The Waymakers Change Group

The Chief Diversity Officer at one of our partner companies recently shared what her white male peer called the "DEI is dead" discussion. "Noise." Did he mean there won't be impact? Probably not. Did he mean we should ignore the unintended (or even the intended) consequences that might arise in the months and years to come? Unlikely. What he did mean is that he's undeterred. He's focused on outcomes. He's not spending energy on unwinnable arguments. He's thinking about what he DOES want, which is teams and team members who can contribute fully, freely, and fairly, instead of what he doesn't want: distractions. Because who has time for that? Stay focused. Work with leaders who care about unleashing ALL talent, not just people who look like them, and who know that this—optimizing potential—is a leader's JOB. Let the rest play in their own faces. Also, get your rest. ?? #wearethewaymakers #betheway #inclusiveleadership #equitableoutcomes #fairnessisaflex #leadallpeoplewell #doyourjob #consultinglife #fridayfeeling

We have good news and bad news. As the new administration gets up and going, all things related to workplace diversity, equity, and inclusion will feel more optional than ever, and depending on your industry and affiliations, it may be overtly discouraged. What does this mean? Company leaders who never saw value in the work will abandon it. Company leaders who see the value but feel it's too hard or inconvenient or expensive to do it well will say the right things, but do very little of consequence. Company leaders who deeply believe that diversity is a strength, that all people deserve equal opportunity, and that creating a workplace where every person is encouraged and equipped to contribute fully, freely, and fairly is good for business will stay the course. They might adjust their language or approach to avoid being targeted, but they will continue to make investments that see, respect, value, and protect ALL people. This is good news because you'll have an opportunity to pursue work that aligns with who you are and what you value. And you'll have more confidence in that alignment, because there will be greater transparency. It's bad news because the time between now and then will be volatile and disruptive. But stay encouraged. Clarity is a gift. #wearethewaymakers #betheway #leadership #workplace #inclusion #equalopportunity #leadallpeoplewell

Please be aware that not everyone is ready for business as usual, and may not be for awhile. That doesn't mean you shouldn't expect people to do the jobs you pay them for, but know that it will take a lot more effort for a good percentage of your people. Be present with and for them if you have the heart for it. Be kind, and as patient as you can be. Do not force RTO at this moment if you have the power to be flexible. To be clear, this has nothing to do with "sour grapes." It is grief and disillusionment. It's knowing that many will be harmed in ways they cannot prevent, and deep sadness because it appears the majority of voting Americans wanted it this way--or didn't care enough to understand the implications of their choice. This is, by every definition, a watershed moment. We are changed. We will not "find" a path forward. We must create one...in time. For now, take good care of yourselves and each other. #wearethewaymakers #betheway #leadership #kindness #love #workplace

From our many exchanges with Black women today, it's clear that corporate America is about to go through some things, and not in the way you might think. For decades, Black women have done invisible work. They've taken on extra jobs and additional assignments because they feel a sense of communal responsibility for others who've been disadvantaged and denied. In our employee experience survey, when asked if they feel like their successes and failures reflect on people like them, Black women's rate of agreement is over 80% - the highest of any talent segment. Today, Black women feel disrespected and devalued by a society they have worked so hard to make better. There is a deep, guttural "NO" brewing in the throats of Black American women this morning that positive thinking may muffle, but is unlikely to silence. So what does this mean for you? If you have Black women holding you up at work, as in going the extra mile with things not related to their job duties, but you're not holding them down by valuing them appropriately with equal pay and opportunity, get ready to navigate the gaping holes left behind by chronic neglect. Take a beat and ask yourself where you stand on this issue, and if you care enough, do something about it. It's a trying time for people who have been tried enough. #wearethewaymakers #betheway #inclusion #respect #regard #value #fairness #leadership #culture

No one wants to show up for a leader who does not respect them. At work and in the world, respect means consideration for who you are, what you know, what you have done, and what you can do. Who you are: As a whole and worthy human being What you know: Insight and expertise What you have done: Experience and contribution What you can do: Ideas and potential This is the path to inclusion and belonging. Not just being nice. Not just welcoming people into your space, but respecting them for all the ways they are valuable and can add value. Of course, respect is a two-way street, but leaders must lead. #wearethewaymakers #betheway #leadership #respect #inclusiveleadership #contribution #workplaceequity #choicesandbehaviors #mondaymusings Reach out for help inspiring and equipping leaders to lead all people well at www.twchg.com.

