Cha Tekeli’s Post

I cannot recommend reading this article enough, but here are some snippets: "My first lesson on diversity came when I was about 7 years old. I was several years into the foster-care system, and the agency was struggling to find me a permanent home. After one of what felt like dozens of home visits, I asked my social worker why this was so hard. "It's because we don't know if you belong with a white family or a Black family," she said, matter-of-factly. This tidy explanation was a reference to my biological parents: my mother, who was white, and my father, who was Black. To her, it was a simple, even clinical, matter. But to me, a young boy unschooled on matters of race, it unleashed silent questions: "Is she referring to the color of the house? Why would that matter?" Today's most prominent critics of DEI — and its forefather, affirmative action — often cite their loyalty to meritocracy, where people are judged solely on their skills and ability. But this argument conveniently ignores DEI's roots. Despite equal performance, employees from diverse backgrounds found themselves routinely facing organizational and institutional barriers around pay equity to career advancement. ... The role of chief diversity officer became more popular during this time as CEOs and boards recognized that they needed a dedicated team with resources to prevent similar class-action settlements and public-relations disasters. Those roles have served their organizations well, and companies that are currently abandoning their DEI commitments would be well served to pay close attention to their internal metrics in the coming days and months. .... A main source of this line of opposition to DEI is fear. America's growing demographic diversity has ignited a fear of displacement. But this fear ignores how diversity has been one of this nation's great strengths for centuries. It also turns a blind eye to the future of corporations. Increasingly diverse customers require a diverse workforce, and a diverse workforce helps fuel innovation. There's a broader impact as well, one that's not just good for employers but critical for a healthy democracy. On a daily basis, the place where most Americans are most likely to encounter diversity — to interact with those from all walks of life, generations, languages, cultural experiences, and faith expressions — is in the workplace. Often, we must harness these different experiences to work toward a common goal. The workplace is an imperfect but vital forum for what we most need in this digital age: proximity. Proximity allows me to get closer to your story and you to mine, and find something in common that goes beyond the labels that so often divide us. Those ties that bind us are critical to repairing trust in our neighbors, institutions, and our country." written by Steve Pemberton.

Our workplaces are changing. In these post-pandemic times, corporate offices have become largely hybrid with a significant number of remote employees. This great read spotlights not only the benefits DE&I brings to productivity and the bottom line, but also the larger benefits for our society through "proximity" that allows us to connect to each other's stories. In a largely virtual workplace, fostering these connections requires focused efforts to build workplace culture and community outside of the traditional office. From connecting customers to a brand to connecting employees to a mission, connection is powerful! When we create an environment encouraging employees to connect to one another, we ensure the principles of connection are interwoven into all aspects of a company. Strengthening human connection drives improved performance and ultimately strengthens the bottom line. We should embrace this--it's a true win-win!

"...America's growing demographic diversity has ignited a fear of displacement. But this fear ignores how diversity has been one of this nation's great strengths for centuries. It also turns a blind eye to the future of corporations. "Increasingly diverse customers require a diverse workforce, and a diverse workforce helps fuel innovation... "...In a study of companies with mature DEI organizational commitments, 75% said that it had a very positive impact on their business' competitive position. They can point to increased employee engagement and retention, increased revenue streams and gross profit, as well as enhanced brand image. "In those organizations, DEI isn't a sidecar, temporary response to a social concern or organizational incident. It has quantitative measures, is routinely assessed and recalibrated, and has direct visibility to the CEO and the board. "In those organizations, DEI is essential to the business strategy and gives them a distinct competitive advantage. "There's a broader impact as well, one that's not just good for employers but critical for a healthy democracy. "On a daily basis, the place where most Americans are most likely to encounter diversity — to interact with those from all walks of life, generations, languages, cultural experiences, and faith expressions — is in the workplace. "Often, we must harness these different experiences to work toward a common goal. The workplace is an imperfect but vital forum for what we most need in this digital age: proximity. "Proximity allows me to get closer to your story and you to mine, and find something in common that goes beyond the labels that so often divide us. Those ties that bind us are critical to repairing trust in our neighbors, institutions, and our country. "The world of work might be our last defense against a descent into a nation of 1 million isolated, ideological clans..." (Source: https://lnkd.in/gWJgw_EK) #healthydemocracy #demographicdiversity #innovation #diversecustomers #diverseworkforce #employeeengagement #talentretention #revenuestreams #grossprofit #brandimage #businessstrategy #competitiveadvantage #trust #workplaceculture #tiesthatbindus #buildbridgesnotwalls #worldofwork #ideologicalclans #dei

