Are you ready for the future?

As we all continue to navigate the tumultuous legal and legislative environment that surrounds diversity, equity, and inclusion work in higher education, for-profit organizations, and non-profit environments, I see groups taking several different approaches.

• Approach 1: Pull back on most, if not all, DEI efforts they were invested in before the outright assault on these efforts in higher education and workplaces by anti-DEI proponents. They are risk-averse, firmly centering whiteness in their workplace, and not ready to make authentic progress forward.
• Approach 2: What Lily Zheng likes to call “performative window-dressing” - enough effort to build an appearance of being invested in DEI, but in reality, little is being done to address de facto systemic inequities or create an authentically inclusive environment within the institution or organization.
• Approach 3: Fearful, but convicted enough to tentatively move ahead in their DEI efforts. They recognize the value both from a business perspective to continue investing in DEI efforts and with the guidance of knowledgeable and confident practitioners whom leaders are willing to trust, they make steady progress forward.
• Approach 4: They are committed to making progress because they are convinced that greater diversity in their workplace not only adds to their business value, it also adds to the culture of their organization or institution. They are ready to stand by these values, come what may, and work alongside underrepresented employees to make underrepresentation a thing of the past and systems equitable and inclusive by design. They’re truly doing good work.

If you’re a leader in an organization reading this, you might be wondering which approach you’re taking as an organization right now. Chances are, you already know.?

Let’s acknowledge that the landscape we’re navigating right now feels uncertain and that uncertainty can feel scary.?

But you know what is also scary? Your organization not being prepared to embrace the future. The future belongs to Gen Z and they are fast approaching.

By 2025, 27% of the workforce will consist of those who identify as Gen Z - people born in the late 1990’s and early 2010’s. In a recent study conducted by mygwork who surveyed 2,000 students and recent graduates who identify as LGBTQIA+.

This is an important statistic to note; according to the Human Rights Campaign, 28% of Gen Z identify as part of the LGBTQIA+ community.?

While the LGBTQIA+ community isn’t the only community that should be considered in your organization or institution’s strategic DEI planning, the study yielded important findings, including that we can discover greater strategic insights, such as:

1. The incoming workforce prioritizes DEI initiatives when evaluating potential employers.
2. 83% consider an employer’s LGBTQIA+ policies and initiatives when deciding where to work.?
3. They seek LGBTQIA+ representation in leadership and the hiring process.
4. They would avoid applying for roles at organizations that have recently withdrawn support for the LGBTQIA+ community

I will say this in bold.

Those who identify as part of the LGBTQIA+ community are not the only ones with these expectations. This study offers important themes you need to pay attention to for all underestimated communities.

It’s one of the reasons I love Gen Z so much. Many are collectively conscious and are reshaping workforce expectations, what they expect from employers, and how they expect to experience their careers. I wish I had their energy as a 22-year-old.?

Here is some unsolicited advice: When you reflect on the approach your organization is taking, it’s time to regroup if it isn’t Approach 4. At this point, the reasons that different people, perspectives, identities, and cultures contribute to making an organization or institution better have been documented time and time again. It now needs to be a conscious choice to decenter whiteness and embrace cultural intelligence.

Do you want to talk about how you can make that shift forward? Message me. Let’s start a conversation. I believe that we all belong in this work together, regardless of where we are today.?

You’ve got this. It takes courage and conviction.?

Do you have both?

Then let’s go.

Creating a Workforce of Allies

The Active Allies Program is officially out of pilot and the reviews are in! This program is focused on skill development and resilience building so you can shift from being a bystander to an active ally both in your personal and professional life.

This cohort program will run independently again in August and is also offered to organizations on an ad-hoc basis. Are you interested in developing your team's or organization's active allyship skills? Contact me here!

Thank you Samantha Johnson for the kind review!

Rising Leaders: August is Already Enrolling!

We had another Rising Leader sign up for our next cohort, taking off in August! ??

If you are interested in joining her, please message me directly!

I was wow'd by this incredible testimonial from the even more amazing Kaitlyn Elting, MSW , an incredible DEI practitioner seeking her next role. She is fearless, intelligent, and honest. Her experience affirms why I do this work. ??

The April cohort started last week and we have another group of brilliant women joining the community, immersing themselves in the Slack workspace, as we continue to build this beautiful community