Institute for Diversity Certification, (IDC), Inc. (formerly The Society For Diversity)

Please join us at 3pm (eastern) for our first networking event. We are looking forward to welcoming you as new co-leads and learning about how we can best support you in your establishment and implementation of ERG/BRG’s within your professions. Lea Ann Bowers, CPTD, CDE®, GTML Brandi Baker (MPA, CDP), Tychelle G. Help us enhance our community, please fill out our 3 min survey: https://lnkd.in/gUw4cieH

At sundown, our Jewish friends and colleagues will observe Yom Kippur. For all who celebrate this important Day, have a blessed Yom Kippur and may your fast be easy. https://lnkd.in/guRDZzKp

D&I Tip of the Day: It's interesting that some organizations make people prove that discrimination, harassment, or retaliation occurred. Even with hard-core evidence, the person who shared the traumatizing experience may not be believed. There is a good chance that the individual who made the complaint could get fired for calling attention to racist language and unprofessional conduct. However, when it comes to these anti-DEIA lawsuits, those same employers are very quick to remove any reference to striving for fairness when it involves race, ethnicity, or color-- without proof that someone was actually harmed from the inclusive language. Keep in mind, the same risks are present in both "anti-racism" scenarios-- a lawsuit and negative publicity. Yet, one anti-racist scenario requires a lot of proof and the other storyline simply requires ONE letter or social media post threatening to sue for racism against the mainstream group. This is called a double-standard, and for some reason, the standard bends toward furthering racism, discrimination, and/or harassment against people of color. Either way, falling into the double-standard trap creates a sustainability problem. Modern-day employers are certainly in a tough position. As a result, DEIA leaders must challenge senior executives to design new ideas because going back to the "way we've always done it" is not an option. There's too much competition and industries are evolving too rapidly for companies to do nothing, or for them to develop unrealistic and torpid solutions. Now is the time to identify opportunities to do business better, as well as pave your own path for the future. Sustainability calls...who will answer?

If we all experience mental health in one way or another, why is it still a stigma? Personally, mental health has impacted me and those around me, as I’m sure it has for many of you. This #WorldMentalHealthDay, with the theme “It’s Time to Prioritize Mental Health in the Workplace,” reminds us that it is inextricably linked to Diversity, Equity, Inclusion, and Accessibility/Engagement (DEIA/Engagement), as employees' diverse identities directly impact their well-being. As I often say, "Mental health is wealth; nurture and share, unlock with care." When workplaces are fair, inclusive, and accessible, they drive higher engagement, productivity, and well-being, while reducing burnout, absenteeism, and healthcare costs. Yet, mental health stigma still prevents many from seeking the support they need. By prioritizing mental health and making support accessible, organizations can unlock significant benefits for their people and bottom line. ◾The global economy loses over $1 trillion annually due to depression and anxiety (WHO, 2022), and in the U.S. alone, these mental health challenges cost $282 billion per year in lost productivity (Yale, 2024). For every $1 invested in mental health, there is a $4 return in improved health and productivity (WHO/Harvard, 2016), a figure likely even higher post-pandemic and in light of other disasters. ◾Employers who invest in DEIA see better mental health outcomes, especially among older workers, Gen Z, LGBTQ+, and those from Black/African American, Hispanic/Latino, and AAPI communities, who face unique stressors related to job security and workplace adaptation (Mind Share Partners, 2023). ◾ Employees in diverse and inclusive workplaces are 45% more likely to feel psychologically safe, directly enhancing their well-being (McKinsey, 2020). Let’s create workplaces that recognize the interconnection between mental health and DEIA/Engagement, ensuring that everyone—regardless of background—can thrive. By treating mental health as an asset that needs nurturing, we unlock the potential for more empowered and innovative teams. #WorldMentalHealthDay #Workplace #DEIA #MentalHealth #Wellbeing

There are several paths that your organization can take regarding DEIA: 1. Don't do it at all and risk slower growth and lackluster business results. 2. Do it half-heartedly and experiencing mixed results. 3. Commit to it in theory, but not in practice; therefore, your team learns from trial and error. 4. Commit to managing DEIA well and experience positive, sustainable business outcomes. Everybody wants to jump straight to #4 but the reality is that your team must have the right mix of knowledge, skills, and abilities in order to manage DEIA well. This is where we can help. Cut through the maze when your team understands industry best practices, employs forward-thinking strategies for success, and commits to maintaining professional credentials as a Certified Diversity Professional (CDP)® or Certified Diversity Executive (CDE)®: https://lnkd.in/eWjt7xg

