Channing Martin

Are you feeling unsure about the future of DEI in today's political climate? You're not alone. We've been hearing these same worries too. But let us reassure you: DEI work is thriving more than ever! Take, for example, the June 3rd article in Bloomberg Law News “Companies Quietly Ramp up DEI Efforts Amid Political Turmoil.” *   Not only are organizations not giving up on their DEI initiatives, but new data show that most companies plan to invest more in DEI over the next two years.    Ibis remains passionate and committed to driving meaningful change in organizations. In our latest “Ibis Insights”, we reveal why some DEI Leaders are excited about the future and why you should be excited too.  Recent discussions with leaders have shed light on key DEI insights, specifically:    ✅ How to cultivate a culture of Belonging  ✅ Embracing excellence through equity across all areas of the organizations  ✅ Expand dimensions of diversity to include such areas as Veteran Status, Age, and others.  ✅ Reach new audiences to ensure that all voices are included  ✅ Learning how to maximize ERGs for greater impact    To learn more about DEI’s future or if you would like to view more of our monthly Insights, click the link below now! 

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🌟We're excited to release our first research report: "Navigating the Terrain for Diversity, Equity, and Inclusion." Co-authored by our SVP of Policy and Research, Ryan Gremillion, and Policy Research Associate, Nucdalie Cherident, this paper delves into the complex world of DEI across higher education, the workplace, and its effects on Black women and leaders 📈 Explore the historical roots of DEI, from the civil rights era to today’s mainstream corporate practices, and discover practical strategies for overcoming contemporary challenges. Let’s advance equity and inclusion together! 🔗Read the full report https://lnkd.in/eZP8ijmT #DiversityEquityInclusion #DEI #ResearchReport

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Check out Basic Black's recent episode, "Black and Gay, Living in Massachusetts", for an insightful conversation on the intersection of issues impacting Black and LGBTQ+ community in Massachusetts. "Looking at the policy and legislation we just need to make sure that we're showing up and people are at the table who are thinking about us as well. Because a queer issue is a queer issue is a queer issue, but also a Black issue is very different sometimes than a queer issue and we need to be able to look at both, and we need to center both identities in the work that we're doing." - Shaplaie Brooks, Executive Director of the Massachusetts Commission on LGBTQ Youth For more information on the great work of the LGBTQ+ Commission, please check out their annual report and recommendations: https://lnkd.in/gzBaqJUf https://lnkd.in/gEVdRWs7

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🎥 Presenting: Ember’s Take on Impact! A key aspect of our work with community-based #mentalhealth initiatives is helping them measure and communicate their #impact. However, this process is complex, and mainstream tools often fall short. So how does Ember tackle this challenge? We embrace this complexity, listen to the needs of the organisation, and strike a balance between qualitative and quantitative methods. Watch this video to discover how we support organisations in authentically sharing their stories: https://lnkd.in/ggw_nZMF

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In the face of public pushback and legislation aimed at limiting or prohibiting DEI work many companies are scaling back their DEI efforts. Rather than scaling back, perhaps we should be shifting our focus and rededicating ourselves to the work. That's why we developed the AIDE framework (Assessing Accessibility to Improve Institutional Dynamics and Employee Experiences). AIDE expands the definition and focus of accessibility and takes a data-driven approach to pinpoint areas for improvement, from hiring systems to cultural norms. Our goal is to provide organizations a roadmap for assessing institutional dynamics and proactively removing barriers across the employee lifecycle. The outcome of which is a greater potential for diversity, equity, and inclusion in the workplace. https://lnkd.in/ez2q4Jhu #HumanResources #Culture #diversity #inclusion #equity #accessibility

