor, ally, or advocate? One positive benefit to taking on one of these roles is that modeling gender-equal behavior at work has a rippling effect. By showing that you embrace and appreciate diversity, you will create a much healthier work environment that will be seen as an example by other managers. This respect for all individuals, regardless of sex, gender, or race, will help set the tone for others to do the same.

About Kima

DEI’s Intersection with Social Justice

Tue, 20 Jun 2023 12:44:00 GMT

Photo by Ehimetalor Akhere Unuabona on Unsplash

DEI’s Intersection with Social Justice

In recent months, we’ve seen a number of high-profile incidents of racial injustice, such as the shooting of Daunte Wright by police in Brooklyn Center, Minnesota, and the mass shooting at a Buffalo, New York supermarket by a white supremacist. These incidents have sparked a national conversation about race and racism, and have led to calls for greater diversity, equity, and inclusion (DEI) in our society .

DEI is about creating a more just society, where everyone has equitable opportunities, regardless of their race, ethnicity, gender, sexual orientation, or other personal characteristics. Social justice is about ensuring that everyone has equal rights and opportunities, regardless of their social or economic status.

DEI and social justice are closely intertwined. When they work together, they can create a society where everyone has the opportunity to reach their full potential. Let’s explore three components common to both DEI and social justice: gender equality, LGBTQ+ rights, and racial justice.

Gender equality

A key aspect of DEI is gender equality. This means ensuring that women have equitable opportunities in the workplace, education, and other areas of life. Issues related to gender equality include, but unfortunately aren’t limited to, the gender pay gap, sexual harassment, and violence.

The gender pay gap is the persistent difference in earnings between men and women. According to the Pew Research Center, in 2022, women earned 82 cents for every dollar earned by men. This gap has persisted for decades, and it’s even wider for women of color.

The gender pay gap is a result of discrimination, occupational segregation, and the lack of affordable childcare. DEI can help address these factors by promoting equal pay for equal work, encouraging women to enter non-traditional occupations, and providing affordable childcare.

LGBTQ+ rights

Supporting the equal rights and protections LGBTQ+ people have under the law is another important component impacting both DEI and social justice. LGBTQ+ people may be denied housing, fired from their jobs, or denied admission to schools; they are often discriminated against in housing , employment , and education . DEI can help by raising awareness of LGBTQ+ issues and challenging negative stereotypes that sometimes lead to discrimination and violence.

Racial justice

DEI can help promote racial justice by ensuring that people of color have equitable opportunities. DEI training and tactics can help address racial disparities in housing, employment, and healthcare. People of color are often disproportionately affected by these disparities: they are more likely to live in poverty , be unemployed , and have worse health outcomes.

We can also promote racial justice by raising awareness of racial issues and challenging negative stereotypes about people of color. As with LGBTQ+ persons, negative stereotypes about people of color can lead to discrimination and violence.

How can we support DEI and social justice?

When everyone has equal opportunities, regardless of their background, we all benefit.

A more equitable society is a more prosperous and peaceful society. When everyone has the opportunity to succeed, we all benefit from the resulting innovation and creativity. And when everyone feels like they belong and that they have a stake in the future, we’re less likely to see conflict and violence.

That’s a bright future, one we can create together. Here are a few ideas for getting involved:

Volunteer! Many organizations advocate for social justice issues. Find one that aligns with your values and get involved. The Human Rights Campaign and NAACP are great places to start.
Talk! Talk to your family, friends, coworkers, and community groups about diversity, equity, and inclusion and its overlap with social justice. Awareness isn’t enough when there’s so much misinformation. The more people who are aware of and understand these issues, the more likely we are to make progress.
Speak with your dollars! Support businesses and organizations committed to DEI and social justice. When you spend your money with businesses and organizations that are committed to DEI and social justice, you are sending a message that you value these issues.
Educate yourself! The more you know, the better equipped you’ll be to make a difference. While there are many ways to learn, one option is to pursue diversity, equity, and inclusion certification through the Institute for Diversity Certification (IDC).

DEI certification

IDC offers two credentialing programs for diversity, equity, and inclusion professionals : the Certified Diversity Professional (CDP)® and the Certified Diversity Executive (CDE)® .

The CDP® program is designed for professionals who are new to the field of DEI or who are looking to champion DEI initiatives in their organization. The CDE® program is designed for leaders and executives who are responsible for setting their organization’s direction.

Both programs are rigorous and comprehensive and provide candidates with the knowledge and skills they need to make a difference in the world. Learn more and get started today!

DEI Work: The Key to a More Equitable Future

Tue, 13 Jun 2023 13:55:00 GMT

Photo by Sora Shimazaki

DEI Work: The Key to a More Equitable Future

In recent years, there has been a growing movement to ban or restrict diversity, equity, and inclusion (DEI) work. This movement is often motivated by false premises: that DEI is a form of "identity politics," is unfair to some population groups, and is divisive and harmful to society. However, the reality is that DEI is essential for creating a more just and equitable world.

What is DEI work?

DEI work is about ensuring that everyone's voice can be heard and has an equal chance to succeed, regardless of race, ethnicity, gender, sexual orientation, or other factors. DEI helps break down barriers that prevent people from reaching their full potential, and it can create a more inclusive and welcoming environment.

Why is DEI work important?

A wealth of research shows the benefits of DEI work. For example, a study by McKinsey & Company found that companies in the top quartile for racial and ethnic diversity are 35% more likely to outperform their competitors on profitability . Another study by Harvard Business Review found that companies with more women in leadership roles are more likely to innovate and grow .

The benefits of DEI work aren't limited to the workplace. DEI work can help to improve educational outcomes, reduce crime rates, and strengthen communities. A study by the National Bureau of Economic Research found that students who attend more diverse schools are more likely to have higher GPAs and are more likely to graduate A study by the University of Chicago found that neighborhoods with more diversity have lower levels of social isolation and higher levels of trust . The study also found that neighborhoods with more diversity have lower rates of crime and violence.

What can we do to support DEI work?

If you're with a company or school that is committed to diversity, equity, and inclusion, there are a number of things you can do to make progress. Here are a few ideas:

Hire a DEI consultant to assess your current diversity and inclusion practices and develop a plan for improvement.
Create a DEI committee to raise awareness of DEI issues and develop policies and practices that promote inclusion.
Provide training for employees and students to understand the importance of diversity and how to create a more inclusive environment.
Hold regular conversations about DEI to ensure people feel comfortable discussing these important issues.
Enroll your leadership team in a DEI certification program to ensure they understand and advocate for equity across the organization.

The importance of allyship

Allies are people who are not part of a marginalized group but who support the group and work to create a more inclusive environment. Allies can play a critical role in DEI work by speaking up against discrimination, advocating for marginalized groups, and helping to create a more welcoming environment.

The importance of accountability

DEI work is not just about changing policies and practices; it’s also about changing hearts and minds. Companies and schools need to be accountable for their DEI efforts to ensure they’re making progress. This can be done by tracking metrics, collecting feedback, and adjusting as needed.

The importance of perseverance

DEI work is an ongoing process. It takes time, effort, and commitment to create a better world. Companies and schools need to be prepared to persevere in the face of challenges and setbacks.
Make a Difference

DEI work is essential for creating a more equitable future. It’s not about giving special treatment to any one group, but about ensuring that everyone's voice can be heard and has an equal chance to succeed. DEI helps break down barriers that prevent people from reaching their full potential, and it can create a more inclusive and welcoming environment.
The benefits of DEI work are clear and numerous. Companies and schools that invest in DEI work can expect to see improvements in employee morale, productivity, and retention. They can also expect to see an increase in innovation and creativity. In addition, DEI work can help to improve educational outcomes, reduce crime rates, and strengthen communities.

In the face of legislation that seeks to ban or restrict DEI work, it’s more important than ever for companies and schools to continue investing in this important work.

The Certified Diversity Executive (CDE)® credential is the gold standard for diversity, equity, and inclusion worksite programming. Designed to help executives develop the skills and knowledge they need to create inclusive workplaces, the CDE® credential is a valuable asset for any executive who wants to make a difference in the world.

Improve your company's culture and performance
Attract and retain top talent
Create a more welcoming and inclusive workplace
Lead your company into the future

By working together, we can create a world where everyone is treated with dignity and respect, regardless of their identity. Let's keep fighting for a better future.

(Not an executive? We also offer the Certified Diversity Professional (CDP)® for professionals seeking to advance DEI in their places of work.)

Discover IDC's certification programs!

The Maternal Wall & Unconscious Bias: Pregnant Women in 2023

Mon, 12 Jun 2023 12:21:00 GMT

The Maternal Wall & Unconscious Bias: Pregnant Women in 2023

Introduction

In this blog post, I'll share my own experience of being bullied during my pregnancy with my son Orlando after disclosing my pregnancy in an early stage. I'll also discuss Naomi Osaka's powerful statement on the subject and emphasize the importance of organizations implementing policies to prevent such discrimination in the workplace.

My Personal Experience

When I found out I was pregnant with Orlando, I was excited and couldn't wait to share the news with my managers. However, the response I received could have been more supportive. Instead of congratulations, I was bombarded with questions about how my pregnancy would affect my career and whether I'd be able to balance motherhood with my professional responsibilities. The bullying persisted throughout my pregnancy, making an already challenging time even more difficult. Unfortunately, my story is not unique.

Naomi Osaka's Powerful Words

Tennis superstar Naomi Osaka recently addressed the issue of discrimination against pregnant women in the workplace, stating, "There are plenty of male athletes with kids that are significantly less accomplished – you might wanna worry about them instead."

Her words highlight the persistent double standards that exist in our society, where women are often unfairly scrutinized for their choices while men seldom face the same level of scrutiny.

The Importance of Organizational Policies

To prevent incidents related the maternal wall bias from occurring in the workplace, it is crucial for organizations to adopt comprehensive policies that protect pregnant employees from harassment and discrimination. These policies should include raising awareness about the issue, providing training programs to sensitize employees, and establishing clear guidelines for maintaining a supportive work environment.

Additionally, grievance redressal mechanisms must be in place to promptly and effectively address any instances of harassment or discrimination.

The Consequences of Inaction

Failing to address this issue can have dire consequences on the health of the expectant parent and their unborn child. The stress and anxiety caused by a hostile work environment can lead to complications during pregnancy and negatively impact the well-being of both the mother and baby. By taking proactive measures, organizations can ensure the safety of their employees and foster a more inclusive and equitable workplace culture that benefits everyone.

Conclusion

In 2023, it is high time for society to move beyond ignorant and micro aggressive questions about pregnant women's careers. By sharing my story and discussing the powerful words of Naomi Osaka, I hope to raise awareness about the ongoing issue of workplace discrimination against pregnant women. It is essential for organizations to take responsibility and implement policies designed to protect the well-being of expectant parents and their unborn children, ultimately fostering an inclusive and supportive work environment for all.

About Vivian Acquah, CDE®

Equity: How to Design Organizations Where Everyone Thrives

Wed, 07 Jun 2023 11:00:00 GMT

Equity: How to Design Organizations Where Everyone Thrives

I read the book Equity: How to Design Organizations Where Everyone Thrives by Minal Bopaiah, founder of Brevity & Wit, a strategy and design firm. I found this piece inspiring and full of great resources for anyone passionate about diversity, equity, and inclusion (DEI) and changing organizations to be more equity centered.

The following book review follows the 5-4-3-2-1 reflection system:

Five words, concepts, or phrases that resonated with me.
Four pieces of knowledge I gained from reading.
Three points that stood out the most.
Two meaningful quotes I want to remember.
One thought-provoking discussion prompt.
Bonus points are reserved for unique book tidbits.

Five New Words, Concepts or Phrases that resonated with me:

After reading the book, these five words and concepts resonated with me the most:

Human-Centered Design (HCD): Bopaiah advocates for taking a HCD approach to redesigning organizations for equity because it centers on human experience. The elements of HCD include empathize, define (the problem), ideate (brainstorming), and prototype.
Perspective-gathering vs Perspective-taking: Bopaiah asserts that perspective-giving is different than perspective-taking in that it doesn’t project one’s thoughts and beliefs onto someone else, it is about actually listening to the other person’s perspective.
REACH (Representation, Experience, Accessibility, Compensation, and Harm Reduction): The author introduces the REACH Equity Content Screen, a tool created by writer and speaker Vu Le. It includes principles for content creators to help center equity in their work when creating media content (see pages 106-108).
Unethical Pattern: The author draws attention to the inequitable practice of unethical patterns, which is an interface design to trick users into doing things that ultimately benefit the company and not the user.
Engaged and Equitable Leadership: According to Bopaiah, designing for equity begins with engaged leaders who walk the talk and are willing to go against the status quo to ensure everyone can thrive. Chapter 3 is dedicated to this concept.

Bopaiah also offers readers a glossary on page 139 of the book, defining many of the words and concepts the author writes about.

Four Things I learned:

Practicing equity and constructing equitable organizations is an ongoing process of breaking down inequitable systems.
There is never just one correct approach; different paths can lead to the same outcome.
Eliminating inequities starts with systems redesign.
We all have a part to play in creating an equitable society where all can thrive.

Three Main Points:

Organizations should strongly consider a human-centered design approach to reform systems for equity.
Redesign begins with centering and rehumanizing.
Perspective-gathering is key to building relationships and trust when considering breaking down inequitable systems and co-designing new ones.

Two Memorable Mentions:

Bopaiah asserts in the introduction that “inclusion without equity is toothless organizations end up talking about how to make people “feel more included” without doing the hard systems redesign that yields equal pay, more diverse leadership teams, and other signs of equal access to opportunity” (p. 7). This quote resonated with me, as I have seen many DEI policies fail because the focus on equity was absent throughout the entire process - from planning to implementation.
Another quote that stood out to me I read in Chapter 4: Bridging the Gap. Bopaiah states, “Engaged leaders understand that if they want to design more equitable organizations, they need to center people who have historically been pushed to the margins. This begins with the empathic practice of perspective-gathering, where leaders take time either formally (through assessments) or informally (through feedback and conversation) to listen to the experiences and needs of people on the margins” (p. 65). This quote speaks to the importance of practicing empathy as a leader, which I strive to embody in my work. If leaders lack empathy for others, they will struggle to effectively demonstrate that they value equity and equality.

One Thought-provoking Question:

After reading this book, I pondered: How can I demonstrate equitable leadership daily?

Audience:

DEI professionals, book club members, coaches, consultants, Executive leaders in public and private settings, college and university students, and professors, and anyone passionate about being an equitable leader and making systems more equitable for those often left out of the conversation.

Bonus Points:

This book offers readers various resources beyond its pages, like a discussion guide for book clubs, worksheets from DEI practitioners, and the author's website with free downloads. The publisher even provides a welcome gift of a free e-book on their webpage.

I highly recommend Equity: How to Design Organizations Where Everyone Thrives to anyone who is interested in learning more about equity and how to create more equitable organizations. It is a well-written and informative book that is full of practical advice. I believe that everyone has a role to play in creating a more equitable world, and this book is a great place to start.

About Kima

9 Ways to Drive Inclusive Hiring Practices within 2023 Legal Parameters

Mon, 05 Jun 2023 19:01:00 GMT

9 Ways to Drive Inclusive Hiring Practices within 2023 Legal Parameters

Anti-DEI legislation in Florida and Texas prohibits diversity, equity, and inclusion (DEI) efforts at publicly funded universities and companies that do business with the state. It bans training that discusses race, ethnicity, gender, or sexual orientation, and has been criticized by some as discriminatory and harmful.

And as a CEO or hiring manager, you know that DEI are essential for a successful business. A diverse workforce can bring different perspectives and experiences to the table, which can lead to better decision-making, innovation, and creativity.

One of the most important things you can do to promote DEI is to ensure your hiring practices are inclusive. This means creating a fair and equitable hiring process that gives all candidates an equal opportunity to be considered for a job.

9 tips for driving inclusive hiring practices within the boundaries of the anti-DEI legislation:

1. Be aware of your own biases.

It's important to be aware of your own biases when interviewing candidates. Everyone has unconscious biases, but it's important to be aware of them so that you can make fair and unbiased hiring decisions.

2. Focus on unconscious bias training.

Unconscious bias training can help employees to become aware of their own biases and how those biases may impact their decision-making. It's important that training is tailored to your organization.

3. Create a diversity and inclusion committee.

A diversity and inclusion committee can help to develop and implement diversity and inclusion initiatives within an organization. The committee should consist of employees from all levels of the organization to ensure the committee has a broad perspective on diversity and inclusion issues.

4. Provide employees with opportunities to learn about different cultures and perspectives.

This can be done through employee resource groups, training programs, or other initiatives. Be inclusive by ensuring these options are available to all employees.

5. Use inclusive language in job descriptions and marketing materials.

Avoid using gendered language or terms that may alienate certain groups of candidates. For example, instead of saying "he" or "she," use "they" or "the candidate" and instead of “manpower,” use “workforce.” Also, avoid using industry jargon that may be unfamiliar to some candidates.

6. Use a diverse interview panel.

When interviewing candidates, it's important to have a diverse panel of interviewers. This will help to ensure that all candidates are evaluated fairly and that no one's qualifications are overlooked due to unconscious bias. You should also ensure that panel members have taken unconscious bias training.

7. Ask questions that focus on skills and experience.

When interviewing candidates, focus on questions relevant to the job and avoid questions that are personal or could be considered discriminatory. For example, you shouldn't ask about a candidate's marital status, number of children, or religion.

8. Track your hiring data.

Tracking your hiring data can help you identify any areas where your hiring practices may be unfair or discriminatory. For example, you can track the number of candidates from underrepresented groups who are interviewed, hired, and promoted.

9. Be transparent about your DEI efforts.

Let candidates know that your company is committed to DEI. You can do this by including information about your DEI efforts on your website, in your job postings, and during interviews. When being transparent about your DEI efforts, it's important to be specific about your goals and how you plan to achieve them. This will help to build trust with potential candidates and employees.

By following these tips, you can help to create a more diverse and inclusive hiring process, even within the boundaries of the anti-DEI legislation in Florida and Texas. This will help you attract and hire the best talent, regardless of their background.

Organizations should consult with legal counsel to ensure that they comply with the law.

Create a More Successful Business

In today's global economy, businesses that are successful are those that can attract and retain the best talent, regardless of their background. A diverse workforce brings different perspectives and experiences to the table, which can lead to better decision-making, innovation, and creativity. The Institute for Diversity Certification (IDC)® is the leading provider of diversity certification programs . Credentialed professionals have the skills and knowledge to create a more welcoming, supportive environment for all employees.

If you're looking to create a more successful business, then you need to invest in diversity, equity, and inclusion certification. IDC's programs can help you attract and retain the best talent, improve decision-making, and boost innovation.

