Margaret-Ann Cole, GTML™’s Post

To say Diversity Equity and Inclusion is in an interesting space is the understatement of the year. As political attacks on the discipline, policies, and practices ramp up this election year, many organizations are pivoting to maintain the benefits supporting a diverse workforce offers such as according to this article about 39% greater overall performance. It will be interesting to see where things go from here.

As we see more companies grappling with legal pressures and public scrutiny around DEI, it's clear that the journey toward genuine inclusivity can be complex and often filled with hurdles. However, while terms may change and evolve, the goal of DEI remains the same: building workplaces where everyone has the chance to succeed. It’s about balancing strategic objectives with a genuine commitment to inclusivity, and it's important to keep the conversation going to ensure our efforts are meaningful and resonate with everyone involved. https://lnkd.in/gwhZyFyz #DEI #Inclusion

Lots of companies are seeing the correlation between a diverse workforce and financial success. McKinsey shows companies with the highest racial, ethnic and gender representation are 39 percent more likely to financially outperform. It’s great to see more companies care. As more companies seek the success diversity can bring, companies often forget to start with shaping their inclusive policies. These policies are the catalyst for attracting, retaining and creating lasting inclusion and belonging. This article is a great example of how the term ‘DEI’ has got a bad wrap, instead, focus on inclusion. Looking to implement policies to attract diverse talent to your business but are hesitant on where to start? Shoot me a message and I can have the folks at UNIFY The Inclusive Recruiters reach out! https://lnkd.in/grvCkJa8

Latest in America. The trends in reporting and policy adjustment do not sound comforting. Inclusion is great, and “safe”. However, equity and inclusion come hand in hand such that we can help everyone thrive. And we all know diversity is instrumental for the best outcome. I’m not so sure if the “rebranding” is leading to the right direction. How will DEI evolve in the U.K. and Europe? #DEI #inclusion #equity #diversity #rebranding #talentdevelopment #reporting #peoplepolicy

Diversity "is"; you have to "do" inclusion. The shift toward inclusion calls upon us to DO something. If focusing on inclusion actually induces us to ensure everyone's inclusion (i.e. full participation in the belonging, learning, contributing and challenging activities of the society or organization they are joining), then putting more emphasis on inclusion than diversity could be broadly advantageous. After all, everyone means everyone. In reality, though, this may not help us escape from the equality of opportunities vs. equality of outcomes debate. As long as we see divergence in outcomes that breaks down along some sort of diversity parameter (e.g. race, gender, culture, etc.) we will still have to consider the possibility that there are barriers to inclusion (participation) for people who have been categorized as fitting within that category. And if we acknowledge those barriers AND are truly committed to full inclusion (full participation) by all, we'll have to do something about it. At a macro level across an entire population extended over the long term, taking steps to increase inclusion for those associated with a group that has historically not been fully included may not be a zero sum game. One group's gain doesn't have to be another group's loss. Research seems to indicate that increasing opportunity for some has a positive impact on the opportunities available to all at a macro level. However, at a personal level, as the playing field levels out and more "competitors" are given greater access to a greater number of opportunities, it is entirely possible that certain specific individuals may feel that they have lost access to some opportunities due to increased competition that they didn't have to deal with before. We each like to think we personally are above average, and some of us, of course, believe we are way above average, so inevitably some of us will be very frustrated when we are not successful in winning the competition for a specific opportunity. Thus, it isn't surprising to hear frustrated people look for external causes (e.g. DEI initiatives and metrics) to blame when they don't personally get the outcomes they are hoping for. Over the long haul, putting the emphasis on inclusion rather than diversity might get us closer to that mythical color-blind society. In the short-term, though, as long as there are patterned, measurable differences in outcomes, we will still be brought back to the reality that we do naturally detect differences and whether we are aware of it or not the detection of those differences does often influence how we treat and invest in each other. We will still need to take steps to address that unfair treatment and investment. Whether we tether our efforts to diversity, inclusion or some other term, the biggest challenge may be that some of us will always experience ANY steps that increase equality of opportunity for others as steps that decrease opportunities for "me."