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“CJRF is prioritizing the social and relational aspects of movement building for this open call. Some examples include: building coalitions, partnerships, networks, alliances, and/or other relationships; facilitating conversations; creating shared advocacy plans and strategies; developing shared narratives or communications campaigns; skills and leadership development opportunities; organizational development; and healing work. We are seeking applications that can demonstrate the following: A clear grassroots-led effort to build or strengthen climate justice movements by connecting diverse constituencies, movements, and/or organization types. A compelling strategy for sustaining and supporting climate justice movements over the long term. A clear strategy to strengthen the voices of marginalized peoples and enable local actors to influence national and international decision making. A commitment to addressing intersecting forms of oppression (see CJRF’s Intersectionality Statement for more background on our approach). A clear articulation of how your work supports people to build climate resilience.” CJRF Call for Grant Proposals — Climate Justice Resilience Fund

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“CJRF is prioritizing the social and relational aspects of movement building for this open call. Some examples include: building coalitions, partnerships, networks, alliances, and/or other relationships; facilitating conversations; creating shared advocacy plans and strategies; developing shared narratives or communications campaigns; skills and leadership development opportunities; organizational development; and healing work. We are seeking applications that can demonstrate the following: A clear grassroots-led effort to build or strengthen climate justice movements by connecting diverse constituencies, movements, and/or organization types. A compelling strategy for sustaining and supporting climate justice movements over the long term. A clear strategy to strengthen the voices of marginalized peoples and enable local actors to influence national and international decision making. A commitment to addressing intersecting forms of oppression (see CJRF’s Intersectionality Statement for more background on our approach). A clear articulation of how your work supports people to build climate resilience.” CJRF Call for Grant Proposals — Climate Justice Resilience Fund

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Today, on #LGBTQIAEqualPay Day, we highlight the wage gap facing LGBTQIA+ workers. In 2021, those who identify as such, earned 90 cents per dollar compared to all full-time workers. Discrimination and harassment are said to be major barriers. Read more from @IWPResearch #PrideInOurPay #LGBTQIAEqualPay https://lnkd.in/ghier9t3

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We really appreciate this article as it addresses central themes that are crucial to Civil's work. In their recent SSIR article, Ashleigh Gardere and Jeff Bradach make a strong case for the transformation of nonprofit institutions to build a truly inclusive democracy. The article is fascinating, and we're here for it. The following are three core concepts it lifts up: 1. Shift from Charity to Liberation: Nonprofits must move beyond traditional charity, which often focuses on addressing immediate needs, to a model centered on liberation. This approach aims to dismantle systemic barriers and create conditions where everyone can thrive. Nonprofits need to embrace this shift to help build a society that serves all its members equitably. 2. Embrace Accountability and Love: We must consider integrating accountability and love into nonprofit operations. Accountability involves not only achieving intended outcomes but also being responsible to the communities served and the broader movement for equity. Love, as described, is about recognizing the inherent dignity and worth of every individual. Yes, yes, and yes! By embedding these principles, nonprofits can create deeper, more intentional, and authentic, sustainable change. 3. Foster Strategic Partnerships: We need to prioritize building diverse and powerful partnerships. Our friend, Jose Gonzalez, M.S., beautifully describes this as "Network Weaving." The complex challenges of systemic inequities require collaboration across different sectors and communities. Nonprofits must work together, leveraging each other’s strengths and resources to create a more just and inclusive society. Strategic partnerships can help align efforts and amplify impact, making it possible to address deeply rooted inequities effectively. We believe that overhauling nonprofit organizations is not just a theoretical idea but a practical and pressing need if we're going to solve complex problems. By embracing a liberation-focused approach, integrating accountability and compassion into their operations, and cultivating strategic partnerships, nonprofits can play a crucial role in bringing about a future where everyone can thrive. #Nonprofits #Equity #Transformation #MultiracialDemocracy #Accountability #Liberation

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In the thick of political backlash and legal challenges, US companies are replacing the acronym for "diversity, equity and inclusion" or “DEI” with other terms, The Washington Post reports. WHAT WE THINK: While many companies are changing their DEI terminology to be “less polarizing”, it’s never been about DEI as a language but about the commitments, actions, and outcomes created because of it. Because the truth is… Intentionality matters and systemic inequities are real. WE NEED TO ASK: As the language goes through another rebrand, how do we ensure its purpose remains strong? Regardless of how the language evolves, we will always remain committed to creating healthy and just work environments where everyone feels they can belong and thrive.

