Grads of Life’s Post

Diversity is strength. New from Fortune: 'Demand for DEI programs among workers is up 9% since 2022, to 60% of people overall, the same percentage it was in 2020, according to Edelman’s 2024 Trust Barometer report on business and racial justice released in July. Support for such programs rose in 2020 after a racial reckoning sparked by the murder of George Floyd, but dipped a few years later. And the number of workers who view DEI initiatives as “more positive” has doubled to 38% over the past three to five years. The uptick in favorability is also widespread—increases are seen across race, gender, and socioeconomic lines.' #DEI #diversity #equity #inclusion #employeeexperience #research #study #HR #leadership

For companies that value growth, longevity, innovation, and revenue, DEI will continue to part of the strategic plan. According to Census data, by 2029, older adults will outnumber children, with 71 million U.S. residents aged 65 and older and 69 million residents under age 18. This is why DEI practitioners focus on age inclusion and removing bias. There's a lot of value in a multigenerational workforce. We have to ensure accessibility and flexibility as we think about the future of work. "By 2050, the share of the U.S. population that is white and not Hispanic will be under 50% for the first time. The increasing diversity of the nation will be most noticeable in children. By the 2060s, non-Hispanic white children will be a third of the population under age 18, compared to under half currently." This is why there has always been a foundation of understanding bias, how to lead inclusively, and psychology safety in DEI work. As businesses build for the future, they can't ignore the changing demographics and must evolve. What worked in the 1900s will not work in 2100s! I'm dedicated to leaving whereever I've been better than how I found it. This is why it's vital to meet the work head on with intention, strategically, and with integrity. "Around 72% of C-suite and HR leaders plan to further build and enhance their existing DEI programs within the next two years, according to a new report from executive search firm Bridge Partners, which polled more than 400 business executives at companies with at least $25 million in revenue or more than 250 employees. By comparison, only 4% of business leaders plan to cut back or eliminate their programs."

Of course there is demand for DEI from employees. That’s who it impacts! Leaders look at the bottom line. Employees want DEI to positively influence their lives which DOES increase the bottom line.

“DEI—short for diversity, equity, and inclusion—is actually pretty popular among workers, and approval rates are on the rise.” “Demand for DEI programs among workers is up 9% since 2022, to 60% of people overall, the same percentage it was in 2020, according to Edelman’s 2024 Trust Barometer report on business and racial justice released in July. Support for such programs rose in 2020 after a racial reckoning sparked by the murder of George Floyd, but dipped a few years later. And the number of workers who view DEI initiatives as “more positive” has doubled to 38% over the past three to five years. The uptick in favorability is also widespread—increases are seen across race, gender, and socioeconomic lines. So how can we make sense of this contrast between a backlash against DEI in theory, and an embrace of it in practice?” #dei #diversity #inclusion #equity #backlash #popularity #research #demand #programs #trustbarometer https://lnkd.in/gt9H7fmM

It's time to set the record straight on DEI. Because the benefits of it are a FACT. Here are some statistics 👇 Companies with highly diverse teams noticed a significant increase in cash flow — to the tune of 2.5 times per employee. In 2020, companies with more than 30% women executives were more likely to outperform compared to companies with 10 to 30%. Companies in the top quartile of racial and ethnic diversity outperformed by 36% in profitability compared to fourth-quartile companies. Companies with 30% or more board seats occupied by non-white directors delivered higher year-over-year revenue in comparison to companies with less than 20% of the board occupied by non-white directors Through 2022, 75% of organizations having diverse and inclusive decision-making teams were projected to exceed their financial targets by Gartner. Employees who feel included within their organizations are about 3x more likely than other peers to feel excited by and committed to organization missions, according to McKinsey. If the global workforce became equally gender-diverse by 2030, global GDP could increase by $13 trillion, according to McKinsey. According to a 2020 Glassdoor survey, 76% of job seekers and employees polled said a diverse workforce was an important factor for them when evaluating job opportunities and companies. 50% of U.S. employees are looking for their company to invest more in promoting workplace diversity and inclusion. https://ow.ly/8xbv50R02JO So, what are you waiting for? It's time to invest in DEI. (PS we'll be discussing how to create diverse and inclusive workplaces with actionable steps at our virtual Racial Justice at Work Summit, April 23-25: https://ow.ly/Ta7y50R02JQ) #RacialJusticeAtWork #DiversityAndInclusion #DiversityEquityInclusion #Equity #Inclusion #Diversity

