Con Edison的动态

?????? ?????? ???????????????? ???? ????????????? Diversity, Equity, and Inclusion initiatives are facing unprecedented challenges. From federal offices being dismantled to private companies scaling back their efforts, workplace inclusion is under siege. But why is this happening? And more importantly—what does it mean for talent attraction and retention? ????????’?? ?? ???????????????? ???? ????????’?? ?????????? ????: 1?? Federal agencies are being directed to halt DEI initiatives. 2?? Critics argue DEI creates unfair advantages. 3?? Private companies are scaling back under pressure. ?????? ???????? ????????????????: Without DEI, how will organizations attract and retain diverse top talent? ?? Learn why DEI is more than just policy—it’s your signal to candidates about who you are as an employer. ?? Read the full post to uncover actionable steps you can take to stay competitive: https://lnkd.in/d3c8GhEE Is this rollback the right move—or a big mistake? I hope you'll join in on the discussion!

I wouldn't be at Brainlabs if it weren’t for DEI. DEI initiatives signal to marginalized communities that they’ll be respected, heard, and supported. They’re about creating environments where people are empowered, not held back. Let’s be clear: DEI isn’t for the privileged. The people who fight against it are the ones who don’t need it. I’ve sat in rooms with CEOs who refused to post a "Happy Pride Month" message because "It didn’t feel like it mattered to their brand." The truth is: attracting and retaining stellar employees matters to your brand. I’m proud of what I’ve brought to Brainlabs, but here’s the thing — I almost *didn't* join. I was scared of leaving my previous role where I knew I was respected and heard. This is common for many in marginalized communities — we operate in the world with more intention and, at times, caution. When I was in the final stages of my interview process, I asked many tough questions about DEI and inclusivity. I needed to know I could thrive in an environment where diversity was celebrated and respected. My concerns were quickly addressed, and it made all the difference. At the end of the day, DEI isn’t just a nice-to-have. It’s a core value that drives success for all businesses—by welcoming the best talent of any background—and I’m grateful to be part of a company that doesn't shy away from inclusivity. While the US government is taking strides to lose some of its best talent because of short-sighted decisions, I hope private companies step up to show these communities that all are welcome. We are stronger together. ??

A Sad Day for Diversity, Equity, and Inclusion! With the #Trump_administration’s decision to put all federal DEI employees on leave and dismantle these initiatives, we’re watching years of progress unravel. It’s disheartening to see the public sector stepping back from creating opportunity and fairness. But let’s not forget, the private sector isn’t blameless. Recently, companies like Meta, McDonald's and Walmart have also scaled back their DEI efforts. These moves threaten to undo the strides made in building more equitable workplaces. Here’s the truth: inclusive organizations see 35% better financial performance and are 70% more likely to innovate (McKinsey & Company) And when it comes to hiring, limiting your talent pool is costly. Ignoring systemic barriers doesn’t just hurt your workforce—it sidelines high-quality talent, leaving them uninterested in what your company has to offer. So, let’s stop pretending merit thrives in a broken system. If the government and some big players won’t lead, then it’s up to the rest of the world to double down. #Diversity #Equity #Inclusion #Leadership #Progress #Innovation #Commitment

https://lnkd.in/gRy8x-ar Proud of this work. If anyone is trying to close equity gaps in STEM careers, you might find our case study and 9 best practices useful!

Target announced it is scaling back its diversity, equity, and inclusion (DEI) initiatives to align more closely with its customer base. Changes include ending external diversity reporting and programs supporting Black- and minority-owned businesses, despite prior commitments following George Floyd’s murder. The decision mirrors broader corporate trends in scaling back DEI efforts under shifting political and social landscapes. https://lnkd.in/gyNd9Kvd

Target announced it is scaling back its diversity, equity, and inclusion (DEI) initiatives to align more closely with its customer base. Changes include ending external diversity reporting and programs supporting Black- and minority-owned businesses, despite prior commitments following George Floyd’s murder. The decision mirrors broader corporate trends in scaling back DEI efforts under shifting political and social landscapes. https://lnkd.in/gyNd9Kvd

