Shtudy’s Post

https://lnkd.in/gdYzgKET Understanding the content of this article took time for me, given that my previous jobs were predominantly diverse in managerial roles, prioritizing the needs of Black and POC communities. The shift occurred when I entered upper-level management in an environment mainly composed of non-POC individuals, where I began experiencing the issues discussed in the article. Microaggressions emerged as a prominent topic in the article, prompting my recent conversations with Managers and HR to raise awareness and advocate for change. Unfortunately, addressing these concerns with non-POC individuals in these roles proved unproductive, with responses such as "railroading," a lack of accountability, and a genuine failure to understand. The article highlights a significant statistic – "Forty-three percent of Black executives have had colleagues use racially insensitive language in their presence," illustrating the prevalence of microaggressions. This raises a puzzling question: if Black professionals constitute only 8% of employees in professional roles, why do nearly half of us consistently face this issue? The crux of the matter lies in the necessity for non-POC leaders to actively seek understanding. The lack of this willingness contributes to concerning statistics. It underscores the importance of fostering a culture where leaders not only acknowledge diversity but actively work to comprehend the experiences of all employees, promoting an inclusive and supportive workplace. #blackexcellence #blackleadership #racialjustice #inclusionmatters #microaggressions #professionalism #support

Despite financial and political (populist) pressures, we need to recommit to DEI, strive to bring DEI advocates and critics together by fostering an environment in which all workers can flourish, and embed four freedoms employees need at work:  The freedom to be: The ability to bring our full, authentic selves to the workplace. The freedom to become: The ability to grow and improve our situations. The freedom to fade: The ability to periodically step back from the spotlight and performance pressure. The freedom to fail: The opportunity for a second chance after a mistake.

Where is DEI headed? Have you heard of the four freedoms that benefit employees and companies alike? " Amid economic uncertainty, corporate belt-tightening, and efforts to dismantle diversity efforts through both court rulings and legislation, the push for diversity, equity, and inclusion has slowed.” https://lnkd.in/g_v5qvae the Four Freedoms (and how to achieve them) from Harvard Business Review 1. The Freedom to be authentic ourselves: +Antibias and Exclusion Training +Nondiscrimination policies +Allyship 2. The Freedom to become: Becoming our best selves +Positive, Objective, Constructive Feedback +Strengths-based development programs 3. The Freedom to fade: Occasionally fading into the background +Diverse people sometimes just need to fade and not be front and center 4. The Freedom to Fail: Failing in ways that help us and our teams learn.** +Learn from failure

Pay attention! Diversity, Equity, and Inclusion refers to aims that are disputed despite the truth of their good. We can rebrand this project for interracial cooperation, as we have so many times since Jim Crow. ESG anyone? One of the curious facts of U.S. history, as the present engines of global capitalism continue in its wake, is that we keep delaying the reckoning of the problems that led to the invention of DEI as a missionary framework in the first place. DEI is not a mandate that forces it people to “deal with” more Black, Brown, and Women’s bodies at work. Rather, it is a mission that offers a way to visualize what a more fair productive work culture ought to be like in the U.S. There’s no use fighting the concept’s linguistic evolution. DEI has long been robbed of its categorical value. The work will go on. No labels are necessary. It will be recognized and given reference. See the evil when you notice people participate in language games. Notice them delight in destroying DEI. Don’t forget—scapegoating is the American way. Watch how DEI is assassinated in public and remember Lynchings. The companies committed to a better future for ***US ALL*** know better than to submit their mission to terroristic world order.

Let’s all take a deep breath. We saw this coming from miles away back in 2020. Social movements that shake up the oppressive power structure always experience backlash. Take heart. The work will go on as it always has. We have made progress. We will continue to do so. For leaders questioning how to manage the backlash, stay clear and strong in your belief and your messaging that DEI makes our organizations stronger. It is a necessity for the figure of work. Follow Mark Cuban’s example.

The performative acts are tired and don’t benefit BIPOC folk. Let it go. If you value diversity, equity and inclusion, it will show in your hiring and promotion practices. There are too many BIPOC with the same experiences on here for any of these efforts to be working the way companies think/say they are.

Who benefits the most from Affirmative Action in procurement? You may be surprised by Robert's answer: "In the diversity spend category, Blacks are at the bottom." Black Americans have benefited the least from these virtue signaling programs, yet they get all the blame. This clip is from Part 2 of my conversation with Robert Blackwell Jr. which will be live on the "Creating Conscious Serendipity" Podcast tomorrow (Thursday) Morning! Robert does not hold back and goes in on the hypocritical aspects of Affirmative Action, DEI Programs, one specific presidential candidate and so many more real issues. Robert has the guts to publicly talk about these REAL issues and give his REAL perspective because he sees the Bull$hit within some of these programs. I'm going to be very clear on something...I personally know a lot of people who care about helping others, Diversity, Equality, and creating a better society... BUT, there is NOBODY Else I know, who genuinely cares about creating more economic opportunities for African Americans than Robert Blackwell Jr. I say this from the bottom of my heart, because I've gotten to know and understand him better than most people over the last 2 years. I don't have to agree with everything he says, but I will always hear his perspective. #Orion3 #CreatingConsciousSerendipity Orion3

ADP’s Black and African American Business Resource Group, Cultivate, hosts conversations throughout the year around how ADP promotes a culture of inclusivity. Bobby, Service Executive, says, “Having people that you can lean on, that you can trust, that you can talk to, that you can check in with, it really helps.” Watch to hear more and reach out to me to discuss our open roles. #Hiring #ADPLife

ADP’s Black and African American Business Resource Group, Cultivate, hosts conversations throughout the year around how ADP promotes a culture of inclusivity. Bobby, Service Executive, says, “Having people that you can lean on, that you can trust, that you can talk to, that you can check in with, it really helps.” Watch to hear more and reach out to me to discuss our open roles. #Hiring #ADPLife

ADP’s Black and African American Business Resource Group, Cultivate, hosts conversations throughout the year around how ADP promotes a culture of inclusivity. Bobby, Service Executive, says, “Having people that you can lean on, that you can trust, that you can talk to, that you can check in with, it really helps.” Watch to hear more and reach out to me to discuss our open roles. #Hiring #ADPLife