Although I am in the early years of my professional career, I cannot express enough gratitude to work at such an amazing, inclusive, and open-minded place like About Fresh. I cannot imagine working at a more inclusive workplace, filled with allies and big colorful hearts. I am feeling extra filled with pride during this pride month, as my partner Steph and I celebrate another year out & proud in our personal and professional lives. While many people are not as fortunate as I am in this area, I hope people take moments this month to reflect and think about how they can be more inclusive or more of an active ally to all people in the LGBTQIA+ (and beyond!) community. Here are some ways to become a stronger ally:  1. Educate yourself - find out the history and current struggles of people in this community  2. Don’t assume you know what someone needs - you know what they say about assuming! 3. Practice active listening - try to digest the information before creating a response  4. Ditch putting people into boxes - boxes are out, and spectrums are in! 5. Recognize your privilege - use that power for GOOD!

Am I a DEI hire? Being black, female, and queer gives me a unique perspective and lived experience that I leverage as my secret sauce and superpower. These facets of my identity enrich my approach, bringing diverse insights, innovative solutions and an unwillingness to settle for mediocre and status quo in the workplace. EVERYONE BENEFITS WHEN IM IN THE ROOM. Hiring based solely on race or gender, rather than skill and competence, can indeed foster resentment. However, promoting Diversity, Equity, and Inclusion (DEI) in the workplace aims to ensure fair opportunities for everyone, regardless of their background. If properly implemented, DEI initiatives can enrich the workplace with diverse perspectives and experiences, leading to better decision-making and innovation. It's crucial for employers to clearly communicate that their DEI initiatives aim to create an inclusive environment, not to meet quotas, but to benefit everyone by leveraging diverse talents. This is something I witnessed first hand while attending the grand opening of Simply Pure Trenton NJ Tahir Johnson hired the best to ever do it - People Equal Profits team led by Lanett Austin. Transparency in hiring processes and focusing on merit alongside DEI goals can help mitigate negative perceptions. Addressing concerns and fostering open dialogue can also be beneficial. A colleague, ally and friend Kyle Crossley shared his thoughts on why DEI is important and why DEI is EVERYONES work. Check his post in the comments below. #DiversityMatters #InclusionInAction #DiversePerspectives #Equity #InclusiveWorkplace #UniqueStrengths #EmpowerDiversity #DiversityAndInclusion #StrengthInDiversity #PerspectivesMatter #DEI #blackjobs

At Baker Consulting, we believe that true accessibility and inclusion in the workplace are essential to fostering a culture where every employee can thrive. Our latest blog, "Accessibility and Inclusion in the Workplace: A Focus on Black Americans," explores how organizations can draw inspiration from global pioneers like Canada and Sweden, where disability accommodations and racial equity are integrated seamlessly. Key Takeaways: 🔑 Lessons from Global Leaders: Countries like Canada and Sweden show that equitable healthcare, education, and employment opportunities create a more level playing field for marginalized communities. As Lydia X. Z. Brown aptly puts it, "Disability justice is the art and the practice of honoring the body." 🌱 The Ripple Effect of Inclusion: Inclusion doesn't stop at the workplace. Companies that engage with community organizations and advocacy groups to address the intersectionality of race and disability are better positioned to create lasting change. Accenture's research highlights that disability-inclusive companies achieve 28% higher revenue, double the net income, and 30% higher economic profit margins. 🏗️ Redesigning Accommodations: Moving beyond mere compliance, it's crucial to incorporate Universal Design principles from the outset. This approach ensures that workplace environments are inherently accessible, benefiting the entire workforce, not just those with disabilities. As civil rights activist Jesse Jackson reminds us, “Inclusion is not a matter of political correctness. It is the key to growth.” By adopting these practices, we can build workplaces that truly honor the diverse experiences of all employees. At Baker Consulting, our READI2B framework is rooted in the understanding that accessibility and inclusion are not mere checkboxes. They are the foundation for organizational success. We partner with businesses to create strategic plans that address the intersectionality of race and disability within the workplace and beyond. Our team of experts works closely with organizations to assess their current practices, identify opportunities for improvement, and implement evidence-based solutions that drive meaningful change. Contact us today to embark on a journey towards inclusive excellence. Visit our website to begin the work: https://lnkd.in/gajD_hcG Read the full blog to learn how your organization can embrace these principles: https://lnkd.in/gK6Vhs7W #Accessibility #Inclusion #WorkplaceDiversity #DisabilityJustice #UniversalDesign #BakerConsulting