IDC® offers two certification programs for all types of professionals and executives who are committed to creating diverse, equitable, and inclusive workplaces:

Certified Diversity Professional (CDP)® - designed for anyone interested in or responsible for championing diversity in their organization.
Certified Diversity Executive (CDE)® - designed for executives who are responsible for setting the vision and strategy for their organizations.

Investing in DEI is an investment in your organization's future. By becoming certified, you can show your commitment to DEI and help your organization create a more inclusive and productive workplace for all. Discover IDC's certification programs!

Candidate Handbooks and Upcoming Board Meeting

Wed, 31 May 2023 20:18:15 GMT

Candidate Handbooks

and Upcoming Board Meeting

Candidate Handbooks

New handbooks for the Certified Diversity Professional (CDP)® and Certified Diversity Executive (CDE)® are here! Your handbooks provides comprehensive information about the certification program, including the exam content, application process, and resources for preparing for the exam. Download yours today on the Resources page !

Certification Board Meeting

Upcoming Meetings:

November 8, 2023

Key Questions DEI Professionals Should Ask Hiring Managers During Interviews

Wed, 31 May 2023 15:07:00 GMT

Photo by Ian Schneider on Unsplash

Key Questions DEI Professionals Should Ask Hiring Managers During Interviews

As a DEI professional and chief diversity officer, you know that the hiring process is one of the most critical stages in creating a diverse and inclusive workplace. By asking the right questions during interviews, you can help hiring managers identify areas for improvement and encourage a culture of growth and inclusivity.

Whether you're a seasoned DEI expert or just starting in the field, this article provides the key questions you should ask during interviews to ensure a more equitable hiring process.

How do you attract and retain a diverse pool of candidates?

One of the most critical steps in creating a diverse and inclusive workplace is attracting a diverse pool of candidates for job openings.

Hiring managers need to adopt recruitment strategies that attract talent from different backgrounds, experiences, and perspectives. By asking this question, you can gauge their commitment to diversity and identify specific strategies they have used to create an inclusive talent pipeline.

How do you mitigate unconscious bias in the hiring process?

Unconscious bias can influence the hiring process and limit opportunities for underrepresented groups. Therefore, as a DEI professional, it's essential to ask hiring managers how they mitigate unconscious bias in their selection process.

For example, encourage them to use structured interviews, remove identifying information, and implement diversity metrics to ensure a fair and equitable hiring process.

How do you measure DEI success in the workplace?

Measuring diversity, equity, and inclusion success is essential to create a continuous growth and improvement culture. As a DEI professional, you need to know how hiring managers measure workplace diversity, equity, and inclusion success.

Encourage them to measure metrics such as retention rates, promotion rates, and employee engagement surveys to stay accountable and transparent.

What kind of DEI training do you provide for hiring managers?

Hiring managers have a significant impact on the diversity and inclusivity of the workplace. Therefore, it's essential to provide them with the training and skill set needed to identify and mitigate unconscious bias and create a more inclusive work environment.

As a DEI professional, you need to ask hiring managers about the training they provide to ensure they have the skills and knowledge to create a diverse and inclusive workplace.

How do you support underrepresented groups in the workplace?

DEI professionals should do their best so that underrepresented groups receive the support, mentorship, and resources needed to succeed. This also includes providing them with an inclusive and equitable work environment that recognizes and values diversity and inclusion.

Ask hiring managers about their strategies for supporting underrepresented groups and how they create a welcoming workplace for all.

Additional helpful questions to ask during your interview:

What is your organization's stance on diversity, equity, and inclusion?
What are your thoughts on the current state of DEI in this industry/sector?
What resources (time, budget, etc.) do you anticipate will be necessary to achieve our goals?
Do you have any concerns about my ability to perform this job effectively, given my background/experience?
How can I address any concerns you may have?
How will my performance be evaluated?
What are the opportunities for advancement within the company for someone in this position?
What are some specific examples of how your company embraces diversity, equity, and inclusion?
What challenges do you see that our industry/sector faces when it comes to DEI?
What unconscious bias training have you and/or your team undergone?
How do you create an inclusive environment within your team/department?
What are some things that you would like to see the change in the industry/sector regarding DEI?
Have you ever faced any challenges when it comes to being an ally to underrepresented groups? If so, how did you address them?
How do you ensure that all voices are heard and respected within your team/department?
What steps does your company take to ensure that its workplace is accessible for employees with disabilities?
What policies or practices does your company have in place to support employees who are members of the LGBTQIA+ community?
Does your company offer any family-friendly benefits or policies (e.g., parental leave, flexible work arrangements, etc.)? If so, could you tell me more about them?
Do you have any suggestions on ways that I can further develop my skills in diversity, equity, and inclusion?

Conclusion

As a DEI professional, asking the right questions during interviews can contribute to a more diverse and equitable workplace. And by bringing these topics to the forefront, you can ensure hiring managers commit to fair and inclusive practices.

Implementing these essential questions will ultimately contribute to a continuous growth and improvement culture while promoting a diverse and inclusive work environment.

About Vivian Acquah, CDE®

The Value of Professional DEI Certification

Wed, 24 May 2023 16:09:00 GMT

Photo by Yan Krukau

The Value of Professional DEI Certification

In today's competitive job market, having a certification can give you a significant edge over other candidates. This credential demonstrates your skills and knowledge in a particular area and can help you qualify for jobs, advance your career, and earn a higher salary.

There are distinct certifications relevant to specific career fields. For example, nurse practitioners certify through the American Association of Nurse Practitioners while a human resources professional may be certified through the Society for Human Resource Management or Human Resource Certification Institute. Regardless of whether your field requires certification or not, earning credentials can elevate your career.

Top benefits of professional certification

Advance your career. If you’re already working in a job, getting certified can prove your career commitment and that you’re willing to invest in your development.
Qualify for new jobs. Many employers now require candidates to have certain certifications, especially for jobs in high-demand fields.
Earn a higher salary. Studies show that certified professionals earn 10-15% more than non-certified professionals, on average.
Develop your leadership skills. Diversity and inclusion (D&I) is a complex issue that requires strong leadership. A certification can help you develop the skills you need to lead D&I initiatives in your organization.
Build your network. A certification program gives you the opportunity to network with other professionals committed to diversity, equity, and inclusion (DEI). This can be a valuable resource as you work to create a more diverse and inclusive workplace.

Considering certification?

Here are some things to keep in mind.

Choose a certification relevant to your career goals.
Ensure that the certification is from a reputable organization. There are a lot of scams out there, so do your research before registering.
Be prepared to put in the time and effort required. Certification exams can be challenging, but they are worth it in the end.

Do DEI professionals need certification?

Diversity, equity, and inclusion is a critical issue for organizations of all sizes. In today's globalized and interconnected world, businesses can no longer afford to ignore the diversity of their customers, employees, and partners. Additionally, a diverse and inclusive workplace is essential for innovation, creativity, and productivity.

Many DEI practitioners have ambition, drive, and passion, but not all have the professional training to truly drive culture change at work. Professional diversity, equity, and inclusion certification can help you develop the skills and knowledge you need to create interventions that drive positive outcomes. A diversity certification program will teach you the history and theory of DEI, as well as the practical skills you need to apply inclusive initiatives in your organization.

Studies show that certification is an asset for both job seekers and employees. These data-driven sources support the value of professional diversity, equity, and inclusion certification:

Society for Human Resource Management – organizations with DEI initiatives in place are more likely to have higher employee engagement, customer satisfaction, and financial performance.
Harvard Business Review – companies with diverse leadership teams are more likely to be innovative and successful.
Credit Suisse – companies with more women on their boards of directors are more likely to outperform their peers on financial metrics such as return on equity and return on assets.
McKinsey Global Institute – closing the gender gap could add $12 trillion to the global GDP by 2025.
National Association of Colleges and Employers – 72% of employers said they would be more likely to hire a job candidate who had a certification.
Society for Human Resource Management – certified professionals earn an average of 10-15% more than non-certified professionals.
American Society for Training and Development – employees who are certified are more likely to be engaged in their work and to stay with their company.

Take the next step

While many credentialing programs are relevant to all career fields, other certifications can benefit any professional or executive career path, including professional credentials through the Institute for Diversity Certification (IDC)®. IDC’s certifications demonstrate your expertise in diversity and inclusion and can help ensure your work practices enable and accommodate your colleagues and customer groups.

Set clear goals and objectives for DEI.
Develop a comprehensive DEI strategy.
Create a culture of inclusion.
Provide DEI training and education.
Measure and optimize your progress.

Ready for the next step in your professional journey? IDC® offers two certification programs for all types of professionals and executives who are committed to creating diverse, equitable, and inclusive workplaces:

The leading provider of diversity and inclusion credentialing programs, IDC offers two certification programs for individuals from varying career paths and experience:

Certified Diversity Professional (CDP)® - designed for anyone interested in or responsible for championing diversity in their organization.
Certified Diversity Executive (CDE)® - designed for executives who are responsible for setting the vision and strategy for their organizations.

Diversity Programs Help Create Inclusive, Equitable Learning Environments

Wed, 17 May 2023 13:59:00 GMT

Photo by RDNE Stock project

Diversity Programs Help Create Inclusive, Equitable Learning Environments

Diversity, equity, and inclusion (DEI) programs have been the subject of much discussion in politics, the news, and on university campuses lately. Some people believe these programs are essential to creating a better society, while others believe they’re divisive and harmful.

The Society for Diversity and Institute for Diversity Certification (IDC)® support these programs. Not only is DEI essential to creating a more just and equitable society, but programs also help prepare students for the diversity they’ll find in their careers and the world around them.

Diversity and Inclusion Programs in Higher Education

Diversity is not radical or divisive. It helps create more inclusive environments for all students, regardless of race, ethnicity, gender, sexual orientation, socioeconomic status, or any other variance. All students should have the opportunity to succeed.

DEI programs can strengthen a university's commitment to truth. Universities are places where people come together to learn, share ideas, and challenge each other's thinking, and their commitment to truth through research, teaching, debate, and discussion is essential to human progress. DEI adds to this commitment by promoting open, honest dialogue and helping ensure the curriculum is inclusive and representative of the diverse world in which we live.

Prohibiting ideological DEI programs would weaken free inquiry on campus. Without DEI programs, students are less likely to feel comfortable discussing difficult issues and discovering different perspectives, ultimately making it more difficult for them to develop the critical thinking skills needed to be successful in life.

Improve student outcomes. Studies show that students who attend diverse institutions are more likely to graduate, earn higher grades, and have more positive experiences. A study by the National Bureau of Economic Research found that students who attended more diverse colleges were more likely to be employed after graduation, earn higher salaries, and be promoted more quickly.

Prepare students for the workforce. The global economy is increasingly diverse, and DEI programs can help students develop the skills they need to succeed in a globalized workplace. A study by the National Academies of Sciences, Engineering, and Medicine found that students who participated in DEI programs were more likely to develop critical thinking skills, problem-solving skills, and communication skills.

Build a more inclusive society. DEI programs can help promote understanding and respect among people from different backgrounds. The National Academies also found that students who attended diverse colleges were more likely to have a positive attitude towards diversity and inclusion in the workplace.

Advocate for Students and Advance Your Career

Studies show that DEI programs can help students develop the skills and attitudes required to succeed in a diverse workforce. In addition, DEI programs can help students become aware of the challenges and opportunities that exist in a globalized economy. This further helps them make informed decisions about their future careers and to become more effective leaders in the workplace.

The debate over university DEI programs is likely to continue for some time, but their benefits far outweigh potential drawbacks. Supporting these programs better equips our future workforce for the global stage.

Diversity Certification

Whether you work in higher education or another industry, one way to support diversity and inclusion is to become credentialed. Diversity certification is a great way to demonstrate your commitment to DEI and support the scholars in your workplace and community. You’ll also add value to your career through enhanced skills in communication, conflict resolution, and teamwork.

The leading provider of diversity and inclusion credentialing programs , the Institute for Diversity Certification (IDC)® offers two certification programs for individuals from varying career paths and experience:

Certified Diversity Professional (CDP)® - designed for anyone interested in or responsible for championing diversity in their organization.
Certified Diversity Executive (CDE)® - designed for executives who are responsible for setting the vision and strategy for their organizations.

Get started with IDC® today!

Prioritizing Mental Health Services in Diversity, Equity, and Inclusion Initiatives

Mon, 15 May 2023 10:00:00 GMT

Photo by Marcel Strauß on Unsplash

Prioritizing Mental Health Services in Diversity, Equity, and Inclusion Initiatives

Diversity, equity, and inclusion (DEI) programs are an integral part of business policies around the world. Once considered a sign of a progressive, people-first firm, today’s workplace DEI initiatives are as vital as cash flow forecasts and supply chain management.

However, good DEI programs are more than tokenized efforts to appease employees. A robust, regularly updated DEI initiative can support staff mental health and help businesses build happier workplaces.

Businesses that assemble a DEI task force should make mental health services a core component of their DEI program, too.

Members of traditionally marginalized and underrepresented groups with mental health conditions may find that prejudice, stereotype, or systemic inequality exacerbates their symptoms. These employees need to feel supported at work and will benefit greatly from mental health in DEI.

Benefits of Supporting Mental Health

DEI programs can be expensive for small and medium-sized enterprises (SMEs). However, SMEs that promote DEI will benefit from increased productivity and reduced staff absenteeism. This sentiment is echoed by the World Health Organization (WHO).

Research by the WHO estimates that mental health-related conditions cost businesses up to $1 trillion annually in lost productivity and hefty healthcare bills. Conversely, the WHO reports that investment in treatments for common conditions like depression and anxiety yields a fourfold return as staff who feel respected and supported are far more productive.

A longitudinal study from the Journal of Occupational and Environmental Medicine also supports long-term investments in mental health. Businesses that invest in the mental health of their staff experience lower absenteeism and presenteeism, as well as an uptick in productivity and job performance.

SMEs that take their commitment to DEI and mental health seriously will also attract more talented employees. Being known as a people-centric employer is vital in today’s competitive recruitment environment. Companies that champion DEI and mental health will attract talented, loyal staff who will support the long-term growth and prosperity of the business.

DEI Initiatives to Support Well-being

Mental health affects us all differently. However, people-first businesses need to adopt an intersectional, culturally sensitive approach to mental health and well-being. This method can help businesses address systematic issues and stigmas that impact underrepresented or marginalized communities without inadvertently stereotyping individual workers.

Progressive employers can start breaking down barriers by normalizing discussions about mental health . Folks from all backgrounds may have a hard time talking about their mental well-being due to self-stigma and social pressure. Managers and business leaders can lead the charge by changing the way they talk about mental health. Start small with changes like:

Use people-first language (e.g., “a person who has schizophrenia” rather than “a schizophrenic”).
Improve education and attend mental health summits.
Keep resources close at hand for quick, easy referrals.
Model inclusive behavior and be open about personal challenges.

These simple changes don’t cost a dime and can help raise mental health awareness in the workplace. Over time, company culture will shift, and more people will seek help to overcome the mental health challenges they face.

However, small gestures need to be followed up with action. Traditionally marginalized groups face significant barriers to equitable mental health care and are less likely to access support. For example, recent research published in Counseling Today found that folks who are Black, Indigenous, and People of Color (BIPOC) have reduced access to mental health services and are less likely to receive the care they need.

Addressing the barriers faced by BIPOC people will take time and social change. However, DEI programs can play a role in supporting employees who have disparate access to care. DEI funding can be put towards initiatives like:

Paid time off to visit mental health professionals.
Free access to transport.
Childcare funds for parents who need support.
Increased access to representative mental health professionals.

Businesses can’t solve the mental healthcare gap. However, DEI programs can do their part to improve the lives of employees and build more productive, people-first workplaces.

Cultural Change

Mental health is stigmatized in most workplaces. However, with time and effort, attitudes can change. DEI leaders who want to change their workplaces for the better should invest in interdepartmental efforts to promote mental health and DEI through collaboration and open communication.

Every DEI program should have a budget for culture-building events and team-oriented activities. Simple team-building activities like community volunteer days, group yoga, and hiking can boost employees’ mental health and help forge connections between staff.

Over time, these events will build trust within the business and ensure that everyone is on the same page when it comes to mental well-being. DEI leaders who want to make the most of team-building activities can do so by surveying staff and suggesting events and activities that align with their employee’s interests and hobbies.

Conclusion

Mental health and DEI programs are integrally tied. A robust DEI program should help break down mental healthcare barriers and spark cultural change within the business. This can help employees overcome self-stigma and create a more open, trusting work environment. Ultimately, this will reduce staff absenteeism, increase productivity, and attract talented prospective employees in the future.

About Amanda

Asian and Pacific American Heritage Month: A Guide for Workplace Programming

Mon, 08 May 2023 10:00:00 GMT

Photo by Ketut Subiyanto

Asian and Pacific American Heritage Month: A Guide for Workplace Programming

May is Asian and Pacific American Heritage Month, a time to celebrate the contributions and achievements of Asian Americans and Pacific Islanders in the United States. It also gives us an opportunity to discover the history and culture of these communities.

The Diversity Movement (TDM) offers a free Asian and Pacific American Heritage Month Programming Guide . The guide includes tips and ideas for creating events, activities, and resources that educate and celebrate AAPI heritage.

Celebrate AAPI heritage at work
Host a speaker or panel discussion featuring AAPI professionals.
Screen films or documentaries about AAPI history and culture.
Participate in a service project benefiting AAPI communities.
Create a display of AAPI art or literature.
Host a potluck lunch featuring AAPI cuisine.
Offer training on unconscious bias and microaggressions.
Create a mentorship program for AAPI employees.
Support AAPI-owned businesses.

Celebrating AAPI Heritage Month is a great way to show your commitment to diversity, equity, and inclusion. By taking the time to learn about AAPI history and culture, you can create a more welcoming and inclusive environment for all employees.

About The Diversity Movement

Supporting the LGBTQ Community Ahead of PRIDE 2023

Mon, 01 May 2023 15:40:00 GMT

Supporting the LGBTQ Community Ahead of PRIDE 2023

Every year, June marks Pride Month, a celebration of lesbian, gay, bisexual and transgender people and a commemoration of the anniversary of the Stonewall riots. In Iowa, 3.6% of people identify as LGBTQ, according to UCLA Williams Institute , and local resources offered by the Des Moines Pride Center, Iowa Safe Schools , One Iowa and others are essential to creating an inclusive city with LGBTQ-friendly policies that helps the region stay innovative and globally competitive. Iowa Safe Schools offers a Queer Campus Coalition to support post-secondary education of LGBTQ students in the state, while One Iowa’s LGBTQ Leadership Institute prepares the next generation of LGBTQ leaders. Applications for 2023 are live through Saturday, April 15 .

In Greater Des Moines (DSM), there are many resources and events available to the LGBTQ community and its allies. This work is important year-round, not just in June, and that’s why we’ve put together the following events and resources now, so you don’t miss out on ways to get active in DSM.

