Claire Podulka’s Post

#DEIB is under siege, and I wrote about what to do about it for Built In. https://lnkd.in/g8FRC6X4 I tried to sum up one of my main ideologies in this paragraph: "In my experience, workers support DEI because it fills many of the gaps necessary for better working conditions when executed well and maintained. Ultimately, only through improved protections, broad-sweeping reform and the development of a more robust social safety net can many of the most significant issues for workers from all groups truly thrive in workplaces. In the meantime, DEI is among the few tools available to employees to advocate for themselves. It’s why despite claims that DEI is dead, no CHROs plan to scale back their DEI initiatives and 63 percent plan to focus on attracting a more diverse workforce, according to Conference Board research." For my fellow practitioners out there, what do you think? CC: Heather McClean, J.D., CDP®, Trevor Jenkins, Nirali Shah, Jamar Beyonu, MBA, Annie Rezac, Miriame Cherbib, Maria Emilia Lasso de la Vega, Ivana Savic-Grubisich, Karina Cabrera Bell, Karina S.

After the 2023 Supreme Court ruling on affirmative action in higher education, controversy around DEI arose. Some leaders embraced the initiatives with open arms, others claimed the policies destroyed productive economic investments. Who was right? According to our research, DEI is a lot of things but “wasteful” surely isn’t one of them. From strengthening your brand to amplifying your community impact, DEI helps organizations thrive. It can even create above-average profitability in some contexts. Need a closer look at its benefits and applications? Discover key ways DEI drives positive outcomes. #DEI #HigherEducation #DiversityAndInclusion

How do you see organizations grappling with programmatic thrusts around diverse, equity, and inclusive work environments? Some are halting the work.  Others are being encouraged by their legal teams to do the work quietly. Attempting to limit DEI is shortsighted and counterproductive. It ignores the realities of our increasingly diverse world and the imperative for organizations and societies to adapt and evolve. Instead, we should prioritize fostering environments where everyone feels valued, respected, and empowered to succeed. This is the secret sauce to a productive, engaged workplace. Limiting Diversity, Equity, and Inclusion is a regressive approach that undermines progress and social cohesion. Embracing diversity enriches our communities, workplaces, and institutions, fostering innovation, understanding, and empathy. By stifling DEI efforts, we perpetuate systemic inequalities and hinder collective advancement. Firstly, diverse perspectives drive innovation and problem-solving. When we limit diversity in workplaces, we stifle the creativity and ingenuity that arise from diverse experiences and backgrounds. In today's interconnected world, businesses and societies that fail to leverage diversity will fall behind. Secondly, limiting workplace DEI perpetuates disparities and marginalizes underrepresented groups, deepening societal divides. By promoting inclusivity and equity, we create fairer systems where everyone has a chance to thrive. Moreover, DEI enhances organizational performance and resilience. Studies consistently show that diverse teams, that also foster belonging, outperform homogeneous ones, both in profitability and adaptability to change. DEI initiatives aren't about tokenism or political correctness; they're about recognizing and rectifying historical injustices and systemic barriers. By embracing diversity, we tap into a broader pool of talent, perspectives, and experiences, which is essential for problem-solving and innovation. For these reasons, I appreciate the research of a fellow higher education leader Shaun Harper in Forbes. Give it a read.  #dei #deia #deistrategy #deib #deibestpractices #business #businessschool https://lnkd.in/gK86vWC7

The Controversy Surrounding Dismantling DEI Programs: Implications and Perspectives The discourse surrounding Diversify, Equity, and Inclusivity (DEI) programs has evolved into a polarizing debate. Initially celebrated as pivotal for fostering inclusive work environments, they're now under scrutiny. The recent move by Florida's governor to disband DEI programs at certain universities highlights this tension, prompting a critical examination. Factors Driving Dismantling: 1. Economic Rationalization: Critics argue DEI lacks tangible benefits, advocating resource reallocation. 2. Political Ideology: Some view DEI initiatives as government overreach, prompting dismantling. 3. Perceived Efficacy: Skepticism surrounds DEI's impact, leading to disillusionment. Support for DEI Programs: 1. Business Imperative: Diverse workplaces enhance innovation and decision-making. 2. Social Responsibility: Addressing inequalities contributes to social justice. 3. Employee Morale: Inclusive cultures boost satisfaction and productivity. Negative Impacts of Dismantling: 1. Talent Drain: Alienating diverse talent affects competitiveness. 2. Reputational Damage: Perceived indifference harms brand image and stakeholder trust. 3. Legal Risks: Discrimination lawsuits and regulatory scrutiny loom. The decision to dismantle DEI programs stems from a complex interplay of economic, political, and ideological factors. While critics question their efficacy, proponents advocate for their importance. Organizations must carefully weigh the implications, ensuring a nuanced approach that balances business goals with social responsibility. #DEI #Inclusion #BusinessImpact

