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My article on the importance of evolving DEI strategies and the impact of the SCOTUS ruling on positive discrimination in university admissions was just published by HR Future. In it, I explore how businesses may have to change their #recruiting strategies to protect the urgent need for diversity in hiring while still maintaining a supply of top talent, in the wake of the recent #SCOTUS ruling. I would love to hear your thoughts about the subject. Have a read