Carly Trulock-Quinn的动态

I have been reflecting so much lately... this year has been particularly difficult for me, so bear with me! ??? Embracing Diversity, Equity, and Inclusion is more than just a buzzword; it's about genuinely understanding and valuing the lived experiences of every individual in our workplaces. ? While many companies have made great strides in promoting DEI initiatives, there remains a significant gap between intention and reality. We often see policies that sound great on paper yet fail to address the subtle and overt incivilities many face in their daily interactions. ? Recognizing and addressing incivility is crucial to fostering an inclusive environment. When individuals feel disrespected or marginalized, they suppress their voices and prevent themselves from fully contributing to the organization. ? How can we ensure that our DEI efforts reflect the authentic experiences of those we aim to uplift and actively combat incivility in our workplaces? ?? I invite you all to share your ideas and insights on bridging these gaps and creating a culture where respect, understanding, and inclusion are at the forefront. Together, we can turn our aspirations into meaningful actions! ? #Diversity #Equity #Inclusion #Respect #WorkplaceCulture #Leadership #CombatIncivility #ListenAndLearn #WorkingMom #Tryingtofigureitout

Are DEI and Belonging the Same Thing? ?? Lately, many corporations have been pivoting away from Diversity, Equity, and Inclusion (DEI) initiatives and replacing them with programs centered on “belonging.” While “belonging” may sound promising, in some cases, this shift is directly felt as negative. ?? DEI initiatives aim to address systemic inequities, challenge biases, and amplify marginalized voices—work that is often uncomfortable but necessary. Belonging, on the other hand, focuses on fostering individual connection and acceptance. While important, centering belonging alone risks sidelining the structural change DEI strives for. And here’s the issue: belonging can exist in environments that are still inequitable or lack diversity. Without prioritizing diversity and equity, belonging may inadvertently uphold the status quo—where some feel they “belong” at the expense of others. This raises a critical question: why are some organizations opting for belonging over DEI? Is it because belonging feels less confrontational and easier to market? ?? Or because it shifts the focus away from systemic accountability to individual perception? Let’s discuss—how can organizations ensure belonging doesn’t become a softer substitute for the necessary, often uncomfortable work of DEI? Are the two truly interchangeable, or does this shift risk undoing progress? #DEI ?? #Belonging ?? #Diversity #Equity #Inclusion #Leadership #CorporateCulture #Accountability

Reminder: Diversity, Equity and Inclusion (DEI) aims to create a culture where diverse perspectives coexist. In the quest for #Diversity, #Equity, and #Inclusion, there is often a misconception that DEI is about making everyone agreeable with each other. However, the true aspiration is to allow conscious differences to coexist in a psychologically safe environment. ???? The goal of DEI is to create spaces where diverse perspectives can be shared and debated openly. It's about embracing differences, not stifling them. This means debating the idea or opinion, not devaluing or undermining the individual behind it. When we respect and value differing perspectives, we foster an environment where innovative solutions and creative thinking can thrive. ???? True inclusion means recognising that disagreement is natural and can be productive. By focusing on building an environment where individuals feel safe to express their thoughts, we can tap into the richness of diverse experiences and viewpoints. This approach leads to more robust discussions and, ultimately, better outcomes for everyone involved. ???? Challenge ourselves to embrace diverse perspectives ?? create a culture where everyone feels valued and heard. Together, we can achieve great things! ?? #DiversePerspectives #Innovation #InclusiveLeadership #PsychologicalSafety #TheSAFELeader

The debate surrounding Diversity, Equity, and Inclusion (DEI) initiatives in the workplace has never been more intense, and I can’t help but feel that there’s a growing misunderstanding about what these efforts truly aim to achieve. At its core, DEI is about creating environments where everyone feels valued, regardless of their race, gender, or background. It’s not just about meeting quotas or ticking boxes—it's about ensuring that every voice is heard and that opportunities are accessible to all. However, recent discussions often seem to overlook these genuine intentions, with some framing DEI initiatives as divisive or unnecessary. It’s critical that we move beyond misconceptions and foster a better understanding of how these initiatives drive innovation, improve team dynamics, and contribute to a more equitable society. For DEI to work effectively, collaboration is key. Leaders, employees, and advocates must work together to ensure that: Clear communication: We must openly discuss what DEI means, address concerns, and make sure all stakeholders are aligned. Education and empathy: Understanding the lived experiences of others can reduce biases and break down barriers to inclusion. Focus on outcomes: The goal isn’t just compliance but ensuring that diverse perspectives bring tangible benefits to organizations, improving decision-making and enhancing performance. When we unite to champion DEI, we not only create fairer workplaces but also unlock the true potential of every individual. The benefits are clear—higher engagement, innovation, and long-term success. Let’s work together to ensure that DEI is seen for what it truly is: a pathway to a stronger, more inclusive future for all. #Diversity #EquityAndInclusion #WorkplaceCulture #Collaboration #InclusiveLeadership #DEI #Innovation

Diversity, Equity, and Inclusion (DEI): A Priority for Progress ?? Diversity, Equity, and Inclusion (DEI) isn’t just a corporate buzzword—it’s a vital pillar for building stronger teams, innovative ideas, and thriving organizations. As we move forward, the conversations around DEI continue to evolve, focusing on: ? Representation at all levels, including leadership. ? Creating equitable workplace policies that go beyond token gestures. ? Empowering diverse voices to shape the future of industries. Prioritizing DEI isn’t just the right thing to do—it’s a competitive advantage. Organizations that embrace diverse perspectives and foster inclusive cultures outperform those that don’t. Let’s keep the conversation alive and the momentum going. What steps do you think are most critical for advancing DEI in the workplace? #DEI #Leadership #Inclusion #DiversityMatters