Feeling anxious about a career transition? Possible judgment from leaving a solid role, two weeks into the new job and not wanting to look like a quitter, the possible learning curve with a change, the list could go on. When we look at our careers a lot of factors can go into our decisions. Take the lead from Laphonza Butler. Even in the spotlight, Ms. Butler practices putting herself first and following what feels right for her career journey. No matter what others may think. Recently appointed to fill the Senate seat left by Dianne Feinstein's death. Ms. Butler is the 2nd Black woman to represent California in the Senate, after Vice President Kamala Harris, and the first openly LGBTQ senator from the state. The public eye is drawn to Ms. Butler and her new role. Less than three weeks after being appointed, Ms. Butler said she would not run next year for the office. She intends to be "the loudest, proudest champion of California" in the remaining months of her term, but that she has realized "this is not the greatest use of my voice." This statement shows the strength she has in her personal journey. Not letting society choose her path for her, no matter how great it may seem. Let's take a lesson from Laphonza Butler's journey and keep pushing forward to find the right fit for our career goals. We must be our own loudest advocates. Tag someone on their career journey and share this inspirational story. Kori Whisenant Annette Garsteck Career Consulting #professionalwomen #womninbusiness #jobseeker #careercoaching #careercoachingforwomen #careeropportunity #newjob

During Pride month, many companies routinely change their logo to rainbow colours. But are some companies making false promises and simply ‘Rainbow washing’? Pride is a great time for workplaces to demonstrate allyship to the LGBTQIA+ community, but this support and inclusion should extend beyond just one month a year. In all workplaces, everyone should consider "How can we support you in bringing your whole self to work?" daily. At the very least, a work environment should allow your LGBTQIA+ colleagues to be open and feel comfortable doing so, without fear of judgement or discrimination. At Few&Far, we regularly review our policies to evaluate and enhance how we demonstrate support for our team. We are always open to feedback to ensure that we are fostering an inclusive workplace environment. We sponsor and participate in events with partners who promote and support inclusivity and diversity, provide support for mental health and well-being via our company-wide Spill membership, ensure equal opportunities for employee career advancement and offer enhanced parental leave. What does inclusion mean to you? How can we support our team members in bringing their whole selves to work? Let's start the conversation! 🖤

A powerful reflection on why and how to keep DEI – diversity, equity, and inclusion – front and center and top of mind in the culture of our organizations. In the United States alone, the workforce is expected to be majority non-white by 2030, and gainfully employing a diverse workforce will continue to be essential. Thus, the paramount importance of inclusion needs to live in the values, mission and vision of any organization and grow organically from both the top and the bottom. In other words, DEI is the responsibility of us all in the workplace, and not the work of one person or one team. The concrete actions outlined in this piece show us how we can accelerate the momentum and drive for ongoing progress on DEI. Julie Kratz #allyship #diversityandinclusion

What’s your plan for celebrating Pride in the workplace? 🦗 awkward silence 🦗 More than 7% of Americans identify as a members of the LGBTQIA+ community (uses calculator); that’s more than 20 million people. In a world where hate is on the rise, building safe and inclusive workplaces is more important than ever. With goodbuy, you can engage your employees in these important moments and support what matters to them, through: 👉 Monthly impact emails (like a Pride month email) 👉 Exclusive Discounts to incredible independent brands (LGBTQIA+ owned, women-owned and more) 👉 Year-round give back programs (1% to the Trevor Project this month). www.trygoodbuy.com/perks