Harvard Business Review’s Post

Lily Zheng wrote an article in the Harvard Business Review (April, 2024) about what is and isn't working in DEI efforts (in light of increased scrutiny). Zheng shares some important takeaways for organizations to think about as they re-evaluate their efforts in this area: 1. DEI efforts need clearer and more direct communication, avoiding jargon and meaningless buzzwords. 2. DEI goals, programs, and initiatives must be integrated into core organizational operations and decision-making processes, not treated as separate or recreational activities. 3. DEI measurement and accountability need to be dramatically improved, focusing on clearly defined target outcomes and data-driven assessment of whether initiatives are actually working (As my marketing professors stressed, your campaigns should ALWAYS be measurable!). 4. DEI efforts should adapt to reflect broader societal expectations and workforce needs, like the shift toward remote/hybrid work and increased emphasis on wellbeing. 5. The goal of DEI should be building healthy organizations for everyone, not pitting groups against each other in a zero-sum game. 6. DEI practitioners and leaders must firmly reject the belief that advancing some groups comes at the expense of others. 7. Despite increasing commitment, most employees still feel their DEI needs are unmet, indicating a need for more effective strategies. 8. Openly recognizing enduring DEI issues, rather than ignoring them, is necessary for driving progress. 9. The fundamental belief that organizations and society can continuously improve on DEI must be maintained (this runs counter to a popular misconception and misnomer of "best practices"). 10. Actions, not just words, are required to make meaningful progress toward better, more equitable workplaces. https://lnkd.in/g7Ce5XBP #DEI #changemanagement #inclusion #diversity

"Delighted to share insights from my recent presentation on X & Y theory! It was a pleasure diving into these foundational principles and exploring their applications in today's dynamic workplaces. Looking forward to further discussions and feedback. Special thanks to Dr Sendhilkumar Manoharan Ph.D. for his valuable input and guidance! #XandYTheory #LeadershipDevelopment"

🤖 Why is DEI still not a priority for most companies? Will 2024 be the year when most leaders and companies will have to implement DEI if they want to have a promising and stable company culture? Especially when we know that organizations with above-average diversity are 2.4x more likely to outperform their peers financially, according to the research by DDI | Development Dimensions International? 💥 In this episode of "Future of Work Talks", we discussed all this with Rhonda Moret (a DEI strategist & consultant, and founder of Elevated Diversity), Chikere Igbokwe (She/Her) (an experienced executive recruiter & DEI expert ), and Alexis Zahner (a leadership & culture expert, and Co-Director of Human Leaders). Our guests delved into various questions about DEI, exploring: ✔ Why DEI programs seem to fail, ✔ Why leaders need to stop being afraid of DEI, and ✔ How workplaces can be better if companies invest effort into building trust and feelings of belonging for each employee. Take a look 👉 https://lnkd.in/dwm5FfwH #cakedotcom #futureofwork #dei #panel

Just came across a fascinating article about Unconscious Bias and how we as recruiters can change the odds by presenting a more diverse pool of candidates to our hiring managers. It may be an older article, but DEI continues to be an important area of focus as we aid our companies in growing. https://lnkd.in/eCZA9i_z

🔍 Lily Zheng's recent article for Harvard Business Review provides valuable guidance on navigating current anti-DEI backlash and misinformation, emphasizing the need for meaningful measurement strategies to drive tangible progress.   An organization’s #DEI goals should be objectively measured, time-bound, trackable, and transparent, with robust accountability mechanisms. And this is where EDGE Certification can help, by providing: ✅ An objective and comprehensive framework for organizations to assess their current status and identify improvement areas. ✅ Two-year cycles ensuring goals remain time-bound. ✅ Transparency and #accountability through independent third-party verification. ✅ A rigorous data-led approach for a holistic DEI strategy.   By leveraging EDGE Certification, organizations can effectively navigate DEI complexities and foster inclusive and #equitable workplaces.

Jony Ive’s insights on Steve Jobs stress the significance of focus, encouraging leaders to let go of projects and ideas they’re attached to, for the broader benefit of their team, organization, and overall productivity. This acts as a crucial reminder for leaders to truly align their actions with their commitments to prioritization, assessing what genuinely warrants both their and their team’s attention and resources, aiming to foster an environment that supports innovation, collective well-being, and enhanced productivity.

This is the third post in our series on influence.

Clannish behavior at work is more common than we think. But why do conventional management practices still prevail? It's time to break the mold and learn from unconventional sources. Check out this article https://lnkd.in/dAdpBTHr to learn how a 4,000-person parade extravaganza can teach us about engagement and productivity in the workplace. Want to dive deeper? Stay tuned for my upcoming newsletter where I explore how samba schools excel in these areas. Follow me on https://lnkd.in/dDhHq2J4 for more insights! #workplaceculture #productivity #engagement

https://lnkd.in/gqxNs7rg This is true! I am in HR and working with people. Our loyalty is the loss for our employees to see empathy in their leadership actually knowing what is going on with their employees. Your job(company) you have now (hourly to C-level) is not loyal to you at all. It is about the bottom line. How do you as a company have an Empathy Officer added to your company who is the person who’s soul goal is advocating for connections with leadership and employees and be on equal ground. CEO and owners need to become involved in their employees to stay loyal. Employees need to become involved in having meetings with CEOs and management to stay loyal. A CEO can always learn from the employees and an employee can always learn from a CEO. Can the company be transparent, teach commitment and train employees to understand in being a leader and sitting at the leaders desk and decision making.

It's my favorite time of year..... It's time to select your favorite session that you want to see on stage at SXSW next year! I am super excited to share that me and Farzana Nayani are planning to present "Using Strategy To Sustain DEI Work in Unprecedented Times". We need your help to get there! Click on the link below to vote on our session in three easy steps, create an account, vote ⬆ for our session and leave a comment on our page showing some love. Thanks in advance!! #sxsw #session #panelpicker #dei #consulting #strategy #workplaceculture -------------- 👋🏿My name is Alyscia and I am deeply passionate about all things workplace culture, org strategy, organizational development and inclusion at work. 💼 I am the CEO at ADR Consulting Group LLC where we leverage people analytics, capacity building trainings, executive coaching and strategic planning alignment services to help our clients develop bespoke solutions aimed at promoting inclusion at work. 💡I post about #workplaceculture #authenticity #DEI #leadershipdevelopment #smallbusinesses #strategicplanning ❓Want to know more? Head over to our website www.adrconsultinggroup.com to book a complimentary call and learn how we can help your team develop real strategy around your equity and inclusion initiatives.