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The social justice protests of recent years spurred many companies to make public statements supporting diversity, equity and inclusion (DE&I). But new research into the state of DE&I efforts at companies shows that the real work has only just begun.
Just 49 percent of employees say their companies have DE&I improvement strategies, according to my company's Pulse of Talent survey of almost 7,000 workers in the U.S., Canada, the U.K. and four other countries. About 20 percent of workers polled globally say their companies lack strategies to boost DE&I.
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Data may reveal gaps in such things as women or people of color in leadership. But policies and processes perpetuate inequities and changing them will help bridge those gaps, too.
For instance, we looked at our job descriptions and found that the use of words like "strong" spoke more to men...
Change starts with leadership voicing support for DE&I initiatives and creating a runway for employees to drive efforts forward on the front lines. These individuals will carry out the mission because they connect with more people, day in and day out. At my workplace, we got this started by assem...
Making workplaces truly diverse, fair and inclusive has never been easy given inherent biases in everything from how companies source talent to how people interview to how people see themselves. But DE&I is more necessary than ever given renewed awareness of racial, gender, sexual orientation and...
You cannot improve at DE&I until you take full stock of where you are. Gather qualitative and quantitative data. Listen to employees in focus groups discuss the state of DE&I at work-- do they feel a sense of belonging? If not, what do they need?
Anonymous surveys provide a safe forum for e...
Being more inclusive starts by recognizing biases that work against inclusion. We all have biases, often because of how we were raised. We counteract biases by watching and changing our behavior.
Calling out microaggressions is also a proactive act of inclusion. I once led a meeting on DE&I...
Meet people where they are. If your organization thrives with collective learning, great. But if you have people in different time zones, working different schedules, give them multiple ways to access learning, including in micro-segments, which can be as short as three minutes. Allow for mistake...
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This is a real phenomenon--and it doesn't just happen at companies with poor management, low wages, or any other metrics that might entice workers to abandon ship.
We're very social creatures, and we tend to take cues from the people around us. And in a crisis, people ...
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Your mindset naturally constrains your ability to consider alternatives and possibilities that go beyond the boundaries of your thinking. Your limiting assumptions can be about personal skills, team knowledge, and abilities, organizational capabilities, market needs, technology, ...
Anti-maskers, n., pl. | Definition: People who refuse to wear a mask or who believe they should not be required to wear a mask to engage in civil society. “The anti-maskers think it is unreasonable that they should be asked to wear a mask before entering a store.”
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