LGBTQ Upcoming Events

Aside from DSM’s annual Pride Fest celebration — taking place June 9 – 11, 2023 — the partners above, and other community businesses and organizations, offer events to get involved with and support the LGBTQ community all year long. A few upcoming events include:

LGBTQ+ Legal Clinic at Drake Legal Clinic on Saturday, April 22 from 10 am-2 pm
18th Annual Governor’s Conference on LGBTQ Youth at Prairie Meadows Event Center on Friday, April 28
Rolling Into Pride Skate Party at Skateland Des Moines on Tuesday, May 30 at 6 pm
LGBTQ 101 at West Des Moines Public Library on Wednesday, May 31 at 6 pm
Des Moines Latino Film Festival: LGBTQ Night at the State Historical Museum on Wednesday, June 14 at 4:30 pm
Disney Drag Brunch: Heroes and Villains for all ages at The Garden on Saturday, June 17 at 10 am
I-Cubs Pride Night at Principal Park on Friday, June 2 at 5:30 pm
Capital City Pride Stride 5K in the Historic East Village on Saturday, June 10 at 8 am
14th Annual One Iowa Gala at The River Center on Friday, June 30 at 7 pm

Other events include the Capital City Pride Speaker Series at the Temple Theater in Downtown DSM, which discusses LGBTQ issues and politics as well as human rights.

Online Tools

To help combat cyberbullying, an LGBTQ Guide from vpnMentor offers tips for navigating online communities, including connecting with colleagues on social media, controlling your online identity and safely taking part in online dating. According to a vpnMentor study, 73% of LGBTQ+ people have reported being personally attacked or harassed online. Staying safe online starts with awareness, and this guide provides insight into how LGBTQ community members can handle the challenges they might encounter online.

Learn more about stats and resources of LGBTQ individuals living in DSM on DSMpartnership.com .

Greater Des Moines (DSM) welcomes diverse talent to the region. As one of the fastest growing business communities, inclusion and attracting diverse talent in the workplace is a key strategy of the Greater Des Moines Partnership. Learn more here .

Does DEI have investment merit?

Thu, 27 Apr 2023 18:40:00 GMT

Does DEI Have Investment Merit?

Diversity, equity, and inclusion (DEI) has become a priority for many companies in recent years. However, there’s still debate about whether or not DEI initiatives are worth the investment. Let’s review data from several recent diversity-related articles, with a focus on investment and return on investment (ROI).

MIT Sloan School of Management

A 2022 panel conducted by MIT's Sloan School of Management found that just over 31% of panelists agree that corporate DEI investments should have a financial ROI . However, the consensus in this same group was that there are many reasons companies should be motivated to invest in DEI — among them, morality and fairness.

Unfortunately, the panel found no clear consensus on how to measure the ROI of DEI initiatives. Some panelists argued that they should be evaluated on their own merits, while others argued that DEI initiatives should be evaluated based solely on financial impact.

Deloitte US CEO survey

A 2023 survey of US CEOs by Deloitte found that DEI remains a top priority for most CEOs , but that the momentum behind DEI efforts has slowed significantly since 2020. The survey also found a number of barriers preventing companies from making real progress, including:

Lack of senior leadership support
Lack of resources
Lack of employee buy-in
Lack of data and metrics
Lack of awareness of DEI best practices

McKinsey & Company study

A 2020 study by McKinsey & Company found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.

The study also found that companies in the top quartile for gender diversity are 21% more likely to have financial returns above their respective national industry medians.

Other related data

A 2018 study by Harvard Business Review found that companies with more diverse workforces are more likely to be profitable, innovative, and customer-focused. They’re also more likely to attract and retain top talent.

Finally, the study found that DEI isn’t just about hiring a diverse workforce. It’s also about creating an inclusive culture where everyone feels valued and respected. When employees feel like they belong, they’re more likely to be engaged and productive.

A clear link between DEI and financial ROI

The cited studies are correlational, meaning other factors may have contributed to observed results. Despite the lack of a clear causal link, there’s still a strong business case for investing in DEI . Companies committed to DEI are more likely to attract and retain top talent, create a more inclusive workplace, and build stronger relationships with customers and stakeholders.

Diversity certification through the Institute for Diversity Certification (IDC)®

Setting clear goals and objectives for DEI.
Developing a comprehensive DEI strategy.
Creating a culture of inclusion.
Providing training and education on DEI.
Measuring your progress and make adjustments as needed.

Take the next step

DEI is an ongoing journey, but it is one that is well worth taking. By embracing DEI, organizations can create a more inclusive and productive workplace for all.

Ready for the next step in your DEI journey? IDC offers two certification programs for all types of professionals and executives who are committed to creating diverse, equitable, and inclusive workplaces:

Certified Diversity Professional (CDP)® - designed for anyone interested in or responsible for championing diversity in their organization. Topics include:

Diversity and inclusion fundamentals
Legal and regulatory requirements
Diversity and inclusion strategy
Diversity and inclusion communication
Diversity and inclusion training and development
Diversity and inclusion measurement and evaluation

Certified Diversity Executive (CDE)® - designed for executives who are responsible for setting the vision and strategy for their organizations. Topics include:

The business case for DEI
Diversity and inclusion leadership
Diversity and inclusion change management
Diversity and inclusion talent management
Diversity and inclusion risk management

Additional sources:

https://www.linkedin.com/pulse/building-more-representative-workforce-brian-reaves

5 Changes Organizations Can Make to Create Equity for Women

Mon, 24 Apr 2023 11:00:00 GMT

Image by Rosy from Pixabay

5 Changes Organizations Can Make to Create Equity for Women

In 2023, women still earn less than men, are less represented in leadership, and endure gender discrimination and systemic disadvantages for their career development.

According to the Women in the Workplace report from McKinsey and LeanIn.Org, women leaders are leaving their companies at the highest rate ever and the gap between women and men in senior roles quitting their jobs is the largest it’s ever been since the start of tracking these numbers in 2015. Put simply, women are not getting the support they need from employers to be successful and avoid burnout. Additionally, not only are women leaders leaving their positions, but a “broken rung” at the first step up to manager means women are at a disadvantage early in the leadership pipeline.

Here are some practical ways organizations can start fixing these problems today:

1. Coproduction

Utilize the coproduction (also known as co-design or co-creation) framework: an approach to designing solutions in which community members are equal collaborators in the production process. When developing strategies to address roadblocks for women’s advancement, ensure you are both listening to the women in your organization and involving them throughout the process to ensure these efforts will truly meet their needs. Additionally, establish fair representation among your leadership—without this, decisions affecting women (and other marginalized communities) are being made by executives who most likely do not fully understand the scope of the issues women face.

2. DEI learning journeys for people leaders

According to a new global study by UKG, for almost 70% of people, their manager has more impact on their mental health than their therapist or their doctor—and it’s equal to the impact of their partner. More and more, it is being revealed the extent to which a manager has an impact on their direct reports’ wellbeing. Additionally, many mid-level managers are stressed by the pressure of implementing strategy on behalf of senior leaders and adequately supporting their direct reports. Rectifying managers’ workloads and stress levels has a beneficial ripple effect, and all employees (women especially) are better positioned to thrive in their roles with DEI learning journeys for people leaders that cover topics including unconscious bias , intersectionality , gender diversity , and psychological safety .

3. Fair pay, recruitment, and promotions

Pay transparency and clear paths for career growth go a long way for women’s advancement. Analysis of more than 2 million employees around the world shows that a company’s culture and values are the top factor for whether they would recommend their employer as a place to work, followed by career opportunities, which proved to be 4.5 times more important than salary and benefits. Equal pay is certainly a top priority for achieving global gender equity, but do not underestimate the value of internal growth opportunities. Make a longer shortlist when recruiting and promoting; even adding an additional three candidates to a shortlist has proven to move the needle for women. Gender inequities can be inherent in informal recruitment processes, particularly in male-dominated industries. To remedy this, use skills-based assessments and structured interviews to reduce the risk of bias, and consider candidates’ unpaid labor, including serving on DEI committees, organizing team gatherings, and taking notes in meetings, which are common tasks women take on that do not lead to promotions or advance their careers.

4. Mentorship and sponsorship

When it comes to recruiting and promoting, expand your assumptions of who would be fit for various roles. One way to actively reduce your unconscious bias is to be more aware of your workers’ career goals, skills, and potential. Mentorship and sponsorship go a long way for advancing women’s careers within your organization. Many are probably aware of how women benefit from having a mentor to help break down barriers to promotion, but be sure to consider the reverse: having women mentor men can benefit both parties—and society at large—by allowing people to become more aware of different work styles and realities people experience in the workplace. With this mentorship strategy, men should have DEI training experience to ensure the psychological safety and wellness of the women. Organizations need to ensure the psychological safety and wellness of women mentors, which can be achieved by having mentees go through DEI training around bias and/or allyship, and for the mentors on self-advocacy. Additionally, both parties should agree on expectations and put them in writing at the start for accountability and to ensure mentors do not take on responsibilities outside of scope.

5. Work-life balance

No matter what strategies you choose to lean into at this time, be sure you aren’t asking women to shoulder the burden. As mentioned previously, women already take on more work that doesn’t lead to career advancement and efforts that intensify this burden do more harm than good. Not only that, but the pandemic exacerbated the inequities women around the world face both within the workforce and the home. Consider ways you can cultivate a healthy work-life balance for your employees, especially the women, including newer strategies that prioritize good mental health and ensuring fair parental leave . Prioritizing a healthy work-life balance has a resounding effect: two-thirds of women under 30 say they would be more interested in advancing if they saw senior leaders with the work-life balance they want.

Everyone has something to gain from more equitable systems, processes, and collaboration in the workplace, and these strategies can help actively support women’s career advancement and contribute to a global workplace that is fair for everyone. Women leaders are significantly more likely than men leaders to leave their jobs to work for a company that is committed to employee wellbeing and DEI. These factors are only becoming more important not just to women, but individuals around the world. It is therefore imperative to create equity that honors the intersectionality present in today’s workforce.

Want to create better equity in your organization? LET'S GET STARTED

DEI Explained: What Leadership Is Not Being Told

Fri, 21 Apr 2023 20:12:38 GMT

DEI Explained:

What Leadership Is Not Being Told

Need help selling certification to your executives? Leah Smiley, CDE® and Dr. D. I. Lee, CDE® explain what leadership isn't being told in their most recent webinar. Watch now !

Why Hiring With Diversity in Mind Is Essential For Tech Companies

Mon, 17 Apr 2023 11:00:00 GMT

Photo by Tim Mossholder on Unsplash

Why Hiring With Diversity in Mind Is Essential For Tech Companies

Big tech companies used to be renowned for their employee-centric approach to business. Googlers enjoyed benefits like access to free fitness centers and Apple gave all their employees free, confidential counseling to improve their mental health.

However, at other tech firms like Twitter, DEI efforts have been waylaid during job cuts.

This is a major issue, as hiring with diversity in mind should be a priority for tech companies. Without a diverse workforce, the tech of the future will not represent the people that it aims to serve. This may further entrench unconscious bias and lead to a future where our tech reaffirms exclusion and division.

The Importance of Representation

Representation matters. Whether employees are working in a retail store or are auditioning for a lead programmer role; seeing others who look, dress, or talk like them can help folks feel accepted and encouraged to thrive in their chosen industry.

Unfortunately, there are significant representation gaps in tech . For one, women in general only make up 25% of all computer-science jobs and only 14% of jobs in engineering. Women of color, specifically are represented less so with only 15% holding entry-level positions in tech.

Racial bias is particularly prevalent in tech, too. 62% of Black employees in tech report experiencing discrimination at work and facing issues like being underpaid or unsupported. Without support, Black employees may be more susceptible to stereotype threat and other mental health hurdles. This anxiety may be further propelled by a lack of representation. Despite making up 12% of the workforce , only 8% of the employees are Black. Even worse: only 3% of C-Suite executives in tech are Black.

Not only are these numbers horrific from an ethical and intersectional perspective, but they have big implications for the companies not striving for diversity, equality, and inclusion. Tech companies need a wealth of insights to develop products and software that are relevant to the wider population.

Tech firms that are not diverse entrench bias and may operate using inaccurate data. Homogeneous firms that attempt to complete tech-oriented consumer research , will only “hear from the people who have the time, inclination, and patience to fill out a survey.” Without diverse surveyors, tech firms risk overlooking accommodations for disability, class, education, race, or ethnicity. This undermines consumer research and can build bias in the algorithms that shape the future of tech.

Bias in the Algorithm

The algorithms that underline the programs and devices we use daily are supposed to be user-friendly and entirely free of bias. However, research from Mozilla shows that the world wide web continues to default to serving straight, white, cisgender men.

Rectifying bias in the algorithm will be increasingly important as we enter a new era of the web. Rapid development in machine learning and AI means that more of the sites we all use are underwritten by code that unintentionally discriminates against some users. Those who write the code for AI unknowingly reaffirm unconscious bias and make life in the digital age that much harder for underrepresented communities.

No amount of diversity, equity, and inclusion (DEI) training or anti-racism training can completely eliminate bias in the algorithms that shape modern life. The only solution is actually doing the work by attracting and hiring a diverse workforce.

Attracting a Diverse Workforce

Many major firms say that they want a diverse workforce where people from all backgrounds can thrive. However, few take these words to heart.

Before rolling out a DEI-inspired recruiting program, tech firms have to create an environment where diversity can authentically flourish. Businesses should start by confronting bias in their own recruiting materials . In particular, tech firms should lean on anti-bias AI software to reduce bias during the screening phase. Anti-bias AI can identify coded language and make suggestions to increase the diversity of any given talent pool.

Tech firms should invest in DEI initiatives in the workplace, too. Oftentimes, employees from traditionally underrepresented groups underperform at work due to a lack of support or unchallenged biases. An interdepartmental approach to DEI ensures that all staff gets the support and mentorship they deserve.

Similarly, progressive tech firms can show that their commitment to diversity and inclusion is sincere by embracing new ideas to close the digital divide . Tech firms can reinvest a portion of their profits into fixed wireless access (FWA) programs that ensure rural households can access the web.

Alternatively, tech businesses can join forces with the Federal Communications Commission’s Affordable Connectivity Program (ACP) to aid efforts that give everyone access to affordable internet. This upstream approach to recruiting will ensure that the next generation of talented employees can learn to program, code, engineer, and design the tech products of the future.

Conclusion

Not only is diversity important from an ethical perspective, but it’s also essential for any tech company that wants to survive in a competitive market. Hiring a diverse workforce ensures that the software, programs, and tech products can meet the demands of all users. Diversity in the tech industry will be increasingly in demand as AI and machine learning algorithms embed themselves in the tech products we use in our everyday lives. Without adequate representation, these algorithms will continue to perpetuate bias and prejudice in the digital age.

About Amanda

EU Adopts Pay Transparency Directive to Narrow Gender Pay Gap

Mon, 10 Apr 2023 11:00:00 GMT

Photo by Ibrahim Boran on Unsplash

EU Adopts Pay Transparency Directive to Narrow Gender Pay Gap

The European Union has taken a bold step to address the persistent gender pay gap within the union. During a plenary session on March 30th, the majority in the European Parliament voted in favor of adopting the EU's pay transparency directive .

The directive aims to make salaries more transparent and obliges companies with more than 100 employees to report and fix their wage disparities. The hope is that this will result in narrowing the EU gender pay gap, which currently stands at 12.7%. In this article, I will explore the implications of this directive and why CDOs, CHROs and HR+ DEI professionals must pay attention.

The pay transparency directive is set to make a significant difference in addressing the gender pay gap within the European Union. Companies with more than 100 employees must report the pay gap between male and female employees. If the pay gap exceeds 5% without justification, corrective measures must be taken. The directive aims to make employers more accountable for their wage practices and ensure that women and men are paid equally.

This change is not only impactful for women but for everyone! The gender pay gap can directly impact employees' morale and motivation at work. When employees feel like they are not being paid what they are worth, it can lead to a lack of motivation to perform to their potential. Therefore, addressing the pay gap is not just about fairness but also about creating a positive work environment.

Employers will also be required to share sex-disaggregated data on salary, making it easier for employees to compare their salaries to others. Knowing the criteria used to define salary and pay raises will give employees more understanding of their pay structure. These changes ensure that salaries are gender-neutral and that all genders are treated fairly.

Transparency plays a crucial role in creating a gender-equal workplace. The pay transparency directive will not only ensure salaries are gender-equal, but it will also help address other issues, such as promotion opportunities, which can contribute to the gender pay gap. In addition, making salaries transparent will allow employees to have a better understanding of their worth within the company and ask for more if they believe they are being underpaid.

Conclusion

The EU's pay transparency directive is a step in the right direction to address the persistent gender pay gap within the union. Companies with more than 100 employees will now be held accountable for their wage practices and must ensure that they are gender-neutral. In addition, employees will have access to sex-disaggregated salary data and know the criteria used to define pay structures. This move towards transparency is significant in creating a gender-equal workplace and creating a more positive work environment.

CHROs and HR managers need to take notice of this change and implement the necessary measures to ensure that the gender pay gap is addressed within their companies.

About Vivian Acquah, CDE®

How Small and Mid-Sized Businesses Can Prioritize DEI Initiatives

Mon, 03 Apr 2023 16:41:00 GMT

How Small and Mid-Sized Businesses Can Prioritize DEI Initiatives

Diversity, equity, and inclusion (DEI) have always been important in the workplace. But that doesn’t mean they’ve always been prioritized. Thankfully, in recent years, more businesses and business leaders are working to establish healthy, inclusive workplace environments. While most people associate major corporations and big businesses with these initiatives, it’s just as essential for small-and-mid-sized enterprises (SMEs) to get on board.

Let’s take a closer look at a few ways you can shift your priorities and stay on pace with large enterprises when it comes to hiring the best candidates from a diverse pool and creating a comfortable, safe place for them to shine.

Use Technology to Your Advantage

Today’s modern workplace offers more opportunities than ever before, thanks to advancements in technology. Remote work has been on the rise for years, but we saw a major push during the COVID-19 pandemic when many people used it out of necessity. Thankfully, it’s a trend that continues to grow as both businesses and employees recognize the benefits. For SMEs, the benefits of hiring remote workers include:

● Reduced overhead,

● Boosted retention,

● Greater productivity, and

● Better work-life balance for employees (less burnout).

Perhaps most importantly, though, remote-based work offers underrepresented groups the opportunity to network and apply for careers that they wouldn’t have had access to before. Digitalization is an incredible equalizer in that regard, opening up your business to a wider talent pool. No matter where a candidate is in the world, you can focus on their actual qualities rather than the distance. This benefits your business and improves diversity all at once.

Utilizing remote and hybrid models can also boost internal communication within your business. You can’t control other people’s unconscious biases. But, by developing remote teams of diverse individuals and having them communicate regularly and work together on projects, you’ll foster relationships that can break down the walls of bias and change people’s perspectives on different backgrounds and ethnicities.

