Andrea Dermody’s Post

What does this work look like inside organizations? Sometimes it means more actively recruiting in unfamiliar places. Sometimes it means becoming more systematic about development opportunities. It can mean improving the ways you assess people for promotion, which can be riddled with bias and pitfalls, relying instead on more objective and self-evident advancement criteria. Indeed, what we hear most often from underrepresented leaders — X’s in organizations filled with Y’s — is the desire for a fair chance to compete, in workplaces where the rules of the game are clear and applied equally to all. We know that historical change is like sleep. It happens gradually, sometimes fitfully, then all at once. We are in the fitful stage of our evolution toward truly inclusive organizations. But let us not get confused: Inclusion is an end goal that channels universal hopes for meritocracy, reflects America at its best and creates the foundation for an even more competitive future. Critics of D.E.I. Forget That It Works https://lnkd.in/gXn9qm45

Support for diversity, equity, and inclusion efforts appears to be shrinking, although most people want the same thing: competitive organizations where everyone who shows up to work has a fair shot at success. So what's going wrong? Many organizations get stuck at the diversity stage, recruiting difference without managing it effectively. This generates frustration and cynicism about their efforts, and they are now at risk of stopping in the middle of a complex change journey, declaring failure prematurely. Inclusion is key to step into. It creates the conditions in which everyone can thrive and where our differences as varied, multidimensional people are not only tolerated but also valued. Let's work towards creating inclusive environments where everyone can grow and succeed together. #dei #inclusion #diversity #equity #changejourney #leadership #technology #strategy #people #growth #changemanagement #organizationaldevelopment #recruiting #culture

"Support for corporate and academic diversity, equity and inclusion efforts appears to be shrinking, even though most people want the same thing: competitive organisations where everyone who shows up to work has a fair shot at success" This is a paragraph that jumped out at me in this thought-provoking article, experts from Harvard Business School shed light on the tangible benefits and challenges of DEI initiatives in the workplace. Despite the skepticism I often face, as highlighted in this article, DEI is underscored as a vital component of organisational success, enhancing decision-making and fostering innovation through diverse perspectives. It's a reminder that inclusion goes beyond mere diversity, aiming for a work environment where differences are valued and everyone has a fair opportunity to thrive. A must-read for those committed to shaping more inclusive and dynamic organisations. For more insights, check out the full article here. Article featured in The New York Times

“What does this work look like inside organizations? Sometimes it means more actively recruiting in unfamiliar places. Sometimes it means becoming more systematic about development opportunities. It can mean improving the ways you assess people for promotion, which can be riddled with bias and pitfalls, relying instead on more objective and self-evident advancement criteria. Indeed, what we hear most often from underrepresented leaders — X’s in organizations filled with Y’s — is the desire for a fair chance to compete, in workplaces where the rules of the game are clear and applied equally to all.” #IntentionalInclusion #DEI & #Belonging

I still hear business leaders sometimes question the value of a "DEI initiative" in their companies. Does it work? As stated in this article, diversity can only really work where there is also inclusion. Diversity without inclusion is counterproductive, to say the least. The author also makes an important point that to gain diversity, you must expand your search well beyond the people and networks you already know. DEI is not an empty promise your company has because it "should". Rather, it's an important strategy that brings new perspectives, innovation, opportunity, and growth to your business and everyone it touches. #DEI #diversityandinclusion #inclusionmatters #leadershipmindset

Diversity, equity, and inclusion (DEI) is not dead in the U.S. Here are two key reasons why: Evolving Corporate and Social Expectations: While DEI initiatives have faced backlash in some sectors, many organizations continue to prioritize these efforts. Companies increasingly recognize that diverse teams are more innovative, effective, and profitable. This focus on diversity is also driven by consumer and employee expectations, particularly from younger generations who value inclusivity. Companies that fail to invest in DEI risk losing top talent and market relevance. Legal and Policy Advocacy: Despite challenges, DEI is still strongly supported by legal frameworks and policies, particularly around equal opportunity and non-discrimination. Laws such as the Civil Rights Act and affirmative action policies continue to promote equitable hiring practices and workplace diversity. Additionally, advocacy for DEI remains strong among human rights organizations, signaling that this work is far from over and remains critical to advancing societal progress. DEI efforts may be evolving and facing obstacles, but they are still central to creating equitable workplaces and societies.

"For organisations to remain relevant, they need to serve colleagues, customers and communities made up of every demographic. Which represents a responsibility and an opportunity. #Inclusion is about moving away from one-size-fits-all, towards better serving those that have been historically underserved, or not served at all. And it goes far beyond one person or team with inclusion in their title, updating policies and delivering events. Don’t get me wrong, that work is important, but it’s only the foundation. The sustainable approach is to embed inclusion into everyday work and decisions made across all teams." - Here's how...

My latest in Triple Pundit on the value of investing in DEI. Let me know what you think! #Culture #DiversityAndInclusion #WorkplaceCulture #DEI Diversity Works | The Leader in Organizational Assessments

Inclusion is both broad and complex. But it’s also simple when organisations are deliberate about it, and the people working there are guided to understand their part to play. Read my article in the The World Financial Review for five principles any organisation adopt. 1)   Encourage respectful disagreement 2)   Embed inclusion into design standards 3)   Disaggregate data (no more averages) 4)   Build deliberate diversity into research, design and testing 5)   Widen the gates for hiring and career progression Every team can (and should) do something 💫 #ConsciousInclusion #Leadership #RemainRelevant https://lnkd.in/e7_tdgmp

The focus on inclusive teams is key! If it were simple there would not need to be articles about it. DEI is transformational. Two places I notice organizations get stuck with DEI: 1. They “preach” or mandate it to employees which creates resistance and makes employees feel they will be excluded if they don’t comply with the companies inclusion mandate. 2. They do not invest in teams so that members can collectively reflect on their functioning and transform into safe and inclusive spaces. Small steps leads to big transformations! GroupWorksConsulting LLC GroupWorksGlobal #coachingleaderprogram # DEI #transformation #inclusion