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Embedding DEI is essential for unlocking organizational potential! According to Gartner's 2024 Future of Work Trends, there's a growing sense of disillusionment with DEI efforts. To move from performative programs to true inclusion, DEI must become an integral part of daily operations. Learn how to embed DEI principles into the fabric of your organization and create a culture of belonging: #DEI #InclusiveWorkplace #OrganizationalCulture

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"Specificity matters when practicing #DEI and aligning work with values." Chris Cardona, our Managing Director of Discovery, Exploration, and Programs, shares why we added “just” to the criteria for evaluating proposals for our #100andChange competition. Read his Perspective to learn how our scoring rubric aligns with our organizational values. 🔗 https://lnkd.in/ejtbQDY6

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Our President and CEO, Kerrien Suarez (she/her), was recently interviewed by Renata Sago for The Seattle Medium! 📰✨ In the interview, Kerrien speaks candidly about the necessity of dismantling systemic inequities and explains our Awake to Woke to Work® framework, which helps organizations move towards transformational race equity. She shares personal experiences from her early career, highlighting the need to prioritize equity over mere diversity. Kerrien also discusses the critical role of senior leaders and addresses the recent political challenges that affect our mission. How does your organization go beyond diversity initiatives to work towards true race equity? 🤔💬 Share your thoughts in the comments below. Read the full interview here: https://lnkd.in/e-gnPp3k

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Just TWO PERCENT of real estate industry firms are Black led. Yeah, you read that right. If we're going to achieve racial equity in housing, we have to dismantle the legacies of racism across all parts of the industry. At Enterprise Community Partners under the leadership of visionaries like Lori Chatman, we're doing our part, investing in the future of Black developers and leaders who are breaking ground every day on affordable, stable, sustainable communities for all.

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Xcellent vision: Rachel Kimber, MPA, MS discusses mentoring and coaching in the social sector. She emphasizes the need for equity, accessibility and transparency in processes and the role of technology (looking at you AI) in creating equitable social ecosystems. John G. De Palm, URXcellent ICF New Jersey Charter Chapter

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With the volume of news stories about DEI being rolled back by companies, state mandates, and even federal initiatives, it’s no wonder that people are uncertain about how to navigate diversity initiatives in today’s landscape. Why is DEI under so much scrutiny... 👀 Continue reading: https://lnkd.in/eFMTU_Wg #diversity #DEI #diversityinitiatives

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How can companies implement impactful and measurable initiatives to foster a more inclusive and just world? Join BSR’s Equity, Inclusion, and Justice Director MaryAnne Howland and CEO and DEI Advisor Rohini Anand PhD for an in-depth conversation on how to implement DEIA initiatives within companies and employ strategies for maintaining these commitments. When: May 29, 2024 11:00 am – 12:00 pm EST Register: https://lnkd.in/eUGfcYuy #diversityequityinclusion #humanresources #sustainablebusiness

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Despite recent legal challenges and pushback against Diversity, Equity, and Inclusion (DEI) initiatives, 75% of organizations plan to deepen their commitment to DEI in the next two years. DEI Strategists believe philanthropy has an important role to play in a few key areas: ✅Strengthen the field: Fund training for DEI professionals to build a stronger foundation. ✅Measure impact: Support data-driven approaches to show DEI's real impact. ✅Build a supportive community: Foster collaboration among DEI champions, share best practices and accelerate change. Read more from Johnnetta Betsch Cole, Minjon Tholen and Dan Egol for The Chronicle of Philanthropy. https://bit.ly/4c1PKAh

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