Exponential Talent LLC

As the pace of change accelerates, organizations need to counterbalance the fast pace with spaces of belonging that center on employee needs. Achieving this balance can be tricky. Leveraging the power of diversity and inclusion can help organizations achieve this balance. Yet the pathways are not simple. “There are multiple layers that must be undertaken for organizations to truly be diverse and inclusive,” explains Tiffany Galvin Green, Ph.D., Vice President - DE&I Strategies and Education at Exponential Talent LLC, a member of the Lab’s Corporate Program (https://lnkd.in/g_3txEnK). “Reaping the benefits of an inclusive culture requires achieving ‘small wins’ on many fronts.” “That's where I feel that Groups (ERGs/BRGs/Affinity groups) play a pivotal role,” adds Tiffany. “While Groups make space for employees with a shared identity to come together, each individual brings a multitude of experiences, insights, goals, and ideas,” explains Kristine R. Pedersen, Seeds of Change Assistant Director at the Lab. “Making room for individual Group members' contributions and needs requires Groups to hone their abilities to effectively facilitate meetings.” Read this article on smart ways to multiply the impact of Groups via meetings. The insights were gathered during a meeting of Group Leads, facilitated by Dr. Galvin-Green and Kristine Pedersen. Authored by Lori Nishiura Mackenzie and edited by Hannah Yanow, Ed.D. #ERG #BRG #AffinityGroups

?? A new episode of We're Not OK: A Community of Healing is out now ?? Ep. 15: Inclusive Conversations Toolkit Guest: Tiffany Galvin Green, Ph.D. Spotify: https://lnkd.in/eUP4NRC5 Apple: https://lnkd.in/eupn7tDw Alongside Antija A. we had a great conversation on a slew of topics related to inclusion, belonging and the best strategies for organizations to achieve them with Dr. Galvin Green. Even with the debate of DEI, it's current applications and differing definitions, it is still a vital piece to ensure professionals feel seen and valued in their workplace. #Inclusiveconversations #notokbookproject #notokbookproject #diversityinclusionequity #inclusionmatters #inclusion

Hello LinkedIn community! ?? I recently delved into a compelling study from Littler that sheds light on how organizations are navigating DEI post-Supreme Court's affirmative action ruling. It’s enlightening and confirms that many are not just committed, but are actively enhancing their DEI efforts. Here's an encouraging highlight: 91% of senior executives reported that their commitment to DEI remains unwavering, with 57% even expanding their initiatives. This speaks volumes about the core values of these organizations and the importance they place on fostering an inclusive culture. However, the study also uncovers some areas for improvement, particularly in C-suite communication. While a majority of executives believe their DEI strategies have remained consistent, only a minority of Chief Diversity Officers feel the same. This indicates a need for better alignment and communication at the top, which is essential for ensuring that DEI efforts are effective and truly integrated into organizational strategies. I'm passionate about advancing DEI in the corporate sphere and I find these insights crucial. They not only guide us on where we need to focus but also highlight the resilience of companies in maintaining their commitment to inclusivity, even under challenging circumstances. Let’s discuss how we can further these efforts together. What strategies have you found effective in aligning leadership around DEI goals? #DEI #CorporateLeadership #InclusiveCulture #StrategicAlignment Molly Anderson Amber Boyle (She-Her) Joyce Hammel Rocki Howard Donna Yelmokas Caroline Simard Lori Nishiura Mackenzie https://lnkd.in/gHrUGX8T.

It’s #EqualPayDay and we’ve got an amazing resource to share! Today we’re launching the NEW California Equal Pay Playbook: by California Employers for California employers. The playbook lays out six powerful steps to help you improve your pay practices and ensure you are paying all workers fairly. And - BONUS - equal pay can also help you attract and retain top talent, improve productivity and brand reputation! A special thank you to the California Equal Pay Pledge signatory community for your contributions and to our star partners California Commission on the Status of Women and Girls, California Labor & Workforce Development Agency, and the Office of the First Partner. This playbook would not have been possible without the dedication of First Partner Jennifer Siebel Newsom to advance gender equity and create an equitable future for all. Who’s ready to join the #EqualPayCA movement? Help us move the needle in CA by checking out the Playbook, now live at www.equalpayCA.org!

There are three criteria that can make a DEI program risky: 1) a?preference?for certain individuals over others; 2) when this preference is bestowed on a legally?protected group: people of a certain race, color, religion, national origin or sex; and 3) when a policy relates to a?palpable benefit?like a job, pay rise or development opportunity.?Read more here: https://lnkd.in/eUBNqV7D