Behavior Change for Good Initiative’s Post

Interesting article from our CEO Raj Tulsiani on inclusive work environments for InterSearch. Read below: #Leadership #ExecSearch #Jobs #Consulting

Hiring a Chief Diversity Officer and setting up a Diversity taskforce is the most effective thing organisations can do to improve EDI according to research. Accountability and dedicated time moves the dial. Leaders in EDI know this, but how to change the public narrative?

Improving workplace diversity, what works? Key takeaways 👇🏻 with another reminder about the importance of using evidence and insights to challenge conventional wisdom and create meaningful change.

Just finished the course “Addressing Unconscious Bias as a Leader”! Check it out: https://lnkd.in/dmhpdkUp

This part… This mismatch between corporate commitment to diversity and tangible outcomes raises critical questions about the efficacy of management practices for achieving diverse representation.

Just finished the course “Addressing Unconscious Bias as a Leader”! Check it out: https://lnkd.in/d4spBJa7

At Holmes Noble, we strongly support Diversity, Equity, and Inclusion (DEI) as a core aspect of our business philosophy and operations. We integrate DEI principles into our recruitment processes, ensuring diverse candidate pools and promoting equitable hiring practices. This approach helps clients find the best talent from a wide array of backgrounds and perspectives. In recent years, many organisations have adopted diversity, equity, and inclusion (DEI) initiatives to foster more inclusive workplaces. However, a surprising trend has emerged: some of the most common DEI practices may actually undermine the goals they aim to achieve. This article from @Harvard Business Review highlights research that shows how these practices, though well-intentioned, can inadvertently reinforce biases and hinder true diversity. It offers insights into why these initiatives fail and suggests more effective strategies for fostering an inclusive environment. For more details, you can read the full article here: https://lnkd.in/e-fSc8Wf #HolmesNoble #Diversity #Inclusion #TalentSolutions #Equity

"Formal mentoring programs and targeted recruitment are effective for increasing diverse representation but are underused." What to do? 💔 Many of us went through unbiased training, some better than others. 💔 Many of us pushed for higher representation of minorities, and higher diversity in our talent pipeline only to see these newly hired people trickle out within the year. 💔 Many of us dealt with or witnessed mental health and harassment issues when organisations are being awarded "most diverse", but failing on 'most inclusive". An interesting recent research for a quick mirror check - https://lnkd.in/dGK95guz It's not a call to stop, it's a call to update, rethink copy-pasting and recognise those people who just make your culture better and those processes that bring measurable results.

And there you have it: "Mentoring fosters career success by providing coaching on work-related goals, facilitating developmental assignments, and having someone advocate on mentees’ behalf". But mentoring can also be done badly with little thought about inclusivity, intersectionality, appropriate pairing and vulnerability with power imbalances. We're discussing all this now at our Mentoring Training event in Bilbao VOICES - Making Young Researchers' Voices Heard for Gender Equality, watch this space!

Sorry to be a bother, Juliet, but this article really got me thinking about the current misunderstanding about DEI from all sides and why we must rewire our thinking around bias. First and foremost, we must acknowledge that gender bias is distinct from racial or disability bias and calls for different approaches. (Susan T. Fiske has done great work in this area.). Secondly, we all, as practitioners in DEI, have to be careful not to fall into the trap of illusory correlation. For example, the racial wealth gap is a well-known indicator of inequality between identity groups. But what most people don't know is that there is a similar wealth gap within groups as well. Therefore, the wealth gap cannot be explained solely by race; rather, it must be understood as a characteristic of a complex adaptive system based on social networks—the connections and relationships between individuals, groups, and objects—that are influenced by preferential attachments, the 80/20 rule, and power laws. My point is that systems are reflections of how people, places, and things are connected. Comprehending these relationships and optimizing them in terms of social capital is the future of DEI.