Hey HR, CDO, and Organizational Leaders: What are the reasons you are hearing for organizations (private, public, non-profit) dismissing the focus on DEIAB initiatives as a priority?
Since this is a contemporary challenge, please join the discussion (and invite others). Many of the facts discussed herein are also included in the book (if you need it) - https://www.amazon.com/Scratching-DARNSCARSS-Diversity-Strategic-Accessible/dp/B0D28F9C96/ref=tmm_pap_swatch_0?_encoding=UTF8&qid=&sr=
Hi Dr. Perkins, how are you ? Here are a few reasons why I feel some companies may appear to be less focused on DEI: Shift in Priorities:Companies may shift their focus to different priorities based on current challenges or strategic initiatives. This doesn't necessarily mean they have deprioritized DEI, but rather they may be focusing on other areas temporarily. DEI Fatigue: Some organizations and individuals may experience fatigue or burnout from continuously addressing DEI issues. This could lead to a temporary decrease in visible DEI initiatives, but it doesn't mean that the commitment to DEI has disappeared. Perceived Progress: In some cases, companies may have made progress in their DEI efforts and may not feel the need to publicize every step they take. This could create the appearance of reduced focus on DEI when, in reality, ongoing work is being done behind the scenes. Wally Mohammed PHR,SHRM-CP.
Samuel Saforo-Kwapong, Ed.D - you may have some insight into this!
Thanks Wally and Kunai. If your thoughts are correct, what analytics supporting the business case for DEIAB is missing? Why have leaders not considered this? There is a correlation between DEIAB metrics to business KPIs. Where is the disconnect? What I've found is DEIAB is a business imperative v nice to have (supported by quan & qual researched data).