Blended Pledge的动态

It's disheartening to see companies scaling back on DEI initiatives worldwide, especially after we were finally making strides toward more inclusive workplaces. Many organizations have already seen the value of DEI in action. McKinsey reported that diverse executive teams can outperform others by up to 39%. And it’s not just about performance - 90% of employees in a recent study said they’ve benefited personally from DEI initiatives, noting improvements in well-being and job satisfaction. Yet in 2024, we’re witnessing companies backtrack, shifting to “merit, excellence, and intelligence” (MEI) metrics, claiming these remove bias by focusing solely on individual abilities. But bias doesn’t disappear by simply ignoring race or gender. Research shows that bias can influence hiring as soon as someone looks at a name on a CV or offers feedback shaped by outdated stereotypes. DEI isn’t about ticking boxes - it’s about dismantling these biases that MEI initiatives might inadvertently leave intact. #DEI #MEI #Workplace #WorkCulture

I couldn't agree more with this piece from the Forbes Business Council. A direct quote from the piece's author, Joseph Santana (He, him), succinctly conveys how and why DEI is critical to driving a business strategy forward. "Start by taking DEI out of HR’s limited realm and turning it into a critical part of your business development strategy.?As some organizations retreat from their DEI initiatives or stick with HR window-dressing, you can grow your business. Attract top talent and clients while competitors fold their DEI tents or engage in fruitless battles to defend outdated practices." As I have stated, don't let fear-based tactics and inflammatory rhetoric force your hand into making short-sighted decisions that will have long-term business implications. Reaffirm your commitment to inclusion and belonging and keep looking towards the future. At Out & Equal, we are the thought partner to support your organization's inclusion journey especially in these complex times. To learn more about becoming a member of our Partner Community, reach out to [email protected]. https://lnkd.in/eA527yTd #BusinessOfBelonging

Why Organisations Need to Stop Paying Lip Service to Diversity! When companies make surface-level commitments to diversity without backing them up with meaningful action, this not only undermines the efforts of those genuinely working towards inclusion but also costs organisations their talent. Here’s why leaders and organisations need to effect meaningful and measurable change: 1?? Actions Speak Louder Than Words: It’s easy to boast about diversity on a company website or in annual reports, but if you’re not actively working towards real change, it’s nothing more than window dressing. This perception can erode trust and morale among your workforce. 2?? Measurable Goals Are Essential: Setting clear, measurable diversity goals is crucial for accountability. Transparency of your diversity efforts e.g. publishing annual reports detailing progress and setbacks, also not only holds you accountable but also allows you to celebrate successes and learn from challenges. 3?? Engagement Matters: Simply hiring diverse talent isn’t enough. Without creating an inclusive culture where diverse voices are heard and valued, your organisation will fail to realise the full potential of your workforce. 4?? A Call to Action: It’s time for leaders and organisations to move beyond platitudes and truly invest in diversity initiatives that drive change. This means implementing comprehensive training programmes, establishing mentorship opportunities, and regularly evaluating the impact of these initiatives. ? The takeaway? Paying lip service to diversity is not just a missed opportunity; it’s a disservice to employees and stakeholders alike. By focusing on measurable change and genuine commitment, organisations can create a truly diverse and inclusive culture that drives success. ?? How is your organisation ensuring that its diversity commitments lead to real, measurable outcomes? #Diversity #Inclusion #Leadership #OrganisationalChange #Accountability

?? Is DEI a Sham in Most Organizations? Let’s Talk About It ?? "Sagar could you create a 1 hour Zoom on Inclusive Leadership?" ?? ?? Diversity, Equity, and Inclusion (DEI) programs have become the norm in the corporate world. But in many organizations, are these initiatives creating real change, or are they simply checking a box? ?? Here’s why DEI often misses the mark: 1. Tokenism vs. Real Change Too often, organizations flaunt diversity by hiring a few underrepresented employees. But token hires without empowerment or leadership roles don’t shift culture. Real change comes from representation at every level. ?? 2. Performative Activism From social media campaigns to one-off events, many companies focus on optics rather than action. This *performative activism* only serves to protect a brand’s image, not to create systemic transformation. ?? 3. Diversity ≠ Inclusion It’s not enough to focus on getting diverse candidates in the door. If there’s no inclusive culture where everyone feels valued and heard, it’s just diversity without inclusion—another empty metric. ???? 4. Shallow Training Programs One-day workshops or surface-level training won’t cut it. Without deep, ongoing education, employees go through the motions without understanding the complexities of equity and belonging. ???? 5. DEI as an HR Function Many companies treat DEI as an HR task. But the truth is, DEI should be a *strategic priority* integrated across departments and leadership, not something left to HR to manage in isolation. ???? 6. Profits Over Principles When profits are prioritized over principles, DEI takes a back seat. When it’s convenient for the bottom line, it thrives. When it’s not, it’s abandoned. Real DEI requires a commitment to values, even when it’s not immediately profitable. ?????? I once interviewed for a role at UnitedHealth Group and was rejected in favor of a “diversity” candidate. Unfortunately, this individual wasn’t set up for success, became stressed, and eventually quit. To my surprise, the company reached out to offer me the job again after their initial strategy backfired. This experience showed me firsthand how *tokenism* and quick DEI hires without proper support or alignment with the right candidates lead to failure, not progress. ?? True DEI isn’t about compliance, appearances, or quick fixes—it’s about deeply embedded cultural change. And until we shift from superficial efforts to genuine commitment, most DEI initiatives will remain just that: a sham. ???? As a Leadership Coach and Trainer, I help people break through limiting beliefs that hold them back in their careers and lives. Through my NLP programs, I empower individuals to challenge these myths and unlock their true potential. If you’re ready to shift your mindset and make lasting changes, let’s connect. ???? #DEI #CorporateCulture #InclusionMatters #Leadership #ChangeManagement

