DOWC’s Post

Good intentions around DEI aren’t enough. Organizations with genuine DEI policies don’t just talk the talk. They walk the walk. Without accountability, DEI efforts are just superficial statements.  What does building accountability look like? - The organization evaluates the effectiveness of its DEI practices.  - Both leaders and employees are evaluated and rewarded for doing their part.   - Discrimination and harassment are taken seriously.  - The organization is willing to learn from missteps and acts of discrimination or exclusion.     A great example of this in action: The Hartford has built DEI accountability into the core of its individual and business units.   Catalyst Inc.’s new report shares more on how to create genuine DEI policies. ⬇

The State Bar of California awarded TittmannWeix the Gold Seal for Leadership in Diversity and asked partner Raymond Tittmann to speak at the Bar’s Diversity Summit on June 27: what does the firm do well to promote mentorship and opportunity?    The panel was moderated by Pepperdine Law Dean Chalak (Richards) Guinses with other panelists including Komal Chokshi and Julie Rogado. Many great insights and ideas. Ray stressed that mentorship must be a “state of mind” more than a program and procedure -- an embedded value throughout all ranks. Ray stressed three keys for the legal industry to attract and retain top talent that might otherwise get left behind. 1. People – your employees are human beings looking for dignity in their work. See people as people [not statistics or economic units]. 2. Creative – be flexible in your policies that meet people where they are and address their unique needs (e.g., family commitments or other priorities). Plenty of creative ways to make it work for everyone. 3. Opportunity – create opportunities that address each person’s situation, e.g., client and potential client exposure, marketing, challenging work, lead responsibilities.     What is your gap and how can I help you close it?     #TittmannWeix #TechInsuranceLeaders #EffectiveCreativeResponsive #BetterClientService #TW #insurancelaw

3rd Jan 2024 - Value of the day: Justice "How can Justice as a Value help in Creating a Winning Culture?" Unlocking Excellence: The Transformative Power of Justice in Creating Winning Cultures! ⚖️✨ In the dynamic landscape of organizational success, the value of justice emerges as a guiding force, steering teams toward greatness. Justice is more than a concept; it's a commitment to fairness, equity, and a culture where every voice is heard and valued. At its core, justice sets the stage for a level playing field, ensuring that decisions are rooted in fairness and transparency. In a workplace where justice prevails, individuals feel empowered, fostering a sense of belonging and trust. It becomes the cornerstone of a culture where diversity isn't just acknowledged but celebrated, recognizing the unique strengths each team member brings to the table. Accountability is another key facet of justice that propels teams towards their goals. When individuals know that their actions align with a just framework, a culture of responsibility and ownership emerges. This shared sense of accountability creates a ripple effect, driving everyone to contribute their best, knowing that their efforts are recognized and rewarded equitably. Moreover, justice fuels innovation by providing a fertile ground for collaboration. In an environment where ideas are valued regardless of their origin, creativity flourishes. A just culture encourages open dialogue, inviting a spectrum of perspectives that often leads to groundbreaking solutions and strategies. Importantly, justice in the workplace isn't a static concept but a dynamic force that evolves with the organization. It adapts to changing circumstances, ensuring that the core values of integrity and fairness remain unwavering. This adaptability creates a resilient culture that can weather challenges and emerge stronger, fostering a winning mentality. So, how does justice manifest in your workplace? Share your experiences and insights below! Let's continue the conversation on building winning cultures through the transformative power of justice. ⚖️🌐 #Justice #WinningCulture #Inclusivity #LeadershipValues #TeamSuccess #ValuesMatter

"𝗔𝗿𝗲 𝘆𝗼𝘂𝗿 𝘃𝗮𝗹𝘂𝗲𝘀 𝗮𝘁𝘁𝗿𝗮𝗰𝘁𝗶𝗻𝗴 𝗼𝗿 𝗿𝗲𝗽𝗲𝗹𝗹𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀?" As I watched the inspiring performances of our athletes at the Paris Olympics over the past two weeks, I was filled with immense pride in being British. This year’s Games, with a record-breaking audience of 28.6 million viewers for the opening ceremony, have not only showcased incredible athletic prowess but also highlighted the personal journeys of athletes who have overcome significant challenges, including mental health struggles, to represent our nation. Seeing the Union Jack proudly draped over their shoulders, I couldn’t help but reflect on how our diverse heritages—from the Caribbean to North Asia, Africa, and South Asia to many more—unite us under shared values. As a black man, this sense of belonging and pride resonated deeply with me, affirming that our values are what truly bring us together, regardless of where we come from. However, this pride was contrasted by unsettling scenes in Bristol, the city where I live, where some used the Union Jack to promote divisive ideologies. Their message was unmistakable: those of diverse heritage were not welcome. This starkly different representation of our national values made me reflect on the powerful role that values play in shaping our identity and, more importantly, our actions—both as individuals and within organisations. In the business world, just as the Union Jack represents a range of values on a national stage, an organisation’s culture reflects the values its leaders uphold. These values are not just a matter of preference; they are what attract and unite us. Early in my career, I learned that customer loyalty is not to the brand itself but to the values it embodies. It’s crucial for businesses to ensure that their values align with those of their customers because no marketing campaign can ever repair the damage caused by actions that betray these shared principles. Misalignment between stated values and actions can undermine trust, while alignment fosters long-lasting relationships with customers and the broader community." As the saying goes, actions speak louder than words. As leaders, how do you ensure that your organisation’s values are reflected in every interaction with customers and the community? I’d love to hear your experiences and insights. #Leadership #OrganizationalCulture #Values #BusinessEthics #Community #Pride