Demonstrate a Commitment to DEI Initiatives

If you truly want to benefit from DEI initiatives and show that your business is making inclusivity a priority, be ready to back up your claims with action. By showing a strong commitment to those initiatives, you’ll be more likely to attract a diverse audience. That means a larger pool of employees to choose from, and a more interested target audience that’s seeking out diverse companies. According to a 2020 survey by Glassdoor, 76% of job seekers say diversity is an important factor in their decision to go with a specific business. With this much approval, you could be missing out on a significant hiring pool if you don’t actively showcase your commitment.

Therefore, you must prioritize diversity initiatives with the following steps:

● Showing honesty and transparency

● Fighting back against unconscious bias

● Acknowledging different religions and holidays

● Celebrating differences

● Creating anti-discrimination policies

Most importantly, make sure you’re consistently asking your current employees what you could be doing differently (or better) to create a diverse and inclusive workplace environment. They’ll likely have more feedback than you think. Getting their perspective will help you realize what needs to be changed internally, not only to retain your existing employees but to attract new ones.

Recognize the Challenges

Even though we’re in the 21st century, we’re not where we need to be when it comes to workplace inclusivity and equality. There are still some challenges that underrepresented groups face on a regular basis. For example, take a look at what most women deal with in the workforce. Without getting into gender pay gap issues, it’s easy to see that women are still underrepresented in leadership positions . Making DEI a priority among leadership should be a top priority in your business so you can work to overcome those challenges from the inside out.

You might also have a harder time than you think attracting diverse job candidates. If you want to build an inclusive and diverse company, it’s essential to be appealing to people from all different backgrounds and ethnicities. But, that’s not always as easy as putting out an average job posting.

You’ll have better recruitment results if you use analytics to reduce bias and match the right people with the right roles. Make sure your HR team – no matter how small it might be – is adequately trained to reduce bias in the workplace.

Most importantly, you can overcome DEI challenges within your business by clearly stating what it means to you. Transparency is crucial for any business that wants to be inclusive and attract a diverse audience of employees and customers. Whether you prepare a specific mission statement or openly talk about prioritizing inclusivity on your website, social media, etc., don’t be afraid to let your audience know exactly what you stand for. You might not be a major corporation, but you can be a powerful voice in your industry – locally and on a larger scale – if you’re willing to lead the way in DEI initiatives and stand by your commitments.

About Amanda

Why Diverse Leadership Teams May Be the Best Way to Improve Workforce Effectiveness, Optimize Company Results

Mon, 27 Mar 2023 17:39:00 GMT

Why Diverse Leadership Teams May Be the Best Way to Improve Workforce Effectiveness, Optimize Company Results

Opportunities to make significant changes to a company’s leadership are generally infrequent. Top leadership is mostly stable with limited opportunities to promote from within or bring in an external party to support diversity, equity, and inclusion (DEI) initiatives.

Nevertheless, when these organizational opportunities arise, including DEI as part of the promotion or hiring process helps create balance in the company. “A diverse team of leaders can help you establish and build trust with many different people in your organization,” according to The National Society of Leadership and Success . “Diverse leadership brings a wealth of knowledge and varying perspectives, which can help improve the way your leadership relates to those inside and outside of your organization.”

In addition to creating new opportunities for expanded perspectives, diverse leadership teams have been shown to improve the bottom line and responses to crises.

Build internal, external culture

As more organizations transition to hiring practices that support the company’s internal and external goals surrounding culture building, leaders will become more aware not only of the process, but also of the importance of getting it right. Doing so could be relatively straightforward at some companies and complex at others. It depends on how ingrained DEI programs, employee resource groups and other related initiatives have become at the organization. And how the strategy has been rolled out to the entire organization, team members and leaders, alike. Buy-in must be across the board at every level of the organization.

“There’s widespread agreement on the need to improve diversity and inclusion in the workplace. But it’s not easy to deliver on the promises made. It’s time to adopt a more systematic, coherent approach,” according to the Harvard Business Review . “Give each functional leader and business unit leader formal accountability for achieving two sets of D&I results in their part of the business: diversity results that focus on representation (such as hiring, promotion, and mobility outcomes)….”

Research by McKinsey and Company has shown that diverse executive leadership teams (gender and ethnicity) can dramatically and positively affect the bottom line. Diverse leadership teams are a potentially effective and easy way to boost revenue, compared to generating more sales or increasing income in other ways.

The McKinsey study found executive leadership teams with:

Gender diversity were 25% more likely to have above-average profitability
Ethnic diversity were 36% more likely to have above-average profitability

A report published by BCG supports these findings and further demonstrates how diversity in leadership positions can impact innovation, which, of course, can lead to greater sales and revenue.

“The biggest takeaway we found,” the BCG report states , “is a strong and statistically significant correlation between the diversity of management teams and overall innovation. Companies that reported above-average diversity on their management teams also reported innovation revenue that was 19 percentage points higher than that of companies with below-average leadership diversity.”

Leadership diversity and your next crisis

At one point or another, your organization will suffer from a crisis. This could be caused by internal or external factors, but there’s a good chance it will happen. It could be caused by a worldwide pandemic, an employee issue, a falling stock price or a data breach or thousands of other issues large and small. ( PwC’s Global Crisis Survey found that 95% of respondents expected a crisis would occur within the next two years.)

One way to help fight that crisis is through leadership diversity. Just as leadership diversity can help improve the balance sheet, it also can help your organization weather a contained or full-on emergency.

“During a crisis, having a diverse stock portfolio will help you be more resilient. Even if some stocks fall, others will rise during the crisis and help you ride it out. The same is true with your team – particularly your executive leadership,” according to TD Madison & Associates . “Having a diverse leadership team will help you navigate times of crisis as you’ll be able to draw from a well of unique backgrounds, experiences, and viewpoints.”

Just as a go-to-market strategy shouldn’t be created in a vacuum without a well-thought-out plan, creating or building upon a diverse leadership structure should be part of a larger organizational DEI strategy. Companies looking to grow ideas, revenue and responses to internal and external issues should take a deeper approach to diversifying the leadership teams at not only the lower levels of the organization, but at the senior and executive levels, as well.

About Nate Vaughn

The Power of VR: How It Can Help Unlock Empathy

Thu, 23 Mar 2023 15:21:00 GMT

Photo by Laurens Derks on Unsplash

The Power of VR: How It Can Help Unlock Empathy

DEI initiatives can be a powerful driver of positive organizational change, leading to more innovation, higher employee satisfaction, and growth. But when DEI programs are not implemented correctly and given the necessary attention, they risk being treated like a one-night stand.

According to a Harvard Business Review study , poorly constructed DEI programs can have profound negative consequences; employees often respond with resentment or backlash, leading to an increase in discriminatory behavior and bias. Therefore, implement your DEI program carefully and maintain it over time to ensure long-term success.

Cultivating Empathy

To make progress on DEI initiatives, it is essential to cultivate an inclusive mindset. Leaders must recognize and accept the presence of bias, societal inequities, and microaggressions in the workplace so they can create a level playing field for all. An SHRM study shows that 97% of employees believe empathy is critical for a healthy workplace culture. However, companies low in empathy struggle to effectively promote DEI and have higher turnover in staff.

To help bridge the gap, HR teams should take the lead in proactively training all employees – from executives to entry-level – to understand empathy and be empathetic. Unfortunately, traditional methods such as those used since the 1960s often activate bias more than eliminate it; employers should instead focus on new solutions that genuinely embrace empathy.

Unlocking the Potential of VR for Training

Luckily, technological advancements hold the key to leading us in the right direction when it comes to DEI. According to a Stanford University study , virtual reality can have a tangible impact on empathy and commitment to social change thanks to its immersive and interactive experience that is unparalleled by any other medium – be it lectures, group activities, novels, TV shows, or films.

Many people view VR as an ultimate empathy machine that can help them learn to understand each other better. Compared to traditional training methods, VR allows people effectively grasp DEI concepts in a more enlightening manner. Furthermore, unlike traditional approaches, which often feel punitive and give rise to diversity fatigue among participants, current VR-DEI training does not set rules or influence people's actions.

Instead, it allows users to gain an understanding of others' perspectives through their own journey of experiencing unpleasant and uncomfortable situations from someone else's point of view.

Becoming Aware of Unconscious Behavior with the Mirror Effect

Participants in VR-DEI training sessions often experience the various biased assumptions people make about them, such as being unqualified, getting shut down for having a different perspective, being excluded from social activities and gatherings, and others believing that the problem is with them. This can make them feel frustrated due to their unpleasant journey and not wanting to experience it again. However, this very frustration leads to the development of an empathy-driven mindset.

Being able to live someone else's experiences through their lens provides cognitive and behavioral learning that is more effective than those provided by traditional classroom or online learning methods. Furthermore, the VR environment helps participants understand biases and behaviors that impact underrepresented populations better and fosters empathy, slowly dismantling any existing bias.

Impactful Training

Chris Milk's work in VR and its potential to connect human beings in a way that has never been seen before has opened up new possibilities for organizations to build conscientious work ecosystems.

As an efficient tool for DEI training, VR amplifies DEI activities, helping to bridge the gap between people of different identities and backgrounds. Its effectiveness is further highlighted by the fact that it is an attractive solution for those with an inclusive mindset who are more likely to stay longer in companies with a diverse and inclusive workforce.

As a DEI consultant, I strongly advocate using VR to amplify DEI activities within an organization, as it provides an impactful solution for those with an inclusive mindset. Not only does VR create visibility and awareness around DEI initiatives, but it also encourages collaboration between people of different identities and backgrounds. This is particularly beneficial for building conscientious work ecosystems and helping employers retain talents committed to equity and inclusion.

About Vivian Acquah, CDE®

Understanding and Valuing Neurodiversity in the Workplace

Mon, 13 Mar 2023 13:15:00 GMT

Understanding and Valuing Neurodiversity in the Workplace

In 2022 I facilitated a training, “Understanding & Valuing Neurodiversity,” that deepened our understanding of neurodiversity and expanded our view of “normal.” Not only did we learn to appreciate that everyone learns differently, we discovered how to reduce the stigmas surrounding our variances in learning and thinking. However, the key take-away was realizing how we could create a more accepting, inclusive environment to empower all team members to thrive!

What is neurodiversity? Basically, a neurodivergent person thinks, and learns, differently than the majority (neurotypical). Neurodiversity includes a spectrum of conditions, like ADHD, anxiety, autism, bipolar disease, dyslexia, OCD, and many more.

Training created a safe space for employees to share stories about their beautiful and unique minds! They shared triggers, roadblocks, and how they can thrive as a neurodivergent employee. Leaders also shared how they accommodate neurodivergent employees through communication and empathy.

There are many ways to create an inclusive culture for neurodiverse staff. A handful of ideas are outlined below.

Job descriptions: Update descriptions so that requirements are clear and concise. Also, consider using different formats, such as video clips, to accompany text-heavy job descriptions
Interviews: Be direct, limit hypothetical or abstract questions, and focus on skills during interviews.
Performance evaluations: All employees should undergo evaluations, but more frequent feedback may be helpful to neurodiverse employees.
Flexibility: Accommodations in workspaces and schedules, among others, can make a significant difference in ensuring positive, productive experiences for neurodiverse employees

Change starts with one person! Here are few ideas that anyone can employee to create a more inclusive culture:

Listen to understand
Ask questions and create genuine relationships
Be patient; don’t be quick to judge
Be ready and willing to accommodate
Continue the conversation/educate others
Foster a culture of empathy and openness
Use of respectful, preferred language, and labels (ask, don’t assume)
Leaders can avoid giving vague instructions and explain mistakes in private
Communication is key
Identify gifts and strengths
Recognize that no two neurodivergent people are the same

Let’s leverage neurodiverse strengths by being accommodating, without belittling any challenges an individual may face. Neurodiversity is a help – not a hindrance! Neurodivergent people have superpowers or gifts that are advantageous to the workforce, including but not limited to hyper-focus and creative.

Hiring and retaining neurodiverse employees can provide any organization with a competitive edge, bringing measurable benefits financially and in terms of a safe, inclusive workplace culture.

About Victoria Hill, PHR, MHRM, CSP, sHRBP

Creating an Inclusive Work Culture in a Remote Setting

Thu, 16 Feb 2023 18:58:00 GMT

Creating an Inclusive Work Culture in a Remote Setting

Diversity, equity, and inclusion (DEI) has become a key focus for businesses, and rightly so. Business leaders have an ethical duty to ensure not only that they offer equal opportunities to people of all backgrounds, but also that employees feel genuinely supported by the company. Not to mention that businesses tend to gain from the varied perspectives and skills a diverse workforce provides.

One of the tools businesses are using is providing the opportunity for remote working. Studies have already begun to show that empowering employees to work from home can boost the diversity of the workforce . Yet, such methods can only be sustainable if the remote environment itself has high inclusion standards.

Recognize the Challenges

Among the key elements that hamper an inclusive remote working culture is a lack of understanding of the challenges. Too often, there’s an assumption that the included components in physical and virtual environments are the same. In reality, remote operations have a distinct set of hurdles that need to be overcome. Gaining knowledge here is essential for addressing them effectively.

There are certainly some common inclusion issues most remote teams face. This includes a sense of not belonging, particularly if there is a hybrid situation where most workers are in the office. In large remote teams, there can be a struggle to ensure each member is recognized as an individual, rewarded for their efforts, and have their unique needs met. Effective communication standards that make certain all voices are heard can also be missing from virtual teams.

However, it’s important to remember that there will also be inclusion issues unique to each team. This means you need to make regular efforts to seek feedback on the matter. Provide anonymous feedback channels where possible. Invite individual members to provide their insights during catch-ups. Make certain you follow up on any issues.

Encourage Interactions

Remote working has a reputation for being naturally more inclusive. However, in reality, this depends on intentional efforts to ensure workers feel included. Among other health risks , it’s not unusual for employees to feel even more isolated from their peers when working from home. The result of this can include significant mental health challenges, such as depression and anxiety. This is especially problematic when workers have mobility difficulties or neurodivergent traits that may already lead them to feel isolated.

Your first step is to ensure there are regular team meetups. This should include both formal weekly catch-ups on work topics and casual hangouts. Particularly when it comes to casual meetings, ensure that you change the types of activities you engage in each time. This helps confirm that everyone’s interests can be catered for. Indeed, it can be smart to rotate choosing activities among all team members.

It’s also important to provide channels for casual chat. This could include a group chat room on your communications platform as well as the ability for employees to hang out on a video call together while they work. This helps to replicate the social elements of the office and mitigate the potential for isolation.

Be Flexible

One of the cornerstones of inclusive and diverse workplaces is flexibility. Everyone has different needs and it’s important to meet these demands wherever possible. Remote working in itself is often considered a tool for boosting flexibility in the workplace. Nevertheless, a truly inclusive remote team still offers components of adaptability within its operations.

Aim to be more open on scheduling. This can be particularly important for parents, those with family members they need to care for, and workers who regularly need to attend other appointments. Wherever possible, don’t require workers to give their reasons for needing alternative schedules. This not only protects their privacy, but also suggests you won’t be making judgments on what constitutes a valid reason for flexibility. Inclusion means flexible schedules are equally available to everyone.

It’s also wise to be flexible about how your remote workers approach their tasks on a day-to-day basis. Each worker operates from an independent perspective with their own effective methods and practices. From the outset, be open to giving them the freedom to apply the techniques that suit them. If productivity or quality issues are resulting from this, approach it as a problem to solve together.

Conclusion

Remote working is considered a more inclusive approach to work, but this isn’t always a given. You need to be intentional in your efforts to develop operations that are supportive of everyone, no matter what their needs or challenges are. This involves gaining a thorough understanding of the barriers to inclusivity your remote staff faces. It’s also important to take steps to mitigate isolation with meetings and chat channels. Remember that being open to flexibility helps make certain your remote team members can attend to their individual needs while maintaining productivity. With a commitment to gaining regular feedback and making changes, your company is more likely to build inclusive remote working environments.

Confronting Bias in the Recruitment Process

Thu, 22 Dec 2022 19:18:00 GMT

Confronting Bias in the Recruitment Process

The modern workplace looks far different than it did just one or two generations ago. Once upon a time, the labor force was pretty homogeneous. Today, however, businesses look a lot more like the communities and clients they seek to serve, encompassing personnel from every walk of life.

Unfortunately, diversity, equity, and inclusion (DEI) initiatives have not yet achieved the full potential and promise for which they were created. While the contemporary workplace is much more inclusive than it once was, exclusionary practices persist, and often in the most unexpected places.

Recruitment practices, for example, continue to be tarnished by the effects of bias, both conscious and unconscious. The good news, however, is that it is possible for business leaders and recruiters to confront and combat bias in hiring processes. This article describes key strategies business owners and human resource (HR) professionals can use to eliminate bias in recruitment.

Recognizing Unconscious Bias

In recruiting as in life, the greatest threat a person can face is usually the one they refuse to acknowledge. This is certainly true when it comes to the role of unconscious bias in instigating discriminatory hiring practices. Few people are willing to accept the notion that they are biased against a particular group, but the demonstrably lingering effects of employment discrimination repudiate any idealistic assertion of a wholly bias-free workplace.

The central challenge is in overcoming resistance to this reality, and helping recruiters and staff learn to acknowledge their own unconscious biases is a critical first step in expunging them.

Implementing anti-bias training institution-wide is critical in helping employees at all levels and across all divisions address the often covert prejudices that contribute to discrimination and harassment in the workplace. For recruiters in particular, unconscious bias training can help them learn to identify patterns of behavior and thought which may have led, even unwittingly, to recruiting discrimination.

Unleashing the Power of Recruiting Technology

In addition to engaging in anti-discrimination training and other proactive measures to more effectively identify and remediate biases in recruiting practices, HR personnel should also leverage the power of recruiting technologies to promote fairness in talent screening. For instance, artificial intelligence (AI) systems in recruitment are increasingly being integrated, not only due to their superior speed and efficiency but also due to their unparalleled capacity for objective analysis.

Unlike human recruiters, AI systems are not driven by psychological processes. They are not motivated and directed by factors of which they are largely unaware, as humans, almost inevitably, are. As such, the criteria by which they assess a candidate’s suitability are not tainted by bias, as even the most conscientious of recruiters may be.

Cultivating an Inclusive Environment

When it comes to eliminating bias in recruitment, it’s not only candidate screening and selection that recruiters must concern themselves with. If the overall workplace environment is not hospitable to a diverse workforce, then recruiters are likely to face significant challenges in retaining talent.

However, by instituting policies and programs which reinforce and render tangible the company’s commitment to inclusivity and diversity, applicants who are members of marginalized communities, such as seniors, persons with disabilities, and members of the BIPOC and LGBTQIA+ communities, will be more likely to apply to and accept a position with the organization.

