Aleria

Rethinking DEI: Addressing common misconceptions Join Aleria’s Chief Scientist, Paolo Gaudiano, on April 10 at 11:00 am US/ET for a FREE webinar as we dive into the misconceptions surrounding diversity and inclusion, address concerns about meritocracy, and explore practical ways to approach DEI while staying compliant with current policies. Curious or skeptical? All perspectives are welcome. 👉 Register now (https://lnkd.in/gXhDKTzw)! #Aleria #RethingDEI #DEIbacklash cc: Paolo Gaudiano

A candid conversation on DEI: Addressing questions and concerns from all sides On April 10 at 11:00 am US/ET, join Aleria’s Chief Scientist, Paolo Gaudiano for a thought-provoking free webinar that takes a candid look at common misconceptions around DEI: “Rethinking DEI: Addressing common misconceptions”. Whether you're a supporter or a critic, we’ll tackle your questions head-on and explore practical ways to address them. 👉 Come with an open mind. Sign up today (https://lnkd.in/gXhDKTzw)! #Aleria #RethingDEI #DEIbacklash cc: Paolo Gaudiano

Aleria’s Chief Scientist, Paolo Gaudiano joined Tim Glowa (IBDC.D, GCB.D) on The State of Work Today Podcast to discuss “The Real Business Case for Inclusion: Measuring What Matters.” This eye-opening conversation explores the hidden costs of exclusion in the workplace and offers actionable insights—no guesswork, no backlash. Missed it? Listen here - https://dub.sh/SOWT29LI #MeasuringInclusion #DEI #FutureOfWork CC Paolo Gaudiano

Rethinking DEI: Addressing common misconceptions Join Aleria’s Chief Scientist, Paolo Gaudiano, on April 10 at 11:00 am US/ET for a FREE webinar as we dive into the misconceptions surrounding diversity and inclusion, address concerns about meritocracy, and explore practical ways to approach DEI while staying compliant with current policies. Curious or skeptical? All perspectives are welcome. 👉 Register now (https://lnkd.in/gXhDKTzw)! #Aleria #RethingDEI #DEIbacklash cc: Paolo Gaudiano

Bridging the divide: Tackling common questions and objections on diversity and inclusion Join us on April 10 at 11:00 am US/ET for “Rethinking DEI: Addressing Common Misconceptions”, a FREE webinar with Aleria’s Chief Scientist, Paolo Gaudiano. We’ll tackle some of the most common DEI objections— from the pipeline problem to fears of reverse discrimination— and break down misconceptions with practical, actionable solutions. Don’t miss this important conversation! Register now (https://lnkd.in/gXhDKTzw)! #Aleria #RethingDEI #DEIbacklash cc: Paolo Gaudiano

“The Real Business Case for Inclusion: Measuring What Matters” with Paolo Gaudiano. This past week has been nothing short of amazing for Aleria. Our Chief Scientist, Paolo Gaudiano sat down with Tim Glowa (IBDC.D, GCB.D) on The State of Work Today Podcast to discuss a crucial shift: why companies should stop setting diversity targets and instead focus on fixing the root causes of exclusion, driving business success. If you missed this powerful conversation, listen in now (https://dub.sh/SOWT29LI)! #MeasuringInclusion #DEI #FutureOfWork CC Paolo Gaudiano

Free Webinar - Rethinking DEI: Addressing common misconceptions On April 10 at 11:00 am US/ET, join Aleria’s Chief Scientist, Paolo Gaudiano for a free webinar where we’ll explore practical solutions while we unpack common DEI misconceptions, including the value of meritocracy, ‘lowering the bar’ myth, reverse discrimination, and much more. Secure your spot now (https://lnkd.in/gXhDKTzw)! #Aleria #RethingDEI #DEIbacklash cc: Paolo Gaudiano

Diversity is the outcome. Inclusion is the input. Yesterday’s podcast episode with Paolo Gaudiano challenged the way we think about DEI. He explained why companies should stop setting diversity targets and instead focus on fixing the root causes of exclusion. When they do, diversity follows naturally—and so does business success. If you missed it, catch up now and learn: - Why focusing on hiring more diverse candidates isn’t the solution - The hidden costs of exclusion and how to measure them - How leaders can prove the ROI of inclusion with hard data Don’t just check the DEI box—get it right. Listen here: https://dub.sh/SOWT29LI #BusinessCaseForDEI #InclusionMatters #Leadership #FutureOfWork

I just downloaded and read an excellent resource from The Conference Board: a new report on "Understanding and Managing Legal Risk in Corporate DEI" (https://lnkd.in/dY_vN6AQ) The report shows that while “illegal DEI” remains undefined by the new administration, recent developments offer some direction useful to the private sector. In a nutshell: if you read past the hype and rhetoric, the changes are manageable, and frankly some of them are an opportunity for the field of #DEI to become more transparent in its descriptions, clear in its goals, and accountable in its activities - all things we recommend and implement at Aleria, and in my book on #MeasuringInclusion. Here are some key highlights. First, some things that must be avoided: 🚫 Programs, initiatives, or policies that discriminate, exclude, or divide individuals based on race or sex. Such programs violate federal anti-discrimination laws and may be investigated. 🚫 Screening employees for a “commitment to diversity,” “diverse backgrounds,” or “diverse perspectives,” especially if applicants are encouraged to disclose their race. 🚫  More generally, identity-based considerations in employment decisions (recruitment, hiring, promotion, retention, and separation), procurement, and contracting. Here are some things that are considered "lawful inclusivity practices": 👍 In recruitment and hiring: panel interviews to reduce bias, and standardized evaluation criteria. 👍 For development and retention: equal access to development and training; Employee Resource Groups (#ERG) and special emphasis programs that are open to all employees; inclusive leadership training. 👍 For assessment and integration: monitor success of policies and practices; provide clear reporting protocols; work groups for strategy and inclusive practices. And here are some of the recommended actions from the report: 💡 Clearly document the business case for initiatives to demonstrate lawful and objective justifications. 💡 Defining otherwise undefined and ambiguous terms that the administration identified as potentially suspect, including “diversity,” “equity,” "inclusion,” and “DEI.” 💡 Reviewing relevant training materials to ensure they do not ask employees to accept specific viewpoints or contain personal attacks. 💡 Reviewing recruitment, sourcing, hiring, promotion, retention, and separation practices to ensure employment decisions are not made based on any protected characteristic. 💡 Conduct regular audits and third-party reviews. I am happy to say that Aleria's training & assessment offerings meet or exceed all of these requirements and recommendations. Reach out to me for questions, or visit https://aleria.tech.

Tristan Botelho, Katherine DeCelles, Demetrius Humes and Sora Jun just published a story in Harvard Business Review titled "How Gig Platforms Can Mitigate Racial Bias in Ratings" (https://lnkd.in/d78UAkd2). In line with the earlier thread below by Eric Bonabeau, a more accurate title might have been "How Gig Platforms Can Mitigate *the Impact* of Racial Bias in Ratings". Semantic issues aside, this article shows that with a modest effort it is possible to identify processes that allow biases to impact outcomes, and to identify improvements that reduce the impact of those biases. Often #DEI initiatives are depicted as "a marathon, not a sprint," but significant problems could be made—and backlash could be reduced—if we focused on doing a lot of "sprints." It is not a coincidence that "sprint" is a term used in agile project management. #DEI #UnconsciousBias #Bias #GigEconomy