UCLA Administrative Management Group (AMG)的动态

?????? I am thrilled to share that I have just finished Connecting Engagement and Inclusion to a Culture of Performance! ???? As I began my journey of elevating my esteem career, knowing the importance of diversity, inclusion, and organizational culture is paramount to my skill sets. ?? As I am dealing with diverse perspectives of a group, understanding circumstances in a very vibrant and structured manner will help make communication more engaging and enacting. ?? This certification broadens my knowledge of how to make informed decisions with an unbiased methodology. Check it out: https://lnkd.in/eMnE6UHG #diversityinclusion #organizationalculture

ERGs are powerful tools for fostering inclusion, but a poorly planned event can easily backfire. In a recent episode of Intent to Impact, DEI expert, Courtney Humphrey, discussed how important language and understanding cultural differences are when planning employee resource group (ERG) events, particularly for global programs. Even little things can make a big difference in making everyone feel welcome. Here are 3 key takeaways: ??/ ???????????????????? ???? ???????????????? ?????? ???????????????? ??????????????????: → Understand the significance of language and cultural awareness in planning events for ERGs ??/ ?????? ?????????? ???? ?? ????????: → A catchy title is fun, but it should also be descriptive to encourage everyone’s participation. ??/ ???????????? ?????????? ????????????: → Think about the different backgrounds of your ERG members and use language that everyone can understand. ?????????? ????????: ? Do Your Research: ? Learn about the cultural backgrounds of your members and avoid potentially sensitive topics or phrases ? Get Feedback: ? Ask your ERG members for their input on event names, themes, and topics of discussion. ? Be Open to Learning: ? If you make a mistake, acknowledge it and learn from it. Be mindful of language and cultural differences, and you will craft ERG events that are genuinely inclusive and engaging for all. Humphrey's advice on language and cultural awareness really resonated with me. Which of these tips do you find most challenging to implement in your ERG planning? Drop a comment below ?? Check out our full conversation here (https://buff.ly/3xdlMKn)

When communicating about diversity and inclusion initiatives, it's easy to think employees are either 'for' or 'against' them. But we now know it's more nuanced than that. Our CEO Dr Katie Spearritt shares new research showing employees generally respond in four different ways. This means applying different communication and education methods to best engage them. The research has just been published in the Journal of Applied Psychology and Harvard Business Review. The four response profiles are: 1. Excited supporter 2. Calm complier 3. Torn Shaper 4. Discontented opponent The big message here is not to assume a one-size-fits-all approach to communicating diversity and inclusion initiatives.

?? R is for Reflect ?? Reflection is crucial in our DEI journey. It involves looking inward to identify biases and areas for improvement. By encouraging both self-reflection and organizational reflection, we can uncover hidden barriers to inclusion and equity. How do you foster a culture of reflection in your organization? Learn more: https://lnkd.in/gsJQnKaT

In a significant shift, McDonald's has announced the rollback of certain diversity initiatives, a decision influenced by a recent U.S. Supreme Court ruling that has impacted affirmative action in college admissions. This development raises important questions about the future of corporate diversity efforts and the long-term implications for workplace inclusion. To explore this timely topic and understand the broader context of these changes, read the full blog post on HuffPost: https://ift.tt/nA3KOfh.

Book me for your next speaking engagement! One of the topics I speak about is, "Keeping DEI Top of Mind." What’s the greatest challenge to diversity and inclusion? Find out through this interactive presentation. You’ll learn how to help team members use their voices as catalysts for understanding and change so that they, and your organization, reach their full potential. You’ll learn the importance of systems thinking as you develop impactful recommendations to push your organizations to do better. Learn more at https://lnkd.in/gwmNRuaX.

Book me for your next speaking engagement! One of the topics I speak about is, "Keeping DEI Top of Mind." What’s the greatest challenge to diversity and inclusion? Find out through this interactive presentation. You’ll learn how to help team members use their voices as catalysts for understanding and change so that they, and your organization, reach their full potential. You’ll learn the importance of systems thinking as you develop impactful recommendations to push your organizations to do better. Learn more at https://lnkd.in/gwmNRuaX.

This is one of my passions! Let's chat on your company’s DEI journey! Many companies want to implement DEI strategies but don’t know where to start. Here’s the roadmap: 1) Work from where you are: Initiate workplace diversity efforts, recruit diverse talent, and set goals for representation. 2) Cultivate the right mindset: Foster open dialogue among stakeholders for an inclusive workplace. 3) Evaluate processes: Break down barriers hindering equal opportunities within your DEI strategies. 4) Secure senior leader support: Elevate DEI as a top priority, aligned with strategic imperatives. 5) Extend beyond the organization: Collaborate with partners who share your vision and engage in community outreach. Ready to turn intentions into actions? Learn more in TEKsystems’ latest report, Diversity, Equity and Inclusion in IT 2024. https://bit.ly/3wtL9GU

Curious about what colleges are saying about my presentation? Check out this video from Rutgers University’s Diversity and Inclusion initiative and Ms. Siatta Davis. Want to bring this impactful experience to your organization? Book me at CadenTeaches.com!

The MS&B Diversity Council recently held an internal workshop on microaggressions, equipping our team to recognize and address such occurrences. The session emphasized examining our biases and understanding how unintentional words or actions can impact others. We are committed to fostering open conversations and creating an environment where every voice matters. While this workshop was an internal resource, we believe it will benefit our clients and our work. By better understanding the diverse perspectives that shape individuals and communities, we can serve our clients with greater empathy and insight, building stronger, more inclusive partnerships.