Gen Z and Millennials now account for just under half the full-time workforce in the US, and they're forcing companies to adapt in ways they have not had to before. Maxime Lakat , co-head of Canadian non-profit Re-generation, says that Gen Z’s views about work and life have been shaped by the failures of people in power — from the fallout of the global financial crisis and effects of climate change to chaos in politics and minute-by-minute updates to their devices about tragic global wars. They are keen to work somewhere they can make an impact. Gen Z’s support for social and political causes is already boosting activism within workplaces, putting pressure on management teams to be vocal on issues that they may have previously stayed silent on. "Communicating effectively with a generation that has less respect for corporate hierarchies and less tolerance of perceived wrongs is another challenge for employers. Phenomenons such as “Quit-Tok”, where younger workers have been secretly filming video calls in which they are fired or leave their jobs, are an example of new reputational risks. Other grievances often end up on social media or with journalists. Many corporate advisers say for younger people it is about holding companies accountable and taking action in a considered manner." Workplaces will need to think deeply and thoughtfully about how to respond to these changes, particularly when Gen Z and Millennials reach the executive levels within organisations and start exercising greater power and influence over what a business does. #GenZ #Millennials #OrganizationalCulture #Impact #Ethics

As business leaders revisit DEI strategies and programs for 2024, remember that job candidates - particularly for millennials and Gen Z - are paying attention and becoming more discerning of programs that are meaningful versus the ones that are performative. A recent article in Forbes outlines 10 important considerations for organizations that remain committed to DEI initiatives. Which item on the list speaks to you?

While DEI has come under criticism in the United States by certain activists, a report by Edelman indicates that DEI has become more popular than ever among U.S. workers.  Approximately 60% of those surveyed want DEI programs in their workplace and demand for such initiatives is up 9% since 2022. Workers at companies with DEI programs felt a better sense of belonging regardless of their political affiliation. According to the report, over the past several years twice as many people said their opinion of DEI has improved (38%) versus those who said it declined (17%). And, 76% of respondents say that diverse workforces better connect with customers and communities, while 60% state that a well-supported diversity program is critical to employee retention. https://lnkd.in/gETp5qrP

A CEO’s Post Praising Older Workers Goes Viral: Tom Hunt wasn’t a fan of job applicants over 55 — until he hired one Diversity, Equality, and Inclusion (DEI). This is a wonderful positive article in pattern breaking and prompt for awareness of 55+ segments in companies today to initiate change and metrics of DEI. Age diversity matters, and I can't help but wonder what the average age of redundancy offers in the workforce are today across the globe 🌏 Career aspirations are not only for the young and leaders who surround themselves with diversity of thought co-create inspired work environments. Awareness of generational favouritism and the importance of intergenerational workforce equity will be a new trend as the silver workforce is expanding in numbers. Gartner has predicted that the silver workforce is one of the seven major disruptions heading our way. Those companies who harness age diversity may have a tactical advantage where modern leadership embraces coaching cultures. New metrics are needed to reflect changes in the workforce and shifts to minimise transactional environments to cultures of shared value and purpose. It will not be uncommon to see career profile changes, pivots and transfer of skills to other industries. Prompting mindset shifts, inclusive teams are over 35% more productive. Diverse teams make better decisions 87% of the time. Making better decisions first requires a commitment to diversity. That requires building teams that are age, gender, ethnically, and geographically diverse. According to the Cloverpop study The longevity economy will bring shifts to many industries, and the need for long-term strategy for DEI at CEO and boardroom levels to action change in metrics. Being ahead of the curve with innovation is exciting for leaders to craft change in the crossing of a demographic chasm of experience and building bridges for new pathways. #growth #DEI #longevityeconomy

Are you underestimating Generation Z? That could be a mistake. With the oldest members of Gen Z turning 24 this year, it's time to give them the respect they deserve. As Millennials' successors, Gen Z is often seen as a group of smartphone-addicted kids with no ambition. But a recent study suggests that the 72 million members of Gen Z are harder-working and more ambitious than we thought. In fact, they are likely to be the most well-educated generation yet and are more racially and ethnically diverse than any generation before them. With Gen Z predicted to make up 27% of the workforce in 2025 and 58% by 2030, it's time to recognize their potential. Let's give them the tools and support they need to succeed in the workplace. #GenerationZ #WorkforceDiversity #FutureOfWork According to the survey (monster) , 76% of Gen Z respondents described themselves as responsible for driving their own career. 58% said they’d be willing to work nights and weekends for higher pay.  Compared with previous generations, only 45% of Millennials said they’d put in more hours for more money, while for Gen X and baby boomers the percentage dropped to 40% or lower. Nearly half said they want to have their own business. That’s 10 percentage points higher than all other working generations surveyed. However, Gen Z tend to talk openly about their #mentalhealth at work. They don’t care how much that scares you, and they expect you to help ! Below is a recent article based on research from The Cigna Group on why "Gen Z are the loneliest, least resilient demographic alive today."