Are you concerned about the potential ripple effects of policy changes, similar to those in Florida, on Diversity, Equity, and Inclusion (DEI) initiatives nationwide? It's a valid worry, considering the vital role DEI plays in ensuring fairness and giving everyone a voice. If faced with such challenging circumstances, should we simply retreat, or should we reshape our efforts under a new banner to keep the spirit of our mission alive? Navigating such waters requires resilience and adaptability. Our commitment to cultivating an inclusive environment doesn't change with policy, it's a reflection of our values. Should the federal landscape shift, we might need to be creative, rebrand, and redirect our efforts without losing sight of our core mission. Let us consider this possibility not as an end, but as a call to unite, brainstorm, and pave new roads to ensure that the principles of diversity, equity, and inclusion remain at the forefront of societal progress. Let's discuss this openly: What strategies do you think could help us uphold these important values, even in the face of adversity? Your thoughts and suggestions are more than just commentary; they're the lifeblood of our continued dedication to making a difference. #leadership #diversityequityinclusion #belongingmatters #belonging #deistrategy #deib #culturetransformation #education #hireeducation #communitycollege https://lnkd.in/g-WP-QAb

If DEI does not make us better, then what is it for? I love doing trainings, because I love seeing "aha" moments. I love bridging gaps. I love expressing what so many people are feeling but have not yet felt empowered to say. But training is just the first step. We need policies. We need practices. We need infrastructure changes. We need real action for inclusion. Last week, I had the pleasure of revealing the DEI climate survey results at a client's town hall. Management did a great job outlining how they would respond to the concerns raised. It was public and it was recorded. There was full transparency in order to ensure that accountability. That is the only way that we move forward with action for inclusion. #diversitytraining #diversityequityandinclusion #diversitymatters. Below, please find a great article about moving DEI forward at this challenging time. "When done ethically, DEI should help do things like minimize bias in performance reviews, ensure disabled employees are able to access the assistive technologies necessary to do their jobs, and promote systems that ensure real investigations into cases of discriminatory harassment are conducted and acted on. These types of interventions take time, cost money and go largely unnoticed outside an organization. But that doesn’t make them any less vital to cultivating work environments that honor the basic human dignity of workers." https://lnkd.in/e8wAYvDw

Interesting assessment of the state of DEI from the always on-point Josh Bersin. I think many companies invested in DEI because it was buzzy, or external pressures from investors, or to boost their ESG ratings, or maintain footing with competitors. Unfortunately though, if you check out the "social" rating of a company on an investment website, too often you will still see their rating is likely "Laggard." One takeaway is... "As corporate investments in DEI decline, I believe it’s time to do away with the “DEI police” in HR and focus on embedding the principles of inclusion, fair pay, and open-minded discussions in every business unit." The inherent good of DEI should be baked in to your practices, not policed by your DEI council, a line on your goals or a box checked on your annual review. https://lnkd.in/ewXa9dE2

Interesting insights from Wharton, Harvard, and INSEAD on the current state of Diversity, Equity, and Inclusion (DEI). Transitioning from polarizing views, discussions focus on discrimination, recruitment, workplace dynamics, and compensation practices. Recognizing the impact of proximity bias in institutional attitudes, it's crucial to shift focus to embrace change. Personal experiences, external pressures, and fear can cloud judgment, hindering effective inequality addressing. Advocating for continuous dialogue and proactive steps to enhance workplace diversity and inclusivity, I emphasize cultivating equal opportunities, fair compensation, empowered self-care, and a safe environment fostering both personal and financial growth. Adding Belonging (B) to DEI is critical, focusing on acceptance, affiliation, connectedness, safety, friendship, and trust. Most humans thrive on these elements. One of my favorite quotes often heard in our firm is "Our job is to create opportunities for you to grow your knowledge, skills, and abilities to give you the freedom to work for anyone at any time, but it also our job to engage and reward you to earn the right for you to stay". I see my calling is a collaboration with clients to improve recognition programs (like benefits and group retirement plans), to reduce or remove barriers, eliminate unintended bias, boost engagement, enhance productivity gains, and foster inclusivity. #hr #benefits #groupbenefits #rightpath #deib

An extremely important read from Lord Simon Woolley Homerton College University of Cambridge: 'Almost half of those from ethnic minority backgrounds under the age of 25 have met discrimination or racism in the workplace — with a third experiencing racist remarks or jokes from their colleagues. This happens at the most important time of their careers when they are impressionable and ambitious. The consequences for the nation are dire. At Homerton, I’ve seen first-hand how crucial it is that young people are nurtured academically and personally as they enter the workforce — and how formative those first few years of employment are. Too many are having their confidence repeatedly crushed. Such unnecessary barriers can inflict lasting emotional and psychological damage. ..... As a nation, we need to take a hard look at the facts because businesses are simply not performing well enough. If employers addressed discrimination head-on, we could unleash a wave of talent across the workforce. More young people would find their way in to the jobs and the careers that are right for them, and where they can make the best contribution. Employers would benefit from having the best candidates at all levels — from the most senior executives to the brightest young apprentices and graduates.' https://lnkd.in/eTDsHJKE