For three years, we’ve conducted employee experience diagnostics that signal an erosion of psychological safety for LGBTQ+ employees across gender and race, but heightened for those who identify as women. These scores were driven by experiences like: - Being scrutinized - Having ideas dismissed - Feeling responsible for carrying burdens of ingroup - Being criticized for behaviors others are celebrated for We also found deterioration in respect scores. As companies step back from their visible and bold support of LGBTQ+ rights and pride, this level of safety will continue to decline, and the need for respect will grow more acute. This matters to companies because respect is tied to impact (full, quality contribution), and safety is tied to innovation (more creativity). The erosion of these two need states, especially in combination, is dangerous for the employee and the employer. For the employee, they lead to detachment—physical or mental. For the employer, they create a contribution gap that no company can afford. Mind your people. These are difficult days. ???? If you want to learn more about the tool we call “the MRI of employee experience,” we’ll drop the link in the comments. #employeeexperience #workplace #inclusion #respect #protection #contribution #sunday #lgbtq

Listen in as Tara Jaye Frank spills some secret sauce on how we help clients heal the "dis-ease" in their workplaces. Spoiler: it's not "best practices." Explored in this chat: - A leader's job - Why you can't heal a "dis-ease" you haven't defined - How the "best practice" approach could be costing you - And more! Start at 11:45 if you want to get right to it. #wearethewaymakers #betheway #leadership #leadallpeoplewell #unlockcontribution #creativity #innovation #businesshacks #reachandteach #thewaymakerschangegroup

By now, we all understand the importance of sponsorship, or Waymaking, as we call it. We define "waymaking" as opening doors, removing barriers, and ushering others through what can be a gauntlet of unspoken company norms and expectations. Check out https://lnkd.in/ggc5QnYr under "Sponsoring for Growth" to read more about how we helped one of America's largest health systems harness the power of sponsorship to increase advancement opportunity for Black women. Nothing we at The Waymakers Change Group do is off the shelf. Much like a specialist, our recommended treatment plan is based on the unique "dis-ease" in your workplace. #betheway #wearethewaymakers #sponsorship #advocacy #leadership #inclusion #representation #change #progress #workplacewellness

What do you do when you know there’s an issue in your workplace, but you don’t know exactly what it is or how to solve for it? Our client knew something was keeping diverse talent out of decision-making roles. We helped them uncover and remove barriers. The result—greater workplace wellness and better outcomes for teams. Learn more in our upcoming newsletter. Subscribe link in comments! www.twchg.com #wearethewaymakers #betheway #results #workplacewellness #culture #sponsorship #leadership

The “contribution gap,” fueled by what LinkedIn News recently reported as a lack of enthusiasm, is costing 1.9T in productivity loss, according to Gallup. We define the contribution gap as the distance between what talent is capable of delivering and what they’re equipped, enabled, and encouraged to deliver. We’ve been helping clients close this gap by teaching their leaders to see, respect, value, and protect ALL people at work. SEE: Acknowledge and invite to contribute RESPECT: Recognize and leverage contribution VALUE: Refine and reward contribution, and provide opportunities to grow PROTECT: Create and preserve environments where it is safe to contribute fully, freely, and fairly It’s important that those who aim to meaningfully address the gap realize that the solution isn't simply to "engage" people. Engagement is fleeting. I can be engaged on Monday morning, be disrespected at lunch, and disengage by 1pm. When this happens, I'm less focused, less productive, less creative, and less committed. I stop going the extra mile, which means you miss out on my discretionary effort. In short, my contribution is heavily impacted by my daily and cumulative experiences, which influence the quality of my relationship with you and affect how I work. You can't transform a relationship on a sentiment level. Building trust, for instance, isn't about getting someone to feel more trusting. It's about doing more things that build trust and fewer things that destroy it. People want more visibility, more respect, more opportunity/appreciation, and more psychological safety at work. And you should want that FOR them, because it also benefits you. This is not complicated, but it's not necessarily easy if your leaders don't know what to do and how to do it. So teach them. Your move. www.twchg.com #leadership #inclusiveleadership #futureofleadership #employeeexperience #contributiongap #culture #thewaymakerschangegroup #betheway #wearethewaymakers