For instance, HR leaders may design and promote benefits packages that offer specialized services for minority employees. Programs designed to serve the unique mental health needs of Black employees, for example, will not only facilitate the development of a truly inclusive workplace culture, but it can also serve as a powerful recruiting tool for members of historically marginalized communities.

In addition, revising and expanding outreach strategies to target a more diverse talent pool is critical to eliminating bias in recruitment. Holding job fairs at historically Black colleges, or partnering with school counselors and academic advisors in high schools and universities in minority communities is an ideal way to promote diversity in headhunting, hiring, and employment.

Expanding the candidate pool should also include consideration of perhaps the most marginalized populations of all, those with criminal records. The inability to pass a criminal background check often results in a candidate’s immediate rejection, regardless of how qualified the applicant may be. By relaxing or revising recruiting policies regarding these applicants, not only are you tapping into a vast and underserved population, but you may well be protecting someone’s freedom, as stable employment is often a precondition of a rehabilitated person’s release.

The Takeaway

Diversity and inclusion are far more than an ideal. In today’s workplace, they are essential to the cultivation of a work environment that truly reflects the community and the people businesses were created to serve. Nevertheless, biases continue to inflect and infect recruiting processes, leading to both intentional and unintentional discrimination in hiring. Fortunately, it is possible to confront both conscious and unconscious bias in recruitment through anti-bias training, the use of AI-based hiring technologies, and the revision and expansion of headhunting and talent screening practices.

About Amanda

Common Pitfalls To Avoid When Assembling DEI Task Forces

Mon, 05 Dec 2022 22:33:00 GMT

Common Pitfalls To Avoid When Assembling DEI Task Forces

The world of work looks a lot different than it did just a half-century ago. Indeed, the workforce is more diverse today than it has ever been. Women, persons of color, seniors, people with disabilities, and members of the LGBTQIA+ community are owning businesses and filling out the corporate ranks in unprecedented numbers.

But there is still much work to be done. For all the strides that have been made to promote diversity and inclusion in employment, marginalization and discrimination continue to be all too commonplace. For this reason, the diversity, equity, and inclusion (DEI) movement has gained increasing force in the business world, shaping company policies to help businesses, at last, achieve the equity aims for which they purport to strive.

That does not mean, however, that the work is easy. Supporting DEI initiatives can be a laborious, time-intensive, and emotionally taxing endeavor due to the extreme importance of the work and the many obstacles that often still lie in its path. This means that employees who find themselves charged with advancing and ensuring DEI initiatives may easily find themselves overburdened and burned out.

This article describes the best practices you can implement today to avoid the common challenges associated with managing DEI programs. The article focuses in particular on the common pitfalls you will want to avoid when assembling your DEI task force.

Draw From a Broad Pool

When you’re assembling your DEI task force, one of the first and most important things you need to do is ensure that you’re casting a wide net when selecting candidates for the initiative. To be sure, corporate leadership should be represented in your diversity programs because of their significant role in establishing and enforcing company policies and practices.

However, the DEI task force should most assuredly not be dominated by corporate leaders. You’re going to need to draw on the perspectives, insights, and experiences of staff at all levels, from interns to executives, if you want to cultivate a truly equitable and inclusive environment.

This also means that all departments should be equally represented. If your DEI task force is comprised primarily of the human resources (HR) department, for example, you are likely going to miss out on invaluable information that could be gleaned from other divisions. This is why robust interdepartmental communication must be a core attribute of your DEI initiatives.

Avoid Overburdening Your Team

When you’re assembling a DEI task force, it’s imperative that employees from all departments and at all organizational levels be equally represented. It is even more important that employees who derive from communities that have been historically marginalized in the labor force represent as large a segment of the task force as their white, straight, male counterparts — if not larger.

Ideally, female, BIPOC, LGBTQIA+, and senior employees, as well as employees with disabilities, would take a strong leadership role in the DEI task force. The problem, however, comes when one automatically assumes that an employee who derives from one of these traditionally marginalized groups will want to join, let alone play a leadership role in, a DEI task force.

When employees are already grappling with the challenges of managing a demanding workload, as well as home and family responsibilities, the burdens can be overwhelming. No employee is immune from the risk of burnout , particularly in the post-pandemic era, when workers are contending both with the aftermath of the crisis and with continuing economic volatility stemming from it.

To assign diverse employees to a role on the DEI task force, which they did not seek out for themselves, is to risk amplifying the professional and personal burdens they may be facing. There is evidence, for example, that minorities may be at greater risk for burnout than the general population, due principally to the additional burden of contending with explicit and implicit bias in the workplace.

What this means, ultimately, is that diverse employees should be invited and welcomed to join the task force and to define for themselves their level of engagement with and leadership of the task force. But they should not be expected to join or lead simply because of their diverse backgrounds. Such an expectation in and of itself could represent a form of implicit bias.

The Takeaway

Diversity, equity, and inclusion (DEI) task forces play a critical role in promoting true equality in the workplace. This does not mean, however, that assembling an effective DEI task force is easy. There are a number of common pitfalls that must be recognized and avoided to ensure that the DEI goals for which the task force was created do, indeed, come to fruition.

This includes ensuring that you draw from all departments and organizational levels when assembling the task force. It also means that employees belonging to traditionally marginalized groups play a significant and, ideally, leading role in the task force. At the same time, however, it’s also critical to avoid the automatic assumption that a diverse employee would want to participate in or lead a DEI task force to prevent implicit bias and mitigate the risk of employee burnout.

About Amanda

The Importance of Interdepartmental Communication in DEI Efforts

Sun, 30 Oct 2022 18:30:00 GMT

The Importance of Interdepartmental Communication in DEI Efforts

For far too long, the workplace has been the locus of marginalization, exclusion, and bias, both conscious and unconscious. Today, however, business leaders and decision-makers are increasingly recognizing the power and potential of workplace diversity .

This has led many entrepreneurs to make proactive moves to end the history of disenfranchisement and outright oppression in the labor force, including implementing diversity, equity, and inclusion (DEI) initiatives in their businesses.

However, the efficacy of a DEI program depends on far more than the creation of a thoughtful DEI statement or the support of social justice movements. These are necessary but not sufficient steps in the ongoing fight for equity in the workplace.

The reality is that DEI is not a box to be checked. It’s not a creed to be espoused, a slogan to be parroted. It is a long, arduous journey, one that requires commitment, cooperation, and collaboration. And that means that, in the workplace, advancing toward the goal of true diversity, equity, and inclusion is predicated on the cultivation of robust and ongoing interdepartmental communication.

Communication and Collaboration

DEI initiatives are never something that should be done to employees. Rather, these are protocols that should be created, instituted, and revised with employees. Frequent and substantial input from employees in every department is fundamental to the achievement of DEI goals.

Ultimately, drawing on the diverse perspectives and experiences of all employees , not simply those working in the human resources (HR) department or occupying the C-suites, is a form of DEI in action. It is, at the end of the day, impossible to create a truly inclusive environment if you’re excluding your employees’ voices.

But it’s not only collaborative input that matters. Interdepartmental communication is also essential to awareness-raising. Employees at every level and across all divisions should be provided with opportunities to learn about as well as craft DEI policies and initiatives. The end goal is to ensure that all are rowing in the same direction when it comes to cultivating an equitable, diverse, and inclusive work environment.

Expanding HR Outreach

Another critical aspect of interdepartmental communication as a facet of DEI relates to HR policies and practices, from recruiting and management to crisis resolution and conflict management.

Employees from every department, for instance, should be invited to participate in talent scouting and candidate interviewing or to serve in the capacity of ombudsman should interpersonal conflicts arise.

This helps to mitigate the effects of unconscious bias , which is especially important when power inequities are involved. And there are few occasions when power imbalances are greater or more potentially damaging than when you are recruiting talent, planning promotions, or dealing with conflict.

Integrating employees from other departments helps to ensure that power is not concentrated in the hands of a few individuals. It also helps to humanize HR processes, particularly those which have been automated. Artificial intelligence (AI) systems , for instance, are increasingly being used as tools for screening job candidates due to the efficiency of such systems and their capacity to avoid the biases that human recruiters are vulnerable to.

The problem, though, is that hiring applicants based on data alone can result in a workplace that simply does not reflect the DEI commitments of the organization. Just as significantly, it can leave employees feeling devalued and disempowered because they will have no role to play in cultivating a workplace that truly reflects them, their goals, and their values.

Communication and Remote and Hybrid Work

There is mounting evidence that women of color may be more likely to prefer remote and hybrid work environments because this insulates them from microaggressions that they may experience on the physical campus.

For this reason, promoting strong communication across departments and among remote and hybrid workers is especially important. If employees are choosing to work off-site in order to avoid discrimination, stereotyping, and microaggressions in the physical workplace, then this is something that should be discussed and addressed. The key is to promote open, honest communication and robust collaboration to ensure the mental, physical, and emotional well-being of all employees.

Prioritizing collaboration with and among remote and hybrid employees also supports DEI goals because it helps to overcome the loss of networking opportunities associated with working from home . Persons from historically marginalized communities can be especially harmed by the inability to socialize and network with peers, colleagues, and other professionals. This is why regular, substantive, organization-wide communication is a must.

The Importance of Clear Communication Channels

Another crucial aspect of interdepartmental communication as a tool for DEI is that cultivating strong communication channels makes it easier for employees who are experiencing discrimination or harassment to reach out for support.

Establishing a clear reporting channel , one that spans departments, can mitigate the fear that an employee from a small department who issues a complaint will be identified. It also prevents abuses of power within the department and streamlines and clarifies processes when an employee is being harassed or discriminated against by a person from another department or division.

The Takeaway

Diversity, equity, and inclusion are as much a journey as they are a destination. Advancing toward DEI goals is a process of continuous collaboration and communication. For this reason, robust interdepartmental communication must be integrated into any DEI effort, including prioritizing communication with and among hybrid and remote workers. This helps to mitigate power imbalances, ensure a diversity of experiences and perspectives, and protect employees against discrimination and harassment by peers, colleagues, and leadership.

Why Your Business Should Prioritize Web Accessibility

Wed, 10 Aug 2022 18:29:00 GMT

Why Your Business Should Prioritize Web Accessibility

Web accessibility should no longer be an afterthought. If your website isn’t accessible, you’re missing out on the opportunity to serve the many people living with a disability.

On the other hand, when your business prioritizes accessibility, your brand reputation becomes inherently positive, visitors are more likely to turn into actual customers, and you emphasize your commitment to diversity and inclusion, among other things.

Let’s look at why improving accessibility is essential in more detail below.

Why Improving Accessibility is Important

Living with a disability, a lack of experience, or unique background shouldn’t be why someone can’t navigate your site. Improving accessibility is critical because everyone should be able to use your site without issue and thoroughly enjoy their experience on it.

For example, neurodivergent individuals live with various neurological differences, like Autism, Attention Deficit Disorder (ADHD), Dyslexia, and Tourettes. Creating a sensory-friendly site for them means avoiding autoplay, small typography, and flashing animation. By making your site accessible for them, you’re making it accessible for everyone.

Also, companies are breaking down geographical and other barriers with technology, facilitating a level of connectedness unmatched by other decades. You can use your digital tools and platforms as well to join people living with a disability with those that aren’t on your site for an experience both groups of people can appreciate.

With millions of people living with a disability today, prioritizing web accessibility will ensure you’re serving as many of them in your target audience as possible.

Strategies for Improving Accessibility

Improving accessibility on your website is an ongoing project. But these strategies can get you started.

Learn web accessibility basics

You can’t improve web accessibility if you don’t understand it. That’s why the first step is learning web accessibility basics. You can learn more about the core principles of web accessibility on the Web Accessibility Initiative website .

It will break down what web accessibility is and how to improve it on your site, and provide additional resources that simplify the learning process. When you know the basics of web accessibility, you can take tangible steps to ensure everyone can enjoy your site.

Make everything easy to find and use

If you truly want to improve accessibility on your site, hyper-focus on navigation. The easier visitors find what they’re looking for and use features and functions, the more accessible your site will be.

Analyze any website data you’ve collected thus far for insight into how your visitors currently navigate your site. Then, adjust your site’s navigation to accommodate the movements your visitors are most likely to make, so their journey is seamless.

Also, be sure to enable keyboard navigation and shortcuts. Ensure your site’s accessible through voice recognition software. And a mobile-friendly, responsive design is a must for smooth navigation on any device.

When everything is easy to find and use, your site isn’t just accessible to those living with a disability, it's accessible to everyone.

Think twice about visual elements

Of course, visual elements are necessary to give your website the pop it needs to stand out and keep visitors' attention. But it’s crucial to approach visual elements cautiously to ensure your website is accessible.

Stay away from clashing color palettes and instead choose high-contrast colors that are easy on the eyes. Flashing images and animation should be used sparingly. Use labels on forms, alt text on photos, and closed captioning on videos. Readable and larger fonts are ideal. Use white space appropriately as well.

Visual elements should enhance your site, not overrun it.

Accommodate assistive tech tools

Some people won’t need any assistance using your website. And then, some will need to navigate your website with the help of tools that make their disabilities more manageable.

Designing your website so that it’s compatible with assistive tech tools is another step in the direction of improved accessibility. Visitors should be able to use aids like alternative keyboards, magnifiers, text-to-speech reading devices, and mobility aids without issue.

Accommodating assistive tech tools on your website only enables those living with a disability to enjoy your site even more.

Be consistent

When you’re consistent, people know what to expect. They also start associating your brand with the things you’re consistent with. So, when you keep up with accessibility standards across your website and other digital channels, visitors will associate your brand with inclusivity .

Create an accessibility checklist to run through before any adjustments are made permanent on your website. Check off every box to ensure accessibility remains at the forefront, whether it’s a blog post, an addition to your navigation, new colors, or another change.

Being known for making everything you create accessible to everyone is the best reputation to have.

Conclusion

You don’t want your visitors to miss out on an opportunity to connect with your brand because of accessibility issues. You can improve accessibility on your site with the tips above and take full advantage of what a site built for everyone can bring.

About Adrian

How Managers Can Sustain Diverse and Inclusive Workplaces

Wed, 10 Aug 2022 06:06:00 GMT

How Managers Can Sustain Diverse and Inclusive Workplaces

Building a successful company requires diversity in the workplace , particularly in terms of employee engagement. Because every team member—from management to front-line and mobile workers—brings their individual backgrounds, experiences, and viewpoints to the table, workplace diversity fosters creativity and innovation.

Today, diversity is increasingly seen as essential to creating a thriving workplace and promoting innovation, productivity and competitiveness. Maintaining a diverse and inclusive organizational culture has many positive effects and benefits that last for years.

These include, but are not limited to, better company image, enhanced employee retention , and a workforce that produces a larger range of ideas and solutions.

Academic research and the work of recruiting and consulting firms show that organizations that have implemented diversity and inclusion (D&I) programs tend to increase their business compared to organizations that do not have such programs.

This finding is most noticeable in cases where an organization's D&I strategy is aligned with the organization's overall business strategy.

Security leaders can maintain and greatly contribute to this alignment and the overall institutionalization of the D&I program. But to do so, security leaders must ensure that D&I practices are incorporated into their security strategies and any other programs that seek to add value to the organization.

You can significantly impact establishing and following through on a commitment to diversity and inclusion. Here are the top ways to support inclusion and diversity in your workplace.

1. Create more inclusive workplace policies

If you are moving to a more diverse organization, take a deep look at your current practices and thoroughly evaluate your workplace. Encouraging diversity in the workplace can mean creating new policies or changing existing ones throughout the system, from hiring to performance evaluation and promotion.

For example, job descriptions should be adjusted when posting job offers to reach a wider audience. For example, consider posting these job descriptions and sending recruiters to a wider range of job fairs, community recruiting offices, and outreach programs.

The following are some additional inclusive practices that promote diversity and inclusion in the workplace:

Allowing employees time off work for religious holidays that the company may not officially observe
On-site daycare provision
Review your office setup to ensure inclusive facilities, such as gender-neutral restrooms
Expanding the possibility of flexible working hours
Using a mobile workforce app with translation functionality so that every employee can communicate in their preferred language

2. Communicate clearly and create employee-led workgroups

Creating a workplace diversity policy is not enough. Clear communication and follow-up are needed to ensure that initiatives are effective. This means that the policies in your organization should take into account the various needs of each individual.

Employees should feel comfortable coming to their managers if they have concerns, especially about their treatment at the company because of their gender, ethnicity, sexuality, age, or other factors.

Managers should be assured when communicating with staff members internally, avoid making assumptions, and use inclusive language. This is a fantastic first step for managers to take in creating polite and open internal communication channels.

Regularly solicit feedback from your diverse workforce and create dedicated diversity task forces with team members from each department to recruit and train candidates. This guarantees openness and the team's collective ownership and buy-in.

Recognizing that not everyone is comfortable speaking through traditional internal communication channels, these teams can contribute to ongoing efforts to strengthen work culture and employee engagement for all.

3. Provide meaningful opportunities for employee engagement

If your business has multiple locations, consider allowing employees to visit other locations in another city, state, or country. Ask your workforce where they like to spend their free time or volunteer with an employee survey, and organize both work-based activities and external employee engagement trips.

In addition, they can see how other locations deal with similar problems and situations in entirely different ways. For example, it can encourage your employees to learn to think outside the box and bring that mindset back to their teams.

4. Create mentorship programs

Hiring a diverse workforce is important, but mentoring programs are a key component of workplace diversity programs so that everyone has an opportunity to advance.

High-potential employees should be offered a mentor regardless of their age, race, gender, or other factors. If a company-sponsored mentoring program is not feasible for your company, there are different ways to provide similar opportunities, including:

Support professional development opportunities by contributing to staff continuing education. The more they know, the happier and more productive their employees are.
Connect employees to outside resource groups, such as those dedicated to young professionals and women in leadership.
Ensure your leadership team reflects diversity by hiring and promoting diverse candidates to these roles.

CEOs, in particular, can assist their organization by participating in diversity promotion by attracting the best and most varied staff. Diversity in the workplace is prioritized through deliberate, targeted employee engagement activities, which aid in recruitment efforts.

It improves overall satisfaction, performance, and retention, communicates your company's core values , and strengthens your brand identity and image.

5. Eliminate bias in the evaluation process and promotion opportunities

A significant corpus of research demonstrates how unfair and prejudiced hiring practices are. A large portion of it is unintentional racism, ageism, and sexism. Unchecked, it could harm your company. If we don't see male kindergarten teachers or female engineers, then, of course, we don't relate.

Women and men in their jobs, and we apply different standards to hiring, promotion, and performance appraisals. Managers must learn to deviate from their practices and procedures.

Some strategies for combating bias include:

Gender-neutral language and verbs that balance gendered descriptors and nouns should be used when rewriting job descriptions.
Create a blind system for reviewing resumes so you don't see "demographics."
Set diversity goals as an organization to help you track your progress.

