Merle Vaughn’s Post

Black directors made up 15% of the newly appointed board members appointed by companies in the S&P 500 last year, a drop from 26% in 2022 and heading back towards the 11% mark of 2018, executive recruiter Spencer Stuart said Tuesday in a report. The representation of other non-White directors was about the same as a year ago and stronger than in 2018: Hispanic directors were 9% of new appointments, up from 8% in 2022, but still about half their representation in the overall population, the data showed. Black people are about 12% of the US population. https://lnkd.in/eTPnep6q

I love sharing about Why Diversity, Equity, and Inclusion Matter, and I love it even more when my audience loves learning about it! When I saw the feedback from my event, it was truly beautiful to see that the attorneys and team at Godfrey & Kahn, S.C. received my message so positively. Check out the stats below.

Diverse and inclusive organizations are stronger 👇 ➡ Diverse companies are 70% more likely to capture new markets (HBR) ➡ Diverse companies outperform competitors by 25% (McKinsey) ➡ Diverse companies have a higher return on assets (Blackrock) ➡ Inclusive teams are 87% better at making decisions (Cloverpop) ➡ Inclusive companies are 1.7x more innovative (Bersin, Deloitte) ➡ Inclusive companies are 120% more likely to hit their financial goals (Gartner) Further: most talent WANT to work in diverse and inclusive companies (Gallup) and see them prioritize it (Monster). It's also clear that we are, as a society, becoming more diverse. It's a strength at our fingertips. So why are DEI efforts seeing such pushback? See: 1) Bill Ackman anti-DEI essay 2) CNBC article citing cutbacks of DEI resources at major companies (eg. Google, Meta) and DEI job postings down 44% YoY. Also relevant: Carta's most recent annual equity report indicates that the proportion of non-white hires in organizations increased for eight straight years, but has now fallen two years in a row (2022, 2023). I've listened to, and read, a lot of thoughtful reflections on how we got to this point. Perhaps we didn't connect DEI efforts close enough to business goals (h/t Roxanne Bras Petraeus). Perhaps it's good that companies are re-evaluating their DEI strategy, as that can make them stronger (h/t Jarvis Sam). Where will this go? Grateful to have joined Kelli Dragovich, Nolan Church, and Colleen McCreary (Wheeler) for a really provocative conversation.

With compelling evidence that diversity, equity, and inclusion efforts yield business growth and resiliency, this cultural flashpoint is dangerous and costly. In October 2020, shortly after John W. Rogers, Jr. keynoted the Metropolitan Planning Council’s 2020 Annual Event, I quoted him in a piece I wrote for Crain's Chicago Business on regional resiliency: "From 1992 to 2016, college-educated African Americans saw their wealth decline 10 percent, while college-educated whites saw their wealth increase by 96 percent over a roughly 25-year period. We need to make sure that people understand that we're much worse off", John Rogers said, referencing the economic prospects for Blacks in America. Economic trends for women, immigrants, people with disabilities, and people of color have only declined or stagnated since the pandemic. Corporate leaders who stick with proven #DEI policies will find that their customers stick with them.

Our executive director Manikka Bowman, board chair G. Lamont Blackstone, CRX, and board treasurer Khalid Rashid sat down with Bisnow to share our insights on how the Supreme Court's decision to strike down affirmative action is impacting CRE's commitment to expanding opportunity for diverse talent in CRE. Read the article and join the conversation! How is your firm continuing its commitment to expanding opportunities for underrepresented talent in CRE? https://lnkd.in/dNKctD4R

In 2023, we experienced unprecedented legal developments and global challenges that are affecting employees’ expectations about inclusion, belonging, and justice at work. Register for our March program and hear the latest insights from Misti Mukherjee, Esq. https://loom.ly/pUCwZMg

Here are three things that I learned from our esteemed panelists in our discussion “Navigating the Headwinds in the IP field” yesterday - thank you Jandá Carter, Serena Farquharson Torres, Ph.D., J.D., Raymond Millien for sharing these absolute gems: (i) Mentors can only help you so much, you have to take initiative, be on the look-out for opportunities to work with senior management, and exercise intentional, self-promotion within your organization. (iii) Given that less than 5% of all lawyers in the US are Black (and even less in IP), the biggest mistake Black lawyers make is look for mentors that look like themselves, instead of looking for someone who takes interest in their career. Do not only rely on the “default” mentor that was assigned to you, as their heart may not be fully in it, or they are just doing it for their own advancement.  (iii) For those considering moving in-house, make sure you fully understand the company’s business before you get there; your work product should speak for itself - you will not get a second chance to make a good first impression. It was such a joy co-moderating this panel discussion with Gaby L. Longsworth. Intellectual Property Owners Association (IPO)  #blackhistorymonth #diversityequityinclusion #dei #intellectualproperty #representationmatters https://lnkd.in/g64M7ama

I had the opportunity to connect with Crain's Chicago Business about the intense backlash against diversity, equity, and inclusion (DEI). With all that's going on in the world, now is not the time to abandon efforts to create more inclusive organizations.   Diverse representation at the table leads to new business opportunities, greater creativity, and robust problem-solving. Our different lived experiences provide a unique perspective and create a broader worldview. When employees resign, the main reasons are often tied to the absence of an inclusive culture. Employees who feel valued and respected are more likely to be engaged, motivated, and happier at work. Inclusion is a driver of business and a great talent retention tool. The Crain's article mentioned that several Chicago firms declined to be interviewed. That wasn’t the case for HOK. As someone who’s experienced what it’s like to be an “other,” I'm especially proud of their commitment to DEI. https://lnkd.in/gkZk-TMp

Zetlin & De Chiara LLP Special Counsel Patti Harris was selected to City & State New York’s 2024 “Fifty Over 50 – The Age Disruptors” list. This annual list honors some of the most accomplished individuals in New York who have achieved success and, as part of that, made New York City a better place. Read more: https://lnkd.in/enDUme_P #constructionlaw #womenleaders #LegalLeaders #zetlinanddechiara #zdlaw

I'll be back in Toronto on Nov. 22 for this panel about inclusion in the legal profession, and my experience striking out on my own. Excited to meet and engage with the panelists! #dei #legalprofession #lawyers #legalcareers #diversityinlaw #diversityequityinclusion #womenentrepreneurs #BIPOClawyers #allyship #entrepreneurs #solopreneurs #ontariolawyers #canadianlawyers