The DEI initiatives mentioned here are winding down because it was never about real change, but lip service. You can't just tick a box with new hires and not provide support, that's a recipe for failure. Policy is often designed with good intentions, but then fails to materialize because of a lack of concern about how to implement said policy OR it can be developed with the deliberate intention of failing - the companies winding down these programs probably fall in the latter camp. Nevertheless, those committed to this work will persist, whether these programs continue or not. https://lnkd.in/dg4y3qvV

Wait a minute, who are we missing? 👉🏼 One, two, three…? Yesterday we talked about stakeholders we should consider as part of our Team’s purpose, including questions to ask, for example prioritization of tasks. The question is, who are we still missing? We ignore stakeholders at our own detriment, which can cause last minute requests, demands, and unforeseen challenges. I was already aware of three stakeholders we forget at our detriment and of our environment - these are the Seventh Generation, 10th man, and the 13th Fairy… all bring unique and essential view points to our work. I investigated further to make sure we are fully covered, and found the following: -First Customer: The initial buyer of a product or service, whose feedback can be critical for further development and marketing strategies. -Third Party: This term is commonly used to describe an outside party that mediates or provides a neutral perspective, often in legal or business transactions. -Fourth Estate: Refers to the press and news media, considered a vital part of democracy and stakeholder in public discourse. -Fifth Wheel: Used metaphorically to describe someone who feels unnecessary or left out, often in a group dynamic. -Six Sigma Expert: A professional skilled in Six Sigma methodologies, crucial for process improvement and quality management within a company. -Seventh Generation: Based on an ancient Haudenosaunee (Iroquois) philosophy that the decisions we make today should result in a sustainable world seven generations into the future. -Eight-hour Employee: Represents the regular workforce whose daily contributions and satisfaction levels are vital to the company’s operations and culture. -Ninth Circle: Refers to the lowest circle of Hell in Dante's "Inferno," symbolizing ultimate betrayal, often used metaphorically in discussions of extreme ethical breaches. -Tenth Man: In strategic discussions, particularly in intelligence and military contexts, the tenth man is the designated contrarian who challenges consensus to prevent group think. -Eleventh Hour: Refers to the last possible moment to make a decision or take action, highlighting urgency and last-minute stakeholders. -Twelfth Man: In sports, particularly football (soccer), the twelfth man refers to the fans or supporters who play a crucial role in motivating the team. -Thirteenth Fairy: In fairy tales like "Sleeping Beauty," the overlooked thirteenth fairy represents the unforeseen or neglected stakeholder who can have significant impact. In your experience, who else are key, but unseen, stakeholders we need to keep that empty chair for? #leadershipdevelopment #stakeholdermanagement #systemicteamcoaching #systemiccoaching ———————— 🔔 Follow Richard Galbraith for more thought provoking ideas ♻️ Repost if you find this useful

Stakeholder management is frequently under-valued and often receives inadequate attention as it gets ticked off the the "to do" list. While recognized as" important" by most practitioners, it actually is a strategic decision about where to invest the most time in building relationships that influence the outcome. A game changer. While each stakeholder segment and constituency needs attention they are not all equal- and a segmented approach is a practical reality. The same is true within each constituency of a segment. Stakeholder Management begins with prioritization and is not about quantity but rather quality. The Pareto Principle applies both globally and locally within each constituency and it's the vital few that stakeholders that have the dominant influence. With a pragmatic mindset and by doing considered analysis the effort becomes realistic and then hinges off the ability to build relationships based on trust. Stakeholder Management is also a team sport because no one can be everything to everyone. The way to overcome this is to focus on the critical few, build trust and enlist them so that they can use their influence to craft and shape dialogue within the various segments and constituencies, leaving none behind.

Friday Fun: The DEI Detective🕵️♀️ Happy Friday, everyone! Let's kick off the weekend with a fun story about diversity, equity, and inclusion (DEI). Once upon a time in the bustling city of Diversityville, there was a legendary detective named Detective Inclusion. One bright and sunny day, she got a frantic call from Mr. Equitas, the CEO of Equitas Enterprises. Despite their best efforts, their DEI strategies just weren’t cutting it, and the workplace was in disarray. Detective Inclusion quickly gathered her team: Agent Equity, the champion of fairness, and Agent Diversity, who brought a fresh perspective to every case. They arrived at Equitas Enterprises and immediately spotted the problems. Employees were cliqued up in groups and not collaborating with others. The company had great DEI policies, but they weren’t being enforced consistently. And the leadership team didn’t reflect the diversity of the workforce. Rolling up their sleeves, Detective Inclusion and her team sprang into action. They organized team-building activities to mix things up and get people working together. They made sure the DEI policies were enforced fairly across the board. And they worked on developing a more inclusive leadership pipeline. The transformation was magical. Teams collaborated better, employees felt valued and heard, and the leadership became more diverse and inclusive. Equitas Enterprises not only improved its DEI outcomes but also saw a boost in overall performance and employee satisfaction. And so, the DEI Detective Agency saved the day yet again, proving that a little teamwork, fairness, and inclusive leadership can go a long way. Let’s all take a page from Detective Inclusion’s book and continue to champion diversity, equity, and inclusion in our workplaces. Have a fantastic weekend! 🌟 #FridayFun #DEI #Diversity #Equity #Inclusion #WorkplaceCulture #BlackProfessionalsIreland

Cultivating a culture of transparency, one where colleagues trust each other and its leaders, can go a long way towards establishing our organisations as fair and inclusive https://ow.ly/EeF950Qs1S3

Each week in February #NYCOTI social features Black leaders from across our agency sharing their perspectives on a variety of topics – our fourth and final question is “What advice would you give to an emerging professional in your field” 📺 #BlackHistoryMonth #BlackHistory #BlackLeaders #BlackExcellence #Inspirational