Conclusion

Security scholarships and internships offer another way to promote diversity and inclusion. Under-represented groups may benefit from these chances to speak up and demonstrate their potential worth to the larger security team and its services.

Promoting diversity and inclusion in the workplace does not happen easily. You must have a concrete plan and dedicate the right resources to implement changes that affect recruiting and day-to-day team interactions.

Meet Gnanasekar

How to Include Company Leadership in Your Diversity Eﬀorts

Tue, 12 Jul 2022 17:35:00 GMT

How to Include Company Leadership in Your Diversity Eﬀorts

When it comes to the importance of diversity in the C-Suite, there are a few key points to keep in mind. First, having a diverse group of leaders can help educate the rest of the company on the importance of inclusion and diversity. Secondly, a more diverse leadership can help bring diﬀerent perspectives and solutions to problems, which can ultimately lead to better company performance. Finally, as more companies focus on diversity and inclusion, it is important for leaders in the C-suite to set an example and be vocal advocates for these values.

Women make up 56 percent of front-line employees but only 29 percent of the C-suite, according to the Gartner 2021 Leadership Progression and Diversity Survey, which queried 3,500 employees across 24 industries on the topic in February 2021. Black and Indigenous people and other people of color (BIPOC) make up 31 percent of front-line workers, but only 17 percent of the C-suite (www.shrm.org).

It’s critically important that the C-Suite reﬂects the diversity of the customers and employees it serves. The makeup of a company’s leadership aﬀects all aspects of its business, from the products it creates to the way it communicates with customers. That’s why it’s important for businesses to not only recruit a diverse range of employees, but also to educate their leaders about the importance of diversity. Too often, people in positions of power are unaware of the beneﬁts that come from having a more diverse workplace. As a result, they make decisions that don’t take into account the needs and wants of all their customers.

It is no secret that businesses with more diverse leadership teams perform better ﬁnancially. A study by McKinsey & Company found that organizations with the most racially and ethnically diverse executive teams were 35% more likely to have ﬁnancial returns above their national industry medians. The same study also found that gender-diverse executive teams were 15% more likely to have ﬁnancial returns above their national industry medians.

So, what’s stopping businesses from having more diverse executive teams? One of the biggest factors is a lack of education among company leaders about the importance of diversity. Too often, decision-makers rely on their own personal experiences and biases when making hiring decisions. As a result, they tend to hire people who are similar to them, which limits diversity in the workplace.

There is a growing body of research that suggests that a more diverse C-suite can lead to a more successful company. Having leaders from diﬀerent backgrounds can help educate the rest of the company on diﬀerent cultures, values, and ways of thinking. Additionally, a diverse C-suite can provide a more accurate representation of the company’s customer base and help make better decisions when it comes to product development and marketing.

It’s not just important for businesses to have diversity in their executive ranks; it’s also important for them to educate their leaders on the importance of diversity. Too often, companies promote people into leadership positions without giving them any training on how to be eﬀective leaders. A recent study by the Harvard Business School found that only 25 percent of companies oﬀer any type of diversity training for their managers. This is unacceptable, and XcelMil can help with the other 75 percent.

Why Company Leaders Need Diversity Education

Leaders in any ﬁeld should be aware of the value that diversity brings to an organization. A diverse workplace is one where employees from diﬀerent backgrounds, races, genders, and religions can come together and share their unique perspectives. This can lead to better problem solving and a more innovative company culture.

Unfortunately, many leaders are not aware of the importance of diversity or how to create a more diverse workplace. This is where diversity education comes in. Diversity education teaches leaders about the beneﬁts of diversity and how to create an inclusive environment where all employees feel welcome and valued.

Diversity education is important for leaders at all levels, but it is especially important for those in positions of power. They need to understand that creating a diverse workplace is not only good for business, but it is also the right thing to do.

Many people would agree that a diverse and inclusive workplace is great. It’s been shown to lead to better employee retention and recruiting. But what many people don’t realize is that organizational leaders need diversity education just as much as everyone else in the company. Leaders play a critical role in setting the tone for the entire organization. They need to be aware of their own biases and understand how to create an environment where everyone can feel comfortable sharing their ideas.

Leaders also need to be conscious of the way they communicate with diﬀerent groups of people. For example, they might use more formal language when speaking with someone from a more traditional background, or they might use more casual language when speaking with someone who is younger. It’s important to be aware of these diﬀerences and adjust your communication style accordingly.

The Sum of All Diversity Efforts

Cultural change is a critical part of creating an inclusive and equitable workplace. Leaders must be intentional about developing and promoting a culture that celebrates diversity and inclusion. This requires a commitment to ongoing education and engagement around the issues of equity and inclusion. It also necessitates an openness to change, both individually and organizationally. Culture is the sum of all the things we do and say – it’s the way we work together every day. To create a truly inclusive culture, leaders must be willing to model behaviors that reﬂect our values, listen to employees from all walks of life, and take action when they see or hear something that isn’t right.

In order for companies to be successful and grow, they need to have a workforce that is reﬂective of the society in which they operate. Acknowledging this, many organizations must make concerted eﬀorts to increase diversity and inclusion within their ranks. While these initiatives can take many diﬀerent forms, there are three key elements that should be at the heart of any diversity and inclusion program: cultural competency, leadership, and equity.

Cultural competency is the foundation of any eﬀective diversity and inclusion initiative. Leaders must be committed to creating an environment where all employees feel valued and respected. This includes understanding the unique needs of each group, and being open to new perspectives.

Inclusion goes beyond simply including people from diverse backgrounds. It requires actively seeking out input from everyone aﬀected by a decision, then taking steps to implement their suggestions. Leaders must be willing to make changes that will beneﬁt everyone, not just certain groups.

Equity is key to creating an inclusive environment. Organizations must address systemic inequalities that have led to disparities in opportunities and outcomes.

Creating a corporate culture that is open and welcoming to all employees is essential and necessary. This means establishing clear values and standards that reﬂect the organization’s commitment to diversity and inclusion. Leaders must also be champions for change, ensuring that everyone in the company understands why diversity and inclusion are important, and how everyone can contribute to making the workplace more inclusive.

Despite countless diversity and inclusion programs, organizations are still struggling to create equitable and inclusive environments. Leaders must take a holistic and systemic approach to diversity and inclusion in order to achieve meaningful change. XcelMil specializes in developing eﬀective and dynamic DEI programs and can fine tune your organization’s strategy.

About Melody

What is Unconscious Bias and How Can Employers Avoid it?

Wed, 08 Jun 2022 01:54:00 GMT

What is Unconscious Bias and How Can Employers Avoid it?

Unconscious bias is a type of prejudice that occurs automatically and outside of our conscious awareness. It often results in us favoring people who are like us or who share our values and beliefs. While unconscious bias can operate on an individual level, it can also affect how organizations make decisions.

For example, a company might give preference to job applicants who come from the same school or have a similar background as the decision-makers. Unconscious bias can lead to inequitable outcomes, as well as decreased creativity and productivity in the workplace. To combat unconscious bias, it's important to first become aware of its existence and then take steps to correct it when making decisions.

By increasing our awareness of unconscious bias, we can help create fairer workplaces and societies. But how can we go one step further to actively attempt to eradicate it from all business decisions? Here are a few things to consider to help create a more diverse and inclusive workplace .

Hiring

The recruitment process for any role is complex, and each company will have its own approach. But it’s important to be aware that unconscious bias is often prevalent at this stage, so you should understand the different ways in which you can limit the impact it has on the hiring decision. Here are two areas where unconscious bias could feature and that you should address to create a fairer approach to recruitment.

Job postings

When creating the post for a vacant role, be sure to use inclusive language that won’t discourage certain groups of people from applying. Use gender-neutral terms throughout, and avoid any jargon or complex phrases.

You should also consider ways to make your posting more accessible to neurodiverse candidates. For example, there are certain fonts that are easier for people with dyslexia to process – bear this in mind in order to create a fully inclusive job advert .

Interviews

Before interviews, it can be helpful to judge applicants blindly. This means leaving details such as their name or gender off of their CV, so you’re not going into the interview with any preconceived ideas about the individual. This will help interviewers to judge the person solely on their professional merits and achievements, rather than any external factors.

To further combat any unconscious bias that may arise during interviews, it can be helpful to have a panel of interviewers, to ensure that an individual’s bias isn’t factored into the decision-making process. You should also ask standardized questions, to ensure that every applicant is starting on a level playing field and is given an equal opportunity.

Onboarding and day to day culture

Unfortunately, unconscious bias can feature in the day-to-day operations of companies all around the world, which can negatively impact on their growth in a number of ways. Whilst it’s ultimately the responsibility of business owners to create an inclusive environment at work, every employee has their own part to play.

One of the key ways in which you can help your workforce to mitigate unconscious bias is by offering training to your employees on how it can affect both individuals and the wider company.

Not only will this help to create a more modern, effective workplace, but it will also hopefully help your employees become better people in their day-to-day lives. If you choose to offer inclusivity training at work, it’s important to make this an ongoing commitment. There are many online resources you can draw upon, so be sure to do your research and find a method that will work best for your organization.

To sum up

In this post, we’ve mentioned just a few of the areas within your business that could be addressed to create a more inclusive workplace. In order to see the most effective results, it’s important for companies to take a collaborative approach to inclusivity, since every employee will need to take their own actions and behavior into account.

If more businesses were able to remove potential biases which could act as barriers to employment for certain groups of people, we’d all benefit from a more diverse, skilled workforce now and in the future.

About James

Diversity and Inclusion – A Diamond in the Rough

Mon, 16 May 2022 21:41:00 GMT

Diversity and Inclusion – A Diamond in the Rough

In our global and competitive business environment, recruiting, engaging, and retaining talents has become a "hustle" for many HR professionals. New tools and techniques in the recruitment process of the world's top employers ensure that they reach broader niche talents. With the ever-expanding workforce, the HR professional's primary concern remains to attract those "diamonds in the rough"- the diverse undiscovered talents - profiles that have not had a chance to shine because the recruiting focus was too narrow. One way to discover these hidden gems is through a conscious company-wide focus on diversity and inclusion (D&I) as a recruiting method and an overall strategic objective.

Often employed together, the terms diversity and inclusion are concepts that can enhance a business's competitive advantage. The Society of Human Resource Management (SHRM) refers to diversity as the similarities and differences between individuals accounting for all aspects of one's personality and individual identity. In contrast, inclusion is how each person in an organization feels welcomed, respected, supported, and valued as a team member.

Now, a company can differentiate itself from its competitors and benefit from promoting its D&I initiatives to better position itself as an "employer of choice" in the market. Similarly, a company that celebrates its D&I initiatives inside and outside the company excites the customers to buy its product and services and employees to join it. Thus, companies can build a solid reputation for promoting inclusion rather than individualism to succeed, which creates positive goodwill and ultimately impacts its bottom line.

Steps to increase your workforce diversity

Please spread the word: Companies that use the same old channels to recruit risk having the same old know-how they always have, which hinders innovation and growth. To reach a broader and more diverse audience, talk to affinity groups and other employee resource groups (ERG) inside the company who can help spread the word among their communities. Additionally, HR professionals should connect and build relationships with outside parties such as minority groups inside their local market to help them increase the pool of potential talents.

Walk the talk

It is essential to have leadership buy-in for a D&I strategy to succeed. Otherwise, much time and effort will be wasted should the leadership decide not to adopt it. HR professionals can be helpful ineffective leadership by showing them how D&I activities align with the company's strategic growth objectives.

Top management should then actively promote and enforce D&I initiatives across all business functions to ensure that synergistic efforts are adopted.

D&I as active and constant learning

Advocating D&I inside one's organization helps foster an inclusive culture. For example, implementing a D&I program that helps teach everyone to respect and value each other's opinions emphasizes collaboration and openness that can lead to innovative thinking, problem-solving, and team building. Such programs and training should be done publicly throughout all levels of the organization and not in isolation to achieve a positive and lasting cultural change.

Communicate inside out

Companies that champion D&I should communicate their efforts in external communications to enhance their brand image and employer value proposition (EVP). Company websites and printed media should describe these initiatives, and public job postings should contain language about the company's commitment to creating a diverse and inclusive workforce.

To reap the maximum benefit of D&I initiatives, HR professionals should ensure that they reach everyone in the market, regardless of their gender, ethnicity, socioeconomic status, educational background, or any other differentiating characteristic. In today's increasingly global and market-driven economy, innovative companies understand that D&I initiatives are worthwhile to attract and retain top talent and strengthen their competitive foothold.

About the Author

Maher Alshoweiry is currently the HR Manager, Middle East, and India at Maison Christian Louboutin. He is an experienced Human Resources Manager with a demonstrated history of working in Luxury Retail, Construction & Real Estate, and other financial services. He is a SHRM-Certified Professional and an NLP Practitioner with more than eight years of experience in the Human Resources field.

Three Components of Workplace Inclusion

Fri, 13 May 2022 16:42:00 GMT

Three Components of Workplace Inclusion

In order for inclusion to make an impact in an organization’s culture, all employees from top to bottom must understand the true meaning of inclusion. Sounds simple enough, right? Unfortunately, in my experience, the assumption has been that employees know and understand what inclusion means for them. The assumption is that the words on their website are enough to help them feel included. However, words on the company website, quotes in the quarterly newsletter, and/or statement in other internal communication is not enough to cultivate true inclusion.

I’ve broken down what I call the three components of inclusion. Demonstrated on the chart are the three components that I believe to be the catalyst for true inclusion.

People (Employee): Included employees can provide diverse perspectives to help solve company issues. When employees feel heard and/or are highly regarded for their creative input, it promotes employee engagement. Optimizing sustainability and reducing resistance when organizations are facing small or larger transformational changes. Included employees feel respected, heard, and part of the bigger picture.

Resources (Tools): Inclusion resources or tools are platforms for employees to share new ideas, demonstrate their creativity, offer their experience and an opportunity to learn from each other. Employee Resource groups are a great example of how companies could learn about their internal talent. Companies that offer ERGs (have a higher employee engagement). Another example is the organizations that incorporated inclusion goals into employees’ annual performance this will ensure employees understand the true meaning of inclusion. Promoting employee engagement could raise hidden talent amongst employees. This could encourage a stronger employee allegiance and decrease turnover.

Lastly, Culture(Beliefs): An included culture is a safe space that also creates growth opportunities for marginalized groups. The organization’s efforts towards inclusion must mirror their website’s language (aka they must walk the talk), and their actions must also be echoed by the employee’s experiences.

Inclusive culture is safe and “on-growing” (that is they’re continuously growing), and will significantly impact the bottom line. The opposite is also true for cultures that lack inclusion, they tend to have higher levels of distrust, skepticism, and uncertainty.

A truly inclusive environment respects and leverages employees' diverse perspectives, invests and promotes the best tools, and turns best practices into beliefs. So organizations must understand that the energy and dedication they put towards their People, their Resources, and the Culture is what they will get in return.

The Value of DEI Certification

Wed, 06 Apr 2022 16:57:00 GMT

The Value of DEI Certification

Over the past few weeks, IDC has received a plethora of phone calls asking the same question:

“Aren’t all DEI certification programs alike?”

Dr. Delmar Lee, CDE®, IDC's 2022-2023 Certification Board Chairman, provides insight into this question.

The Institute for Diversity Certification has been in existence since 2009; and providing Diversity, Equity, and Inclusion (DEI) education and training is all that we do! Many entities that provide “training” have other interests, and may provide diversity training as an add-on. In some cases, classes are not even taught by Subject Matter Experts. It is for reasons such as this that the highest importance must be paid to the word C-E-R-T-I-F-I-C-A-T-I-O-N when considering Diversity, Equity, and Inclusion training.

There are three questions that need to be at the forefront of your mind BEFORE you spend your resources—time, money, and personnel—on Diversity Training.

Is there a standardized and validated evaluation as a part of the training?

Is there a practical application for the knowledge that you received?

Is there a continuing education component, as an expectation of the process?

These three questions will distinguish CERTIFICATION from any other training certificate program . Certainly, a training certificate may be good in some cases; but it depends on what you are trying to do. If your organization wants to introduce the concept of DEI to staff, then a training certificate may be best. However, if your organization expects results, then a “one and done” training session will not suffice. This is where a quality and rigorous certification program, like IDC's credentialing system, meets industry standards. IDC's process includes a peer review of a professional work to ensure that your team is capable and skilled, and our broad-based knowledge exam will help you and your team to be forward-thinking and proactive.

There are further considerations that should support your decision in the selection of professional credentials from IDC. For any professional certification to have merit, there must be a theoretical foundation for the training, a practical application for the knowledge that is gained from the training, and a continuous REFRESHING of the information to remain current with the changing landscape of Diversity, Equity, and Inclusion (DEI).

Since 2009, IDC has been providing quality DEI training, that leads to certification. This is ALL that we do. We have a large team of Subject Matter Experts to keep our curriculum updated and relevant, and we rely on educational institutions like IUPUI and the Ohio State University to help us develop our assessments!

If your organization is hiring a DEI professional, look for an accountable and skilled CDP® or CDE® certified leader . Alternatively, if your team needs a DEI training program for your leaders that results in certification, look for IDC.

Why Every Small Business Needs to Hire Veterans

Thu, 12 Aug 2021 20:14:00 GMT

Why Every Small Business Needs to Hire Veterans

There’s a reason certain civilians are chosen over others to serve their country. Veterans have a grit, drive, and attitude towards work that is unparalleled. If you’re a new business owner, you can get fantastic returns by recognizing the tremendous value veteran hires bring to the table.

Why Do Veterans Make Such Great Employees?

Studies have shown that veteran hires are more productive, with higher retention rates than their civilian counterparts. They also offer high levels of work ethic, adaptability, initiative, integrity, and leadership readiness. Some additional attributes that characterize vet hires include:

Technical skills : Military experience prepares vets with specialized training where they become adept at handling advanced technology.
Change management : Veterans are great at making difficult decisions on the go, pivoting strategies to best suit changing work conditions.
Diversity : Vets are trained in operating across different cultural and social boundaries, which is an excellent asset for any business.

The Institute for Veterans and Military Families published a brief, which offers a research-driven psychological perspective on skills that make veterans great for business. You can find the brief here for more information.

Despite the fantastic skillset and benefits veterans come with, the unemployment rate for veterans is at an all-time low of 3.7%. Not only does hiring veterans offer these fantastic individuals a space to shine, but it will significantly benefit your bottom line as well.

Set Your Business up for Success

As a budding entrepreneur, you’re likely being pulled in all different directions. You’ll need to set yourself up for success with some structures in place. Hiring the right vet employees will go a long way, as will investing in the right software and technology.