This is an interesting read. While, it is focused mainly in how businesses in the US are responding to the legal implications related to their #DEI initiatives, there are a few points that we all need to ponder over. 1. Can DEI be counter-productive and create reverse discrimination? 2. Is the skepticism caused because DEI initiatives are mere lip-service, without being embodied in spirit? 3. Does the focus remain only on #diversity in talent acquisition and development and not so much on #equity and #inclusion? DEI initiatives and goals are likely to face resistance, and even backlash, if they do not promote fair and equitable work environment for everyone. Inclusion of some specific groups should not result in exclusion of others. Effective DEI practices are ones where every individual, department, organization is a stakeholder. Like everything, our approach to DEI has to evolve beyond terminology. https://lnkd.in/dWQUxWz2

As political criticism and legal obstacles mount, American businesses are discreetly revamping the language associated with Diversity, Equity, and Inclusion (DEI), opting for less contentious terms. Despite these terminological adjustments, numerous companies remain steadfast in their dedication to enhancing diversity and inclusion as fundamental principles. Many large corporations recognize a connection between workforce diversity and financial prosperity. According to research conducted by McKinsey & Co., companies boasting the most extensive representation across racial, ethnic, and gender lines are 39% more likely to surpass their financial benchmarks. https://lnkd.in/g3HJJGyX

The evolution of DEI is bigger than names and labels. In the ever-evolving landscape of diversity, equity, and inclusion (DEI) initiatives, a recent trend has emerged: the rebranding of DEI programs under different names. This shift has sparked debate, with some viewing it as a concession to conservative, anti-"woke" forces, while others see it as a natural evolution reflective of changing times. However, amidst this discourse, one crucial truth remains: the essence of DEI's success lies not in its name, but in its unwavering commitment to fostering inclusive workplaces and cultures of belonging. The decision by some companies to replace the term "DEI" with alternative terminology has raised eyebrows and prompted speculation about the underlying motivations. Critics argue that such efforts represent a bend to pressure from factions seeking to undermine progress in diversity and inclusion efforts. They view it as a step backward in the fight for equality and justice in the workplace. On the other hand, proponents of the name change assert that it reflects a broader evolution in language and discourse surrounding diversity and inclusion. They argue that the term "DEI" may have become laden with political connotations and divisiveness, making it less effective in driving meaningful change. By adopting new terminology, these companies seek to refresh and reenergize their efforts, signaling a commitment to inclusivity that transcends partisan divides. However, amidst this debate over semantics, it is essential to remember the core principles that underpin DEI initiatives: creating environments where all individuals feel valued, respected, and empowered to bring their authentic selves to work. Whether we call it DEI, equity and inclusion (EI), or any other name, the ultimate goal remains unchanged. The success of DEI efforts hinges not on the label attached to them, but on the actions taken to dismantle systemic barriers, address inequities, and promote diversity in all its forms. It requires a holistic approach that goes beyond mere symbolism or rhetoric, encompassing tangible policies, practices, and cultural shifts that foster belonging and opportunity for all. Moreover, the efficacy of DEI initiatives lies in our ability to adapt and evolve in response to changing societal dynamics and organizational needs. Just as language and terminology evolve over time, so too must our approaches to diversity and inclusion. What matters most is not the name we give to our efforts, but the integrity and authenticity with which we pursue them. As we navigate this ongoing discourse surrounding the naming of DEI initiatives, let us remain steadfast in our commitment to the values and goals that underpin them. Let us continue to champion diversity, equity, and inclusion in all their forms, recognizing that true progress lies not in semantics, but in actions that foster a more just, equitable, and inclusive world for all.

The Washington Post is reporting what we at RW3 CultureWizard have known all along: That the focus shouldn't be on diversity or on politically-charged terms, but rather on the concept of inclusion. Though that, of course, does not mean you can't focus on diversity or on building equity, inclusion is key. At RW3 CultureWizard, we define inclusion as the behaviors that allow others to feel welcomed, valued and appreciated. It's really hard to be against letting others feel welcomed, valued or appreciated.

Like so many other topics, DEI has been weaponized as a political debate. Companies are grappling with their stances and decision-making around diversity, equity, and inclusion programs. It’s one of the most visible civil rights initiatives of the past decade. But once you strip away the backlash and external distractions, what you actually have is:  1️⃣ General agreement on the importance and *impact* of core diversity, equity, and inclusion practices.  2️⃣ A misunderstanding or divide over what these terms actually mean. 3️⃣ A growing number of leaders who are adapting and adjusting to the current climate, yet strongly rooted in the business case for a diverse workforce. I recently spoke with Taylor Telford at The Washington Post about the importance of effectively communicating the purpose of DEI—especially during this time of confusion. #inclusion #diversity #leadership https://wapo.st/3woCA0r