Infinitely irritated. That was the consensus of with a meeting with fellow DEI practitioners and inclusion earlier this week. The topic of discussion was the lack of nuanced understanding and authenticity around the experiential and emotive conversation on race. The issue is this: To be able to streamline diversity, inclusion and racial equity effectively, organisations must adapt an approach that leads to the embedding of workplace culture change. It means working towards the elimination of biases, not compounding and reinforcing them within a newly shaped performative action that aligns closely with the comfortability of a homogeneous leadership. If organisations continue to reply upon a lack of contextual and nuanced understanding of racial inclusion, and fail to properly acknowledge the organisational and experiential responses to ‘DEI done wrong’ then they seek to remove the added value to be found within lived experience. Failure to incorporate the viewpoints and opinions of those who will supposedly benefit from changes in organisational value sets and systems, is negating the value of lived experience. After decades of working within this field, I have come to understand this: Pioneering diversity and inclusion work is only possible when it supports culture and attitudinal change. It is driven by increased knowledge and understanding and the deliberate actions to promote AND achieve active and holistic change. #DEI #DiversityAndInclusion #RaceEquity #Bias #WorkplaceReality

We've come across an insightful article shedding light on the top allyship skills crucial for driving Diversity, Equity, and Inclusion (DEI) programs forward. Despite the widespread desire for inclusive workplaces, many organisations are falling short in their efforts. The primary hurdle? A lack of leadership buy-in. Fear of making mistakes or facing backlash often holds leaders back from fully engaging in inclusion work. But fear not! We're here to champion a new approach, one that prioritises allyship skills pivotal for fostering inclusion. ?? ???????????????? ???????????????????????? (????): It's not just about awareness; it's about effectively navigating diverse cultural landscapes. By honing our CQ, we empower ourselves to connect authentically across cultural boundaries, fostering an environment where everyone feels valued and respected. ??? ?????????????????? ????????????????: Words matter. By embracing inclusive language, we create a space where every voice is heard and every perspective is valued. Let's commit to using language that uplifts and includes, rather than excludes or marginalises. ?? ???????????? ??????????????????????????: True progress stems from open dialogue. We must cultivate a culture where difficult conversations are not only welcomed but encouraged. These conversations are the catalysts for change, driving us towards a more equitable future. Let's seize this opportunity to equip ourselves with the necessary tools to champion diversity, equity, and inclusion in our workplaces. Together, let's pave the way for a more inclusive tomorrow! #Allyship #DEI #InclusionMatters #LeadershipDevelopment

?? It’s Diversity, Equity, and Inclusion (DEI) Week! ?? Today, I attended the AHRI webinar on Fostering Belonging: The Role of DEI in Today's Workplace, and I’m reflecting on the powerful discussions about building inclusive cultures. Creating a workplace where everyone feels valued and empowered to contribute isn’t just a goal—it’s a necessity. Here are some key takeaways from the session that resonated deeply with me and are linked to my PhD studies: - Balance Inclusion with Empowerment: Encourage participation at every level, but ensure it’s not overwhelming. People need the freedom to engage in ways that align with their strengths and capacity. - Challenge Deficit Thinking: Focus on transforming systems instead of "fixing" individuals. For example, inclusive hiring practices, like sharing interview questions in advance, benefit all candidates. - Listen and Act: Deep listening is the foundation of belonging. Use employee feedback to inform actions, communicate decisions transparently, and ensure your initiatives reflect lived experiences. - Support Marginalized Groups: Acknowledge and address the unique challenges faced by LGBTQIA+, Indigenous, and other underrepresented communities. Build safety and empowerment into your workplace culture. - Accountability is Everything: Action plans are only as good as their execution. Define responsibilities, track outcomes, and measure progress regularly. - Act on Data: Don't let surveys or action plans gather dust. Commit to execution, accountability, and tracking progress over time. - Leadership’s Role in DEI: Leaders set the tone for inclusion. Be visible, advocate for change, and demonstrate a commitment to fostering belonging for all. ?? Why It Matters: When inclusion becomes a core part of workplace culture, people can show up authentically, contribute fully, and thrive. This benefits not only individuals but also the organisation as a whole. #DEI #Belonging #Inclusion #Leadership #WorkplaceCulture

Embracing Diversity, Equity, and Inclusion In today's world, embracing diversity, equity, and inclusion (DEI) is essential. It's not just about ticking boxes or meeting quotas. True DEI is about creating a culture where every voice is heard, every perspective is valued, and every individual has the opportunity to thrive. Opening our minds and hearts to diverse experiences and viewpoints unlocks innovation and promotes growth. Equity ensures everyone has access to the same opportunities, paving the way for fairness and justice in all aspects of life. Inclusion means actively welcoming and valuing contributions from all individuals, creating a sense of belonging. Let’s champion a workplace and community where DEI is not just a goal but a daily practice. Together, we can build a more inclusive, equitable, and diverse world where everyone feels empowered to contribute and succeed. #CNJAssociates #DEI #Leadership #Empowerment #Management

?? Championing Diversity, Equity, and Inclusion in 2025 Implementing effective DEI strategies comes with challenges—from leadership commitment to overcoming unconscious bias. Tackling these head-on is key to fostering a truly inclusive and equitable workplace. Are you ready to drive real change? Lumorus can help your organisation navigate these complexities with impactful solutions. #DEI #Leadership #Equity #Inclusion #DiversityMatters #WorkplaceCulture?