Many business owners also form an LLC, or limited liability company, to stay on track and remain organized. LLCs come with numerous benefits, such as tax advantages, greater flexibility, and reduced paperwork. Forming an LLC is a straightforward process, especially if you enlist the help of a formation service, which will also save you significant lawyers’ fees in the long run. If you want to learn how to start a business in Indiana , check out the state-specific regulations before proceeding, as they can differ by region. Once you’ve taken care of all the business administration, you can get to the actual hiring process!

Hiring Veterans

Don’t fall for the mistake of hiring a veteran just because of their status. You must be sure to ‘vet the vet,’ ensuring they meet the needs and ethos of your organization. This is easier when you set hiring goals beforehand, focusing on previous experience, certifications, education, location, and more. Check out this fantastic Veteran’s Hiring Toolkit by America’s Heroes at Work, for a step-by-step strategy to creating a veteran hiring initiative for your business.

Apply for Benefits

Employers who hire veterans also benefit from significant state and federal initiatives. For example, the Work Opportunity Tax Credit ( WOTC ) is a federal tax credit that reduces the employer’s tax liability and reduces the cost of doing business. The HIRE Vets Medallion Program is another such program that recognizes employers who recruit and retain members of the veteran community. Depending on the size of your organization, you open yourself up to awards of recognition. This can be an effective marketing strategy for most small businesses, as it can go a long way in attracting a socially responsible audience.

We hope this article provides a good jumping-off point to begin hiring vets for your small business. With businesses across the U.S. realizing the strength and power vets bring to the organization, you’ll be in good company. And don’t forget to thank your new hires for their service!

About Kelli

Kelli Brewer is part of DeployCare, which offers support to service members and their families - she shares resources and solutions for issues commonly faced by military families before, during and after deployment.

Find Success with the Black Real Estate Agent Program

Fri, 18 Jun 2021 18:32:00 GMT

Find Success with the Black Real Estate Agent Program

The real estate industry and homeownership is something we can dream about but the Black Real Estate Agent Program can help you make it a reality.

All over the country, COVID-19 has affected all races in terms of job loss, but 54% of black households lost income due to job loss. Due to this, 20% of black homeowners missed or deferred their mortgage payments, whereas only 9% of white homeowners did. A whopping 45% of black renters said they have little to no confidence in having the ability to pay rent. On top of housing and employment disparities, black households were more likely to live in food deserts, and twice as many black households said they didn’t have enough to eat in comparison to their white counterparts.

According to the U.S Census Bureau’s 2019 Annual Business Survey report , 18.3% (roughly one million) businesses were owned by minorities and of that, black Americans that owned a business only accounted for about 124,551 of that million. Even with all of the troubles the COVID pandemic has wrought, people have taken this opportunity to start a business of their own or try a new industry altogether.

New Businesses Created Despite Pandemic

University of Maryland economics, John Haltiwanger said in a November NPR interview , “The third quarter of 2020 is the highest quarter of applications we've ever seen.” This is supported in a Yelp economic review during the pandemic which shows an incredible 487,577 new businesses started since March 2020.

One of the industries that have seen a huge surge of new faces is the real estate industry. The National Association of Realtors reported they saw a 4.8% increase of new members , bringing the total number of members to 1.45 million. Yet, despite that huge number, only 6.26% of those members are black .

How can we change this? How can we grow the number of Black real estate agents in America? Five words: Black Real Estate Agent Program™ .

About the Black Real Estate Agent Program™

The Black Real Estate Agent Program™ was created to help the black community to find success in real estate, but also help them to become homeowners as well. This program provides aspiring black real estate agents with the tools to set your real estate career on the right path while eliminating barriers that could prevent success, such as the lack of financial and business support.

In collaboration with HomeLight, the NAREB will provide new black real estate agents with funds to cover the costs of becoming a new agent which includes pre-licensing classes, agent exams, marketing, and technology tools. New agents will also be mentored by an established real estate broker and give them advice throughout their education and training.

Qualifications to Apply for the Black Real Estate Agent Program™

In order to be able to apply for the program, aspiring black real estate agents will need to have the following qualifications:

Must be between 18 and 35 years old
Wishes to have a successful career in real estate but isn’t an established agent
Ability and willingness to work with a NAREB broker for the first year of their career
Willing and able to spend five to ten house on their education and being mentored
Must be located in one of the 29 major markets where NAREB is present

For more information, check out the program’s frequently asked questions page .

Success In Real Estate Is Attainable with Help

Racial inequality is a problem that plagues this country and 2020 has brought that issue to the forefront and forces us to acknowledge it. This past year has proven that there are two different Americas - one for white citizens and another for BIPOC citizens. In many instances, the black community has suffered the most due to the inequalities of this dual Americas. However, programs such as the Black Real Estate Agent Program™, success is right around the corner.

What Employers Can Expect from Woman Who's Going to Have a Baby at or After Age 35

Thu, 27 May 2021 15:00:00 GMT

What Employers Can Expect from Woman Who's Going to Have a Baby at or After Age 35

When you’re in your 30s or 40s and expecting the first child, there are so many things to consider and take care of, especially if you’re working mom-to-be! We know what it’s like! However, let’s start with the positives! Getting pregnant after 34 provides you with the following benefits:

You’re more prepared emotionally and your maturity plays a crucial role in better parenting.
Having kids after 34 can make you mentally sharper as you age.
You are more financially stable.
Research shows that kids of older moms are better behaved, well socialized, and emotionally healthier. Besides, they can stay in the educational system longer and are more likely to go to college than their peers born to younger mothers.

Therefore, your overall maturity will pay off for your kid, an older mom is a Top Mom !

Yes, being a first-time mother after 30 is a beautiful experience, but what about your career? Now, when you’re pregnant, you’ll have two jobs to do - manage your work and grow your baby. Of course, it’s challenging and tiring! However, it’s totally possible to enjoy the pregnancy and the job at the same time! We’ve created this post to tell you how to do it! Besides, we want to discuss here your work rights during pregnancy, when and how to let your boss know when your maternity leave should start, and other important questions. Keep reading to fit yourself for potential issues and stay calm, confident, and happy!

What is Pregnancy Discrimination by the Employer?

Pregnancy discrimination means an expectant woman is treated unfairly or fired because she’s pregnant or going to become pregnant. Unfortunately, even now, in 2021, a future mother can be sidelined at work just because she’s expecting. A woman can be passed over for raises and promotions or even fired when she announces that she’s pregnant. Although many companies in the U.S. have become more welcoming to women, some are still engaged in discrimination. Regardless of a woman’s age or where she works (on Wall Street or at a convenience store), employers may no longer take her seriously as soon as she informs them of her pregnancy.

Woman often face both pregnancy and maternity discrimination that continues while their kid is young.

Why pregnancy and maternity discrimination still exist in our society? It occurs for a number of reasons - some employers are sure that a woman may lack work motivation during her pregnancy, or she can be less committed to her job, hence less productive. Employers may also have insufficient resources to provide overtime pay for other workers or support temporary workers to fulfill the duties during a woman’s sick or maternity leave. Yes, an employee’s pregnancy might be a burden for an employer, however, discrimination is illegal - it’s regulated by the Pregnancy Discrimination Act .

Types of Pregnancy Discrimination

Unfortunately, there are plenty of ways pregnant women can be discriminated against, but the following are the most common. Let’s take a closer look at them:

Refusing to hire a pregnant woman
Requiring an expectant woman to take maternity leave earlier just because she is pregnant
Requiring an expectant woman to keep doing things that pose a risk to her and her future baby
Disrating or firing a pregnant employee for valid reasons
Not offering an employee the same or similar job when it’s time for her to return from maternity leave
Docking an expectant mother for taking time off to see her ob-gyn for prenatal care
Treating a pregnant woman differently than another temporarily disabled worker.

If you believe you’ve become a victim of discrimination related to your pregnancy, be sure to prove it and contact the Department of labor or EEOC within 180 days from the day the discrimination occurred to file your complaint.

If it is found that you’ve been discriminated against, you may recover the pays you lost, get the promotion you were denied, or get your job back if you were fired.

How & When Should You Notify The Employer Of Pregnancy?

Before you make an appointment with your employer to drop the big news about your pregnancy, make sure you know the company’s maternity policy and what family and medical leave regulations apply to you. For this reason, you should look into your employee handbook to learn about any pregnancy work benefits your company offers. When you get familiar with the company’s policy towards pregnant employees and knows your rights and entitlements, you can consider talking to your boss.

Do not tell your coworkers about your pregnancy before you tell your employer! Otherwise, it may lead to an uncomfortable situation for both of you. Therefore, telling your employer first is the most professional thing you can do.

So, what is the right time to announce your pregnancy? Waiting too long causes anxiety, while telling too early puts you in a vulnerable position. Many expectant women wait until the beginning of the 2d trimester to share their big news; that’s because a big risk of miscarriage has passed. Besides, it isn’t long before your growing belly will start to show. You’ll also have enough time to research what benefits the company provides and consider your own needs.

However, if you’re going to have a performance review, you might want to postpone sharing your news since it could negatively influence the review.

On the other hand, pregnant women in their 30s may need more doctor’s appointments that interfere with their work or experience severe morning sickness - if this is your case, you’d better break the news sooner.

What Are Your Rights At Work When Pregnant?

In this paragraph, we’ll discuss minimal legal maternity rights guaranteed by the law. However, each state has different regulations related to pregnancy, employee/employer’s rights& responsibilities, and you should know and understand them. Also, do check your contract to find out whether the company provides better pregnancy and maternity benefits. So, before you engage in a conversation with your employer about your pregnancy and any accommodations you might need, make sure you know the laws in your state and understand your contract. If in doubt, consult your HR department.

Your Health & Safety at Work

Do employers have to accommodate pregnancy? The short answer is yes! When you formally notify your employers about your pregnancy, they should do a risk assessment of your workplace. They’ll also have to find out whether any shifts and changes are required to make you safer and more comfortable at work.

Health and safety cover the following apparent issues:

Traveling long distances
Being on your feet all day long
Stretching
Bending
Lifting heavy items
Too much noise
Tiredness
Stress
And other things that may be more difficult to do now when you’re expecting a baby.

If your job or workplace is not safe or comfortable for you, your boss should find a suitable solution for both of you: it can be a change to your working hours, another type of work, or even suspension on full pay. Creating an adequate, pregnancy-friendly environment for an expectant employee is one of the main employer’s responsibilities.

Pregnancy and Sickness

If you suffer from severe morning sickness and need to take time off work, this time won’t be counted towards your sickness record. However, if you take time off for a not pregnancy-related illness, e.g., the flu, it will count on your sickness record. Note that the pregnancy doesn’t mean you’re entitled to any more company sick pay than other employees are. You should also know that if you’re off work from week 36, your boss can make you start your maternity leave earlier.

Time off for Doctor Appointments

The law guarantees paid time off for your antenatal appointments. Moreover, pregnant employees have the right to “reasonable” paid time off work to visit parenting or relaxation classes; plus, traveling and waiting time are also included. However, you may need a letter from your healthcare provider to prove you really need such classes.

Things you Should Know About Maternity Leave

What is maternity leave? It refers to the period when an employee stops working after the birth of the kid. However, maternity leave can start prior to a kid’s birth if a mother-to-be requests it or has pregnancy-related complications.

The law does not require maternity or parental leave, so employees commonly use a combination of unpaid family leave, personal days, vacation, sick leave, and short-term disability during the time away from work. If you work for a large company (more than 50 employees), the Family and Medical Leave Act (FMLA) assures up to twelve weeks of job-protected yet unpaid medical leave for the birth.

How long your leave will last and which benefits are available hugely depend on the state you live in. For instance, New York’s STD insurance typically provides up to 26 weeks of partially paid leave for one of the parents. While in California, qualifying employees can get about 52 partially paid leave for the birth of the kid.

We often get asked, “What is the difference between maternity leave and maternity pay?” Sadly, the U.S. is the only wealthy country that doesn’t guarantee paid parental leave, and that’s one of the reasons why women decide to get pregnant after 34. Only 9 states and Washington, D.C. can boast their own paid family leave programs. However, the government takes steps to improve a national paid leave policy so that it’ll cover all parents. So, let’s hope for the better!

As you can see, maternity laws and procedures vary from state to state and are pretty confusing. So, as we touched on above, prior to arranging your maternity leave, do inquire about the regulations and benefits established in your state. Besides, if you’re lucky to work for a family-oriented company, you might expect additional benefits such as paid and/or longer leave.

Final Tips

Working moms-to-be usually have to cope with anxiety related to their pregnancy and birth of the kid and skyrocketing work stress - they may worry whether their job is secure or have a boss who doesn’t encourage much family flexibility or kid-friendly policies. Anyway, this is a tough time for an expectant employee. Do you feel the same way? Then you should learn how to cope with stress! Here are a few simple techniques:

Keep the work-life balance during pregnancy (okay, not only during pregnancy!) - eat a healthy diet, make a point of exercising every day, do not micro-manage at work and home, learn to say no. Next, it would be a good idea to keep your boss updated about your health if you feel you need more breaks or want to get some of your workloads transferred. In other words, interact with your employer and colleges; in most cases, it’ll make your life easier.
Work safely - use a footrest or a box to put your feet up if they’re uncomfortable and swollen , take frequent breaks, stretch your legs from time to time, ask for help when lifting heavy things, wear comfortable clothing and shoes.
Ask your employer for flexible arrangements - it can be work from home or part-time hours. Such flexibility can significantly reduce the mental and physical burden of working during pregnancy.
Update your resume - getting ready for any possibility eases stress. If you're not satisfied with your job or your employer’s flexibility with you, just ask yourself whether such an unsupportive environment is worth your while. Consider hunting for a new position! Although interviewing while pregnant is challenging, you still should revamp your resume and be open to new opportunities. Employers do hire pregnant women!

Being pregnant after 34 comes with many benefits, and one of them is an already established career. Now, you are a valued employee! Besides, more and more companies today understand how important it is to support expectant and new mothers. So, take good care of yourself and your future baby and don’t stress too much because of your work!

About Rachel

Rachel Hudson is a journalist and a blogger living in California and writing articles for different websites since 2015. She has a degree in medicine; hence she is covering everything related to health, wellness, etc., including motherhood and breastfeeding.

Diverse Stories, Inclusive Organizations: Harnessing the Power of Storytelling to Promote Diversity and Inclusion

Fri, 16 Apr 2021 00:29:00 GMT

Diverse Stories, Inclusive Organizations: Harnessing the Power of Storytelling to Promote Diversity and Inclusion

Corporations thrive when they foster diversity in the workplace, but building a truly inclusive organization and harnessing the power of that diversity must prioritize enabling each person to bring their full selves—and their diverse stories—to work.

In 1992, I moved from Cleveland, and my first sales position at Procter & Gamble (P&G), to our World Headquarters in Cincinnati, Ohio. I was filled with passion for my job, talent, enthusiasm, potential—and a bit of terror.

I couldn’t possibly bring my full self into the office, because I carried a secret to Cincinnati with me. Each day, I left Cindy, the love of my life, behind me, knowing that if a single manager or employee found out about her or even suspected my sexual orientation, I could be dismissed without protections. I faced the choice that generations of LGBTQ+ people had before me—to grow my career or to grow my love, my family, my person as a whole. I couldn’t have both, not publicly. At least not back then.

Unlike those previous LGBTQ+ generations, I didn’t have to operate in the corporate closet for my entire career. Their decades of advocacy and activism led to a major breakthrough just two months after our arrival in Cincinnati. In the fall of 1992, sexual orientation was added to P&G’s corporate non-discrimination policy. I have watched and even helped build on that foundation over the past three decades as we have implemented LGBTQ+ diversity training, same-sex partner benefits, transgender health benefits, and parental leave equalization. While I did not always personally benefit from the changes—and even had to leave the company and the state of Ohio for eighteen months in order to legally adopt my own children—I’ve fought hard alongside the other activists and allies to ensure that the LGBTQ+ employees that have come after me do not walk into the same difficult choice that I was once faced with. And I am grateful every day that I fought with Cindy at my side.

LGBTQ+ non-discrimination policies have become standard in many industries: ninety-three percent of Fortune 500 companies have non-discrimination policies that include sexual orientation; ninety-one percent have policies that include gender identity, adding to the hard-won non-discrimination policies on both the corporate and federal levels for race and differently-abled people. These policies are not just driven by a sense of equality, justice, or fairness; prioritizing diversity and inclusion is a vital business practice. For corporations, it elevates their collective thinking, improves their ability to win in the marketplace, and is essential in order to attract and retain the best candidates:

67% of job seekers consider workplace diversity an important factor when considering employment opportunities, and 57% of current employees want their workplace to increase diversity.
Companies with higher-than-average gender diversity financially perform 46% to 58% better than companies below the median.
Companies with higher-than-average diversity have 19% higher innovation revenues.[3]
Companies in the top quarter for racial/ethnic diversity are 35% more likely to surpass peers.[4]
Companies that track multiple diversities in employees—both inherent and through life experience—are 45% more likely to capture a larger portion of their market and 70% more likely to enter into new markets.[5]

The message is clear: if a corporation wants to be the best, they need an employee body that reflects the astounding diversity in our world.

At P&G, we celebrate the progress we have made, while also acknowledging that truly harnessing diversity and equality is built on the foundation of non-discrimination. Our work isn’t done when people stop being afraid of being dismissed because of who they are, but when they are empowered to bring their full selves to the job, empowered to unleash their voices, their gifts, and their greatest work. The full power of diversity is more than just tolerance within a corporation or in the world at large—it is embracing the differences in people and their experiences that build strength and provides valuable perspective. It isn’t enough to just ensure that our employee body is diverse; we must continue to work towards making it inclusive.

That is a bigger and more nebulous goal. Though not without issue, there are many data-driven ways to increase diversity, but there is no precise way to measure inclusion, no recruitment policies to ensure that an employee can bring the full and wondrous breadth of their perspective, experience, and self to the office. We cannot learn everything we need to learn about and from each other by looking at statistics and rosters. There is immense and immeasurable power in our stories, and until corporations can find ways to fully embrace and promote those stories, we cannot bring the full potential of ourselves to the job.

Though I was able to breathe easier after I gained workplace protections, guarantees of non-discrimination did not empower me to bring my full self to work. Early in my career, I was assured that my humanity would be tolerated; it took me nearly two more decades of developing one-on-one relationships, choosing to be vulnerable, working to further my position, and watching the corporate culture change before I believed that I could be more than just tolerated, but valued and embraced. Though it was not always smooth and easy, the more co-workers I shared my story with, the more connections we formed. The more of their stories they shared with me, the more I learned. We built camaraderie, comfort, and the ability to create amazing things together one story at a time. Not one of us alone could bring the sheer variety of backgrounds, motivations, and perspectives we hold, but we truly become a body larger than any individual through sharing our stories and working with the acquired wisdom of innumerable lenses, skills, and experiences.