In most of the organizations where I have worked, DEI has often been treated as a standalone event—a workshop, a campaign, or a single-day celebration. It’s seen as something to check off a list, rather than as a continuous, embedded practice. However, DEI cannot thrive when it’s approached as a box-ticking exercise. For meaningful change to happen, it’s time DEI becomes woven into the fabric of our culture. It’s not about hosting diversity days or sending out newsletters on inclusion. True DEI should influence how we hire, promote, lead, communicate, and collaborate. It needs to become a guiding principle that shapes our everyday behaviors, decisions, and organizational policies. Creating an inclusive culture is not an overnight task—it requires ongoing effort, accountability, and a willingness to engage in difficult conversations. When DEI is woven into the culture, it becomes something everyone takes ownership of, and that’s when real transformation happens. #meta #metamates #facebook

This article from Forbes Magazine, highlights important statistics of why companies should include DEI into their core values and the benefits of them. The article quotes “Diversity alone is not enough. Inclusion and equity are also essential to enable talent to thrive in an organization that fosters growth and promotes engagement and retention rather than high turnover”. With some companies pulling out of their DEI programs, in light of recent political events, I believe it is a vital time for companies to show their commitment to DEI programs. Not only for what they stand for but as well as the benefits it brings to the company. https://lnkd.in/gSBVU2VA

While there are many DEI challenges, research shows the benefits of an inclusive workplace. These include increased creativity, profit growth, and more engaged employees.? But, enforcing successful DEI efforts is easier said than done. Many companies have tried to execute their diversity, equity, and inclusion initiatives with the best intentions, but their efforts don’t always succeed. ? Let’s examine some of the common reasons why DEI programs fail and best practices for overcoming these failures. https://lnkd.in/dKVDiiBs Ongig WebMD Affirmity | Workforce Compliance & Diversity Gartner Dr. Nika White, CDE?, IOM EasyLlama #DEI #diversity

It’s never been a good time to back off of diversity and inclusion efforts. People by nature are diverse and thrive in environments where they are seen, accepted and supported. Companies that are backing off and stopping to support are going to find themselves losing top talent to those that deliver authentic efforts focused on DE&I. This article did a great job highlighting these points and talks through what meaningful efforts businesses can continue to make.

The Business Case for Inclusive Workplaces: Beyond the Labels Recent data tells an interesting story: While 63% of executives express concerns about DEI initiatives being divisive, only 21% of employees share this view (Gartner, 2024). This disconnect raises an important question: How do we focus on what truly matters - building stronger, more innovative businesses? The fact is, diverse and inclusive workplaces deliver measurable benefits: ? 35% higher performance from ethnically diverse companies (McKinsey) ? 19% higher innovation revenue from companies with above-average diversity ? 87% better decision-making in diverse teams Beyond the statistics, inclusive practices drive value through: ? Enhanced problem-solving capabilities ? Broader market understanding ? Stronger supplier relationships ? Improved talent attraction and retention ? Greater innovation potential Smart organizations are evolving their approach - focusing less on labels and more on creating environments where different perspectives thrive. They're embedding inclusive practices into their operational DNA, from recruitment to supplier selection to product development. The message is clear: Whatever terms we use, the fundamental principles of including diverse perspectives and fostering inclusive environments remain crucial for business success in today's global marketplace. What strategies has your organization found most effective in building an inclusive workplace that drives innovation and growth? #BusinessStrategy #Innovation #Leadership #WorkplaceCulture #BusinessGrowth

Interesting read. At what point does diversity and inclusion become divisive? Is DEI divisive? Executives are concerned, employees are not. https://okt.to/xPRwJd #ESG #DEI #diversityandinclusion #ESGSocial