Employees who do not have a demonstrated track record of creating psychological safety should not be eligible for promotion to management. Would you agree with that sentence? Focusing on psychological safety will improve your hiring, firing, and promotion decisions. Why? Now you're not only evaluating candidates based on technical skill, you're paying attention to their cultural competence. You need to ask the question: What kind of impact does this individual have on the cultural health of their team? Keep in mind, when I say cultural competence, I do not mean cultural fit. You should not have to fit in with the homogenized whole to be welcomed into a role, but you should have the demonstrated capacity to create psychological safety. Hiring with the levels of psychological safety on your teams in mind allows you to protect the cultures you've worked hard to create and disrupt stagnant ones that need improvement. If you're not considering the cultural impact your team members have on your organization as you promote, you’re leaving talent on the table. If you're unwilling to let team members whose cultural impact is decidedly negative go, you're bound to suffocate innovation, squash inclusion, and decrease performance. To hire, fire, and promote using psychological safety successfully your organization needs reliable cultural competence data that gives you insight into team dynamics. Without it, you're relying on anecdotal evidence and paper trails that can't be easily reviewed or interpreted. #psychologicalsafety #hr #peoplemanagement

Join me on Oct. 31-Nov. 2 at the Information Technology Senior Management Forum (ITSMF) in St. Louis, MO where I will participate on a panel discussion with James Rodgers Ph.D and Gisele Marcus on the topic: "DEI Defined." I can't wait to dive into our topic and connect it to the theme 'Forward Progress'-- make sure you join us! https://lnkd.in/gzxb4NaP

FINRA’s Virtual Diversity Leadership Summit is back this fall! FINRA believes that diversity is a driving force behind our ability to effectively carry out FINRA's mission of investor protection and market integrity. Register today to join FINRA and thought leaders from the regulatory industry as they look at Framing the Future of Inclusion. This two-day, virtual event, held October 30 and 31, features sessions that focus on cultural competency and financial capabilities. Hear from industry leaders including FINRA President and Chief Executive Officer Robert Cook, President and Chief Executive Officer of the Municipal Securities Rulemaking Board (MSRB) Mark Kim and Vice President and Chief Diversity Officer Audria Pendergrass Lee, who will help explore the evolving landscape of diversity, equity and inclusion (DEI). Plus—hear from the compelling and engaging Jason Dorsey, a generations and behavioral researcher, who delivers inspiring presentations fueled by over 120 research studies he’s led around the world. As in prior years, there is no cost to participate and each day will feature two to three one-hour sessions. Register now! https://lnkd.in/d6qhBQzU

Home is where the heart is, and my heart forever beats in Laker blue! 💙 ⚓️ Thank you Marlene Kowalski-Braun, Ph.D., Ashley Jefferson, and members of the Grand Valley State University Inclusion and Equity Institute team for inviting me to talk about the importance of embracing neurodiversity. When we center neuro-inclusion in learning environments and work environments, 𝐞𝐯𝐞𝐫𝐲𝐨𝐧𝐞 benefits. Also, I'm truly grateful to all the faculty and staff who joined us today. Your active participation and thoughtful questions made our discussion on neurodiversity so much richer and more impactful! One of the reasons I had a great experience as an undergraduate student at GVSU is because of the amazing professionals who dedicate themselves to creating an inclusive, supportive environment for all students. It's heartening to see GVSU leading the way in promoting neurodiversity awareness and inclusion! 💙 ⚓️ #LakerEffect #Neurodiversity #NeuroInclusion #GVSUPride

🎉 IDC is proud to announce and congratulate our CDP Cohort Class, which successfully completed their journey yesterday! 🎉 A huge thank you to D.I. Lee, PhD, CDE® for sharing his expertise, insights, and passion with the amazing team at American Family Insurance! 🙌 Your leadership and knowledge are instrumental in shaping the next generation of DEIA champions. 🌟 Olivia Hill, MBA, CPC, ELI-MP, ASBC Michael Martin-Johnston Clint Poeschl Steve Ulanowski, PCC, CPC, ELI-MP, ASBC, CLF, LUTCF Brian Durst Bernice Cannistraci Theo "Ted" Roberts CLF, CIC, ASBC Bill Bailey Angi Rigot, MBA Allen Tuch Matthew Hawkins, CLF We can't wait to see how this cohort continues to make an impact and drive meaningful change within their organizations. 🚀 Keep pushing boundaries and leading with purpose! #IDC #DiversityEquityInclusion #CertifiedDiversityProfessional #CDPCohort #AmericanFamily #DEI #Leadership #InclusiveWorkplaces #ImpactfulLearning #DiversityChampions #ThankYou 👥✨