These connections meant the world to me and my work, and they helped me heal. I wanted to share this sense of inclusion with my entire company—but with nearly 100 thousand employees across the globe, I knew I could spend the rest of my career doing nothing but sharing my story one-on-one. Remembering the work of the advocates and allies before me who pushed to include me in non-discrimination policies, I decided to take to a larger stage to share my story and open the doors for others to share theirs.

With a shaking heart that knew the pain of personal rejection, but a clear voice that had chosen vulnerability and found acceptance from many unexpected allies, I first shared my story to a wide audience at a P&G event in 2012. I shared my story and gifts as a writer and a poet to some people I had worked beside for years and some I didn’t know, but relied on as part of the same corporation I have dedicated my working career to champion and support. I have now shared my story many times in front of many audiences, but that first one is especially memorable to me because someone told me afterward that I had saved a life of someone I may never know. Though I knew personally how the isolation, depression, anxiety, and stress people experience due to discrimination takes a wide toll on physical and mental health,[6] I now knew I had the power to use the gift of storytelling I developed to combat those issues for myself to help reach others battling the same in my own company.

Though it is impossible to measure the full effect of storytelling for inclusion, there is much scholarship proving it is a powerful tool for capturing attention and promoting understanding. After hearing one-minute speeches that contain three statistics and one story, only 5% of listeners remembered a single statistic—but 63% remember the stories.[7] Facts are 20 times more likely to be remembered if they’re part of a story.[8] Stories allow us to connect and empathize with each other, to express and value each other in the fullness of our humanity.

P&G now has LGBTQ+ employee groups in 45 countries that serve more than 5,000 LGBTQ+ and ally employees. Today, we have lesbian, gay, bisexual, transgender, and queer employees around the world who routinely share their stories as a way to both express their humanity and drive change. Through our storytelling, we have opened hearts and minds and shifted policy and cultures. Change happens because we share our personal stories and had the courage—and the opportunity—to be vulnerable.

There is still so much work to be done. Most countries in the world do not have legal protections for LGBTQ+ people in the workplace. LGBTQ+ people often face hostility in our careers, and fear prevents many of us from bringing our whole selves to work. Fifty percent of us are closeted in the workplace, taking energy to hide who we are—energy we could be using to enhance our lives, organizations, and the world around us. As we continue to fight and win against discrimination, we can expand our impact on our businesses, ourselves, and each other by harnessing the power of storytelling to build a world beyond tolerance—a world that embraces our full humanity and benefits from our ability to share all of our gifts.

Shelly McNamara is the author of No Blanks, No Pauses and the Chief Equality & Inclusion Officer at Procter & Gamble.

[1] https://www.glassdoor.com/employers/blog/diversity/

[2] https://www.fastcompany.com/3067346/how-these-top-companies-are-getting-inclusion-right

[3] https://hbr.org/2018/01/how-and-where-diversity-drives-financial-performance

[4] https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters#

diverse stories inclusive organizations harnessing the power of storytelling to promote diversity and inclusion

[5] https://hbr.org/2013/12/how-diversity-can-drive-innovation

[6] https://www.apa.org/news/press/releases/stress/2015/impact

[7] https://apps.prsa.org/StrategiesTactics/Articles/view/12169/1154/Primary_Source_The_Power_of_Storytelling_in_Busine#.YEek5mhKg2w

[8] https://www.harvardbusiness.org/what-makes-storytelling-so-effective-for-learning/

[9] https://www.nursinghomeabuse.org/nursing-home-neglect/

Sustaining Diversity In A Remote Work Environment

Thu, 01 Apr 2021 19:05:00 GMT

Sustaining Diversity In A Remote Work Environment

Diversity, equity, and inclusion (DEI) initiatives have always been a top priority for many organizations. Progressive employers understand that when employees with different backgrounds and perspectives come together, they are able to innovate and make more informed decisions to improve business outcomes.

However, sustaining diversity and inclusion may not be so clear-cut, especially given working conditions during the pandemic. With more employees working from home and collaborating virtually, it can be difficult for business leaders to continue fostering the same inclusive environment they did when they were on-site.

Business leaders can play a critical role in sustaining diversity among their teams no matter where they’re operating. As long-term remote work arrangements continue to emerge, here are four ways leadership can continue to implement DEI initiatives and foster a diverse remote work environment:

1. Listen to and Address Employee Needs

Whether you’re in an office setting or working from home, employees want to feel a sense of belonging in the workplace. While, in a traditional office setting, managers and employees were able to interact in person, business leaders must work harder to establish direct communication with virtual teams . They can demonstrate care and create a supportive and respectful work environment by setting up virtual chats to get to know employees on a personal level and by checking in with them on a regular basis.

As a business leader, it’s also your responsibility to acknowledge difficult situations and current events that may impact your employees, and to create space for people to share openly how they are feeling and what support they need. Providing an anonymous feedback system can provide staff with the opportunity to voice any concerns without fear of retribution. This could benefit both employees and employers as they’ll have a mutual understanding and knowledge of their needs.

2. Support Relocation for Long-Term Remote Workers

Some employees may be looking for a change of scenery or to relocate now that their job isn’t tethered to a specific location. If your company plans to offer long-term work from home arrangements, consider looking into ways you can help them make the transition to a new city. Showing employees that you are invested in their personal desires can go a long way in both retaining diverse talent and allowing employees to branch into new regions. It can also further enhance diversity as they are introduced to cultures and perspectives that will translate into their work.

You can continue to support your employees and foster greater diversity by helping any employees who may be interested in branching out geographically. Encouraging employees to take advantage of remote work arrangements to move to other places, diversify their surroundings, and grow their experience living in other cities and cultures is one way to promote greater diversity among your team. If your employees are interested in moving to different regions, you can urge them to explore potential cities, research community involvement opportunities, and to become familiar with financial tools that will assist them in making the move, like affordable FHA loans , which could help make a relocation during these times more feasible for employees, regardless of their financial backgrounds.

3. Encourage the Formation of ERGs

Employees who already felt out of place in the office setting may feel even more isolated in a remote setting. Virtual Employee Resource Groups (ERGs) can help encourage employee engagement and foster a sense of belongingness by bringing together those who share commonalities, such as interests, backgrounds, or demographics. These are employee-led groups that can help increase employee facetime and improve cross-departmental collaboration.

Though these groups are designed to unify individuals who share common interests, they may also be used to help educate and engage other colleagues through internal panels and virtual events. Organizations looking to support the formation of such groups should, at the very least, provide administrative support for ERGs. However, those truly invested in improving their DEI should appoint dedicated leaders to lead these efforts, encourage new employees to participate, and provide ongoing virtual DEI training.

4. Include More People in Decision Making

While the most important business decisions are traditionally reserved for top-level management, there are many benefits to weighing the input of a broader, diverse group of team members. According to a study conducted by Cloverpop , inclusive teams of three or more people outperformed individual makers up to 87% of the time. The most successful teams were comprised of geographically diverse employees ranging in age and gender.

More informed decision-making can lead to improved business outcomes and bottom-line results. Opening seats at the decision-making table to a more diverse group of employees could introduce fresh perspectives, unique skill sets, and new ways of thinking about decisions that could impact the company as a whole. To ensure a diverse and inclusive decision-making process, consider designating inclusive leaders who value all opinions and can make team members feel safe.

If you haven’t already, consider taking this time to assess how your company can further foster diversity and inclusion during these times. Senior leaders should evaluate their benefits and offerings to ensure they not only accommodate a diverse workforce, but also encourage it. They should not only do this because it makes business sense but also because it’s the right thing to do.

Workplace Diversity & Inclusion Trends For 2021

Mon, 22 Feb 2021 00:11:00 GMT

Workplace Diversity & Inclusion Trends for 2021

Throughout the year 2020, diversity, equity, and inclusion (DEI) remained a priority for both the human resources (HR) department, as well as research and development professionals.

Outside of the HR department, executive owners and leaders focus more on the DEI criteria, incorporate it into their business culture, and use it for vital business advantages.

Keeping in view the importance of diversity and inclusion in the workplace, its training should be considered an integral part of every organization. Diversity and inclusion training drives growth and innovation.

Diversity and inclusion are also important factors that job seekers usually consider before accepting any job.

Though this criterion is important for most job seekers, it holds more value and importance for the people who fall into a minority group.

According to a survey , 72% of women (vs. 62% of men), 89% of African Americans, 80% of Asians, and 70% of Latinos ranked workforce diversity as an important factor while searching for any job.

Diversity And Inclusion Trends To Expect In 2021

Below are some of the most important diversity and inclusion trends for 2021.

1. Adoption Of Diversity As A Business Model

For the longest, diversity was viewed as a simple compliance necessity, requiring a moral position from corporate executives. Many companies had mission and vision statements that alluded to a diversity infrastructure and they may have listed inclusion as a workplace criterion.

Unfortunately, such claims typically turned out to be false, as numerous companies didn’t necessitate their executives personal engagement in this business effort.

However, with the gradual passage of time, more and more companies have become inclined to include diversity in their practices and policies. It is also being predicted that most companies will adopt diversity as a part of their core business model in the post-pandemic “Next Normal”.

Companies like Intel have also changed their working policies according to diversity dynamics. Their new Intel Rule bars the company from working or partnering with any law firm with an average or below-average diversity score.

2. Prioritizing Multigenerational Workforce

In terms of the generational makeup, the workforce is aging and varying considerably with time. At present, we may observe four or five generations working together simultaneously in the workplace, ranging from the silent generation (born between 1928 and 1945) to the newest cohort, a generation born after 2000 (Generation Z).

With each of these generations, emerges diverse expectations of employees around topics such as upskilling in the digital era, implementation of employee wellness programs, working towards bringing sustainability into the existing environment, and the introduction of flexible work arrangements.

3. Encouragement of Policies Related To Gender Identity And Expression

Gender identity is how a person sees themselves, their internal sense, and their personal experience of gender, while gender expression refers to how a person chooses to express themselves.

In recent years, gender identity and gender expression have become a popular subject among the masses.

This has led to increased awareness about the challenges and difficulties faced by the people who were not assigned the right gender at birth.

More companies are facing challenges related to gender identity and expression. They are revolutionizing their HR departments to counter such problems; thus, preferring the usage of more gender-neutral options. They are also focusing on providing health care benefits to employees who are transitioning.

Some employers are also focusing on training their managers regarding appropriate language usage and recognition of their responsibilities towards an employees’ gender identity and expression.

Over three in five workers in the United States have witnessed or experienced discrimination in the workplace based on age, race, or gender expression. In 2021, we are more likely to see companies adopting policies and models related to freedom and preservation of gender expression.

4. Supporting Minorities In the Workplace

Many conversations and debates have taken place around minority inclusion and how underrepresented groups are treated in the workplace. These individuals are usually assigned to lower positions and are generalized to be of lower caliber.

Being underrepresented, they are not given enough opportunities to showcase their abilities and raise their voices among the majority.

According to one study , Black, Native American, and Latinx women earn up to 25% less than White women. In general, racism can be avoided if organizations eliminate racial bias in hiring, support their employees, treat them equally, and, most importantly, tackle systemic inequality. When you have a wide range of professionals coming from different ethnic backgrounds, it collectively has a greater impact on the locals who value your work and have a high regard for your leadership.

When you combine demographics and technology, the competitive advantage is squared . Thus in the future, we are more likely to see a change in corporate ethics, with a full-fledged focus on the use of technology and the support of minorities in the workplace.

5. Elimination of Unconscious Bias In The Workplace

In a recent study , roughly 49% of 500 workers reported some sort of favoritism in their work environment.

Unconscious bias is present and influences almost every aspect of the modern workplace, like in recruitments, client dealings, work assignments, promotions, and employee performance evaluations .

It is the responsibility of the senior leadership to eliminate all sorts of unconscious biases in the workplace as it can affect the performance of any individual working in such an environment.

To counter such biases, the rule is simple; make the unconscious conscious. Encourage the discussion of biases in the workplace.

Unconscious bias can affect the decision-making skill of any employee, which can ultimately hinder his/her/their progress and contribution to the company’s goal.

Thus, it is important to make such policies against unconscious bias, which should be implemented effectively within the company. In fact, it is expected that in the year 2021, raising awareness about unconscious bias will be considered an essential part of diversity training.

6. Moving From Diversity And Inclusion To Diversity, Evenhandedness, And Inclusion

The notion of diversity and inclusion has been around for more than a decade. One side of the coin is including people from different cultures and backgrounds, whereas giving them space and a chance to share their ideas equally refers to the other side.

Both the Inclusion and diversity concepts will remain a key focus of many organizations in 2021 but, yet the concept will some touch of equality.

It is expected that more and more leading enterprises will be integrating the concept of equity, along with diversity and inclusion. Research conducted by Deloitte revealed the fact that many organizations will be implementing diversity, inclusion, and equity as their overall business strategy.

According to a global survey, only one-third of the enterprise claims to be unready in this area, while 19% say that they are fully prepared to shift to this new strategy. Workplace equity can be manifested in numerous ways.

Organizations can promote equity by eliminating those decision facts that lead towards inequity, discovering equity in talent development, leveraging initiatives such as Affinity Groups as a medium of concentrating on the successful implementation of equity planning.

In the upcoming years, equity will be the most discussed theme in many industries. The internal functions of the companies will soon be operating with an intense level of transparency across recruitment practices, board representation, talent management programs, nuisance, and compensation reporting.

7. Popularity Of Male Allies In The Workplace

The trend of manifesting inclusion, equity, and diversity within the business environment will be on top in 2020. You’ll get to observe many initiatives, and among them will be male allies programs that will be helpful in providing the employees the much-needed advocacy for gaining appreciation, irrespective of gender orientation.

Although there are still many companies where men are greater in number, and this kind of program will prove to be highly operative.

The idea of fostering male allies was initially introduced in 2015 by Barclays. It was greatly supported by many people, and their number of supporters kept on increasing from 1500 to 12000 .

At the beginning of 2020, this organization presented a new toolkit particularly designed for external male allies for promoting their hashtag campaign called “MorePowerfulTogether”.

In the upcoming years, many enterprises and businesses will be getting this trend on board by collaborating with their regional foundations like altogether.swe.org, etc.

When companies are effectively promoting the drifts of diversity and inclusion, there exists a probability that it might fail to engage men.

Thus, to activate that and increase their engagement in equity and inclusion efforts, companies should understand the idea of a male ally and recognize those segments that comprise of male demographics before eliminating the hurdle that creates a distance among men and such programs.

Inviting males to become a part of conversations related to diversity and inclusion will foster diverse perceptions, creating alliances along with building more awareness of equality.

While Summarizing I Would Say...

Workplace diversity and inclusion will continue to be the talk of the town and is expected to get more intense in 2021. However, some businesses are making crucial progress in this area, but the pace is quite slow. It’s high time to hasten this momentum by engaging the employees in cultivating a culture that accepts people from varying cultures and carrying out respectful communications.

About Annie

Annie Megan is a writer, blogger, and tech-geek. She is currently working as a Business Manager at Assignment Guarantee, a place to buy assignment online. Annie loves to assist students during their education and professional career as well. Annie loves to travel and observe different cultures of the world.

Efforts to Make Diversity and Inclusion a Priority in Your Organization

Mon, 15 Feb 2021 21:27:00 GMT

Efforts to Make Diversity and Inclusion a Priority in Your Organization

Diversity and inclusion are two important concepts that bring a multitude of benefits to your organization and employees. Between a happier workforce, boosts in creativity and innovation, as well as improved decision making, a diverse workforce that focuses on making employees feel included is extremely important. However, if you find yourself unsure of where to begin, keep reading to learn various efforts on how to make these concepts a priority:

Develop a Plan

By creating and implementing core values and a plan dedicated to diversity and inclusion, you can set yourself up for success both in the short and long-term. An inclusive workplace model plays a major role in retaining employees and maintaining a diverse workforce. It is important that you first understand the difference between diversity and inclusion .

Diversity is defined as the understanding that each employee is unique and recognizing those differences. Inclusion pertains to truly understanding your employees and their needs. When you combine both of these concepts, you develop an inclusive workplace model that represents your entire organization.

When your employees come from diverse backgrounds or circumstances—think a native Spanish speaker or a breastfeeding mom who has just returned to work—it is important that you value each of their wants and needs to ensure they feel as comfortable as possible in the workplace. If at any point an employee feels as though they have to mask or hide parts of their identity or lifestyle, it can lead to poor motivation, engagement, and overall retention rates.

Expand Your Recruiting Efforts

If you are looking to diversify your workforce, consider doing so at the beginning of your hiring process. Seek out and bring in a more diverse group of employees from the get-go to make both your new hires and current employees feel more represented. If you are unsure of how or where to begin, consider making your recruiting efforts higher a priority.

While it may feel easy to rely on routine hiring processes, consider revamping your hiring strategy and actively seeking candidates outside of your normal scope. Take the time to both recognize and eliminate any biases you may have and give each candidate the opportunity to show you the skills they have to offer.

You can also utilize a candidate referral program to help assist you in your search for new employees. While that may seem overwhelming or out of your element, a guide to employee referral programs can be the perfect tool to get you started. Programs like this can bring additional benefits to your company such as higher levels of employee satisfaction, and a boost in retention rate.

Foster an Open Company Culture

In most instances, employees that are unhappy and feel underrepresented, often leave their jobs for a more open workforce. It is important to create and foster an open company culture in which employees feel their true self is appreciated and accepted. This isn’t just a nice idea, either. Many executives believe positive company culture is a critical aspect of an organization.

Business leader and entrepreneur Robert F. Smith states, “You have to create a workforce process and a workforce environment that makes people feel not just invited to the party, but also asked to dance. It's a matter of necessity more than anything else.”

It is essential that you provide an environment in which employees feel comfortable no matter their:

Age
Gender
Race
Religion
Sexual Orientation
Physical Conditions/ Disabilities
Cultural background
Country of origin

By getting to know and fostering good relationships with your employees, you can then learn about ways to increase your inclusivity and diversity. Something as small as implementing anti-discriminatory practices and policies will not go unnoticed or unappreciated.

Evaluate Your Leadership Teams

It is important to be aware of the individuals who are leading your organization to success.

Representation across the company can make employees feel as though they are supported both personally and professionally. A survey by Boston Consulting Group found that among Fortune 500 companies, only 24 CEOs are women, three are black, and four are part of the LGBTQ community.

While you may not be able to directly influence who is part of your leadership team, you can encourage diversity and inclusion and make it an integral part of the companies goals and values. This is supported by other executives such as, CEO and Managing Director of Qantas Alan Joyce , who states “Diversity generated better strategy, better risk management, better debates, and better outcomes.” By remaining authentic, employees can then feel more comfortable having open conversations that can lead to individual and company growth in addition to the other benefits a diverse workforce can bring.

Of course, if you are looking to diversify your life as a whole, these tips can transfer into personal aspects of your life as well. By being willing to educate yourself and others around you, you open doors to allow a diverse and inclusive lifestyle to flourish.

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