When I was selected for the Goldman Sachs Black in Business program, one of their first orders of business was to give each of us $2000. After spending several weeks on preparing and video recording our value proposition pitch, I begin to suspect that their investment was intended to support our individual marketing campaign. The action plan I worked on with my business advisor over the past 10 weeks was a pitch to a buyer I never made before: the hospital system. What I was pitching: rehab services during hospital admission after birth. When I tried to back out with my business advisor by asking: “how about if I speak directly to rehab directors?” Her response: “Do they make the final decision?” “No.” “Then your pitch needs to go above them.” Yesterday, I received a call about a woman who has been suffering at home in pain for 4 weeks after a c-section. Her OB care team has been radio silent. She was not provided with a rehab plan to help her recovery. Goldman Sachs is right: only the hospital system can change the rate that women are sent home without a rehab plan after the most common major surgery performed on them in the world. Physical therapy 6+ weeks down the road cannot. The way I succeeded with rehab women’s health rehab programs in the past as an employee was to empower my patients to tell their story. When ABC channel 7 filmed me and a patient I was treating within 2 weeks after her mastectomy, the majority of the feature focused on her experience with starting rehab early after surgery. As a business, our next phase for making rehab a standard component of the care that women receive in the hospital after birth is to share their stories through impactful visual and written media. If you are a mom, an advocate, a health provider, or a video creative who is passionate about this topic, I would love to work with you on how to market this message to the public. Ideas for serving women before and after other pelvic surgery including hysterectomy? ????We can’t wait to meet you?? See you on the other side of this link??: https://lnkd.in/gEDpmWd8 #OMBWBIB #blackinbusiness #onemillionblackwomen #business #maternalhealth #womenshealth #pelvichealth #hospitalbirth #rehab #occupationaltherapy #physicaltherapy

This week, I had the privilege of attending the 2025 JP Morgan Healthcare Conference - a hub of bold ideas and groundbreaking conversations shaping the future of healthcare. The energy was electrifying, and the potential for impact immense. But amidst all the excitement, one thing became impossible to ignore: the lack of representation of women of color, and people of color, at the executive level. I’ve read the statistics, I’ve had conversations about this gap, but seeing it firsthand was a different experience entirely. It was a stark reminder of how much work still needs to be done to foster real diversity in leadership within the life sciences industry. During my attendance, I couldn’t help but think about how much richer the dialogue would be if more diverse voices were present. Representation is about making space for different perspectives that challenge the status quo and create solutions that truly reflect the communities we aim to serve. While this gap is undeniable, I’m choosing to focus on what’s possible. Change is happening - slowly, but it is happening. I’ve seen women of color break barriers in this industry, lead with strength and authenticity, and pave the way for others. It’s a reminder that we need to celebrate progress while continuing to advocate for systemic change. To those who feel the weight of being "the only one" in the room: I see you, and I stand with you. Your presence matters. And to everyone committed to making spaces like JPM more inclusive - thank you ???? #RepresentationMatters #DiversityInLeadership #HealthcareInnovation

The concept of companies throwing away their Diversity, Equity, & Inclusion teams is very telling of the kind of companies we work for. So many great individuals I know put in years of effort to build these programs just for them to be tore down over false claims. For those in the DEI space, we hear you and praise you for the work you have done and will continue to do.

This is why I’m so passionate about healthy equity. I’m from Englewood, but there are hundreds of Englewoods across America. Not having access to healthcare and hospitals closing because your community is not deemed profitable enough is a form of violence. Having the only grocery store in your neighborhood close because your community is not deemed profitable enough is a form of violence. As the video highlights, this is a matter of life and death. People keep asking me why I won’t pivot careers, but honestly I don’t care how many healthcare companies ghost me, treat me poorly during the hiring process, cancel interviews last minute, or tell me my skills aren’t “perfectly” aligned. Not only do I have the professional credentials, I have the lived experience and I see daily how healthcare companies promote inequities on this app. Yes, I need a job AND y’all desperately need Black people on your teams.