Exodus Consulting Group, LLC’s Post

"The challenge with the term DEI is in its perceived divisiveness; it’s often seen as something that divides us rather than bridges us." Read the full article at the link below: https://lnkd.in/ggEVJRNs #DEI #DEIconsultants #DEIleaders #diversity #equity #inclusion #DEIwork

By almost any measure, Black women are facing disproportionately high barriers in the workplace. They are heavily impacted by bias in hiring and promotions; Black women are promoted at a significantly lower rate than white women at the first step up to manager, and more than a quarter of Black women say their race has led to them missing out on an opportunity to advance. They experience more microaggressions than other groups of women, and are three to four times as likely as white women to be subjected to disrespectful and “othering” comments and behavior. They are also less likely to report that their managers check in on their well-being or help them balance priorities and deadlines. #DiversityInclusion #WorkplaceEquity #BlackWomenAtWork #ProfessionalDevelopment #Microaggressions #LeadershipGap #WorkplaceBias #Mentorship #CareerAdvancement #WomenInBusiness

Is this a safe space, LinkedIn? As a Black woman in Administrative Services, I understand the pressure of deciding whether to show up as my whole self in the workplace. This pressure is felt at the intersection of both racial and gender minority representation. According to Mandy Bynum Mc Laughlin, creator of the Race Equ(al)ity Index, Black women often feel a responsibility to be the voice for everyone because they are a minority representation. This can be overwhelming, especially when added to the emotions of being in a majority male and/or white room and holding our own. However, with the increased focus on DEI practices, allyship has emerged as an interesting concept. It comes in various forms, allowing equitable opportunities for leadership with access to resources, support, and spaces at the table. It's important for everyone to understand and embrace allyship in the workplace to create an inclusive environment where everyone feels safe to show up as their whole selves. #DEI #Allyship #Inclusion #Diversity #Equity

Leading DEI Change ●First move away from the business case and toward a moral one With the right knowledge,skills,and experience,African American employees and managers can add as much value as anyone else.They may have greater insights about creating and selling offerings for minority consumer groups that end up appealing to white consumers as well. Given the limited progress African Americans have made in most of corporate America,it seems clear that the sound business arguments for inclusion are not enough.What's needed is a push for a more purpose driven capitalism that focuses not on just shareholder value but also on shared value benefits that extend to employees,customers,suppliers,and communities. We can't simply ask,''What's the most lucrative thing to do?" We must also ask,"What's the right thing to do?" ●Second,Encourage Open Conversations About Race "Organizations are in society,not apart from it."Research shows that although many people are happy to talk about 'diversity' or 'inclusion',their enthusiasm drops significantly when the subject is 'race'. Most of us don't like to think very hard about where minorities sit and what power they wield(or don't)within our organizations much less discuss it. To create a culture of psychological safety and pave the way for open communication will require a top down directive and modeling through informal and formal discussions in which people are asked to share ideas,ask questions,and address issues without fear of reprisal. ●Third,Revamp D&I Programs Any corporate diversity and inclusion program is better than none,but most that exist today are not designed to sustain a focus on racial equity.Many are soiled with HR departments,lack C-suite support,or are given to people of color to manage in addition to their day jobs. Some are more show than go,resting on philosophical statements about inclusion rather than outlining concrete steps for advancing non-whites.Others limit their efforts to antibias and cultural competence training preempting problems but,again,not propelling anyone forward.Most take a broad brush approach to diversity,attempting to serve all minorities plus white women,LGBTQ employees,and those who are neurodiverse or disabled and offering uniform training and leadership development that ignore historical patterns of exclusion,marginality,and disadvantage for each group. #diversity #equity #inclusion #racialjustice

This is a good read. We can’t stand by silent as people try to quash equity, diversity, and inclusion conversations as “woke”. What we permit, we promote. #diversityequityinclusion #diversitymatters https://lnkd.in/di7beH9m

This article brilliantly demonstrates the harmful impact of allyship shifting to aLIEship. Engage in more courageous conversations to promote change. #protectBLACKwomen #psychologicallySAFEworkspaces

As I’m sure many of you have heard by now, SHRM has decided to remove "equity" from its DEI framework. For many reasons, this shift feels like a step backward in our ongoing work towards true inclusivity. So why does this matter? As a queer, multiracial Black woman, I've experienced firsthand the transformative power of equity-first initiatives. Equity isn’t just a buzzword; it’s a critical pillar in dismantling systemic barriers and creating environments where everyone has a real shot at success. Inclusion and diversity are vital, but without equity, they can become performative. An equity-first framework ensures that we are not just bringing diverse voices to the table, but that we are also addressing the structural and systemic inequalities that might silence those voices once they are there. Let’s not forget that diversity asks, "Who is in the room?" Inclusion asks, "Have everyone's ideas been heard?" Equity asks, "Who is trying to get in the room but can't? Whose presence in the room is under constant threat of erasure and harm?" We must champion an equity-first approach, ensuring that our initiatives go beyond surface-level changes and tackle the root causes of inequality. We should be way past pretending diversity is enough, and should not allow organizations to get away with performative actions that harm the work so many Black, Brown, Queer, and Disabled people have been doing for YEARS. If you aren’t able to commit to moving equity and change forward and taking down systemic barriers, move out of the way for the rest of us. #EquityMatters #DEI #Diversity #Inclusion #EquityFirst #DEIConsulting #SHRM #DEIWork

What role to do White Men play in the DEI agenda? Really enjoyed this perpsective in "White Men’s Role In Advancing Equity And Inclusion" from Aparna R. in Forbes. My 🔑 5 Key Takeaways 🔑 were: 1️⃣ Acknowledge Importance: Recognize the pivotal role White men play in promoting equity and inclusion. 2️⃣ Amplify Allyship: Use privilege to advocate, amplify marginalized voices, and champion inclusivity. 3️⃣ Cultivate Empathy: Foster connections and understanding through empathy for diverse perspectives. 4️⃣ Unlearn Bias Continuously: Challenge unconscious biases through ongoing education and reflection. 5️⃣ Take Tangible Action: Translate intentions into impactful initiatives, promoting diversity in policies and practices. Worth a read... https://lnkd.in/eVM9zaAb We all have a part to play in driving change together towards a more inclusive future... 💬🌟 #EquityAndInclusion #Allyship #InclusiveLeadership #DEI #inclusion #confidence

Have you ever wondered why Psychological Safety at work is crucial, especially for Black women? Or how leaders are amplifying the voices of women, nonbinary folks, and junior staff of color? We've had the honor of sharing powerful stories: 🔹 From a VP client's efforts to lift underrepresented voices 🔹 To a woman advocating for Transgender awareness through her lived experiences 🔹 Insights into DEI as a life-and-death matter, beyond just programs 🔹 Success in pushing for a gender pay equity analysis in an organization These inspiring stories highlight the importance of the AMPLIFY framework, revealing what makes organizations receptive to change. Catch the replay of this enlightening session: https://buff.ly/4dg5T5V and dive deeper into how these transformations were achieved.  This is your gateway to confidently and strategically leading DEI and Culture Change. Discover how to participate in the DEI Dinner Party and The Equity Leadership Table using this link: https://buff.ly/3W7cYQo. Enrollment is open. #leadershipdevelopment #communicationskillstraining #learninganddevelopment #professionaldevelopment #publicspeaking #femalefounder #humanresource #corporatetrainer

This little oddball is one of the main reasons I share the posts I do week after week, why I mentor women and folks from various diverse groups. She’s my 5 year old little girl, the quirkiest, sweetest, kindest, funny human I’ve ever met. This is one of the (many) videos I find on my phone that she likes to ‘surprise’ me with I want to help drive real positive change. Not just talk about it, we’ve talked enough. Today on LinkedIn i’ve seen several companies waxing lyrical about how important being more inclusive is, whilst concurrently having zero (or almost no) female senior leadership representation - companies who I know for a fact pay their female staff less than their male counterparts Just stop it. It’s snake oil. It’s 2024 Refusing to stay silent on this, has got me in trouble so many times. I’ve been seen as ‘ranty’, because I ‘should’ have just accepted that being paid less or being treated ‘less than’ was just ‘my lot’ and the ‘lot’ of other folks that are discriminated against daily. I don’t see myself as a feminist. I’m a human and a Mummy, who believes no-one should be treated ‘less than’ or ‘more than’ another human, regardless of the ‘reason’ Until we have a far more equitable workplace for all I will keep ‘ranting’ and keep calling out the BS. …  coming up behind me and all the other folks truly putting action in to create the change so desperately needed, there are millions of quirky little humans, dressed in dancing rabbit outfits, far more fierce, with boundless energy that won’t take this status quo and snake oil anymore … and I cannot wait for it!! #InternationalWomensDay #DE&I #Diversity #Inclusion #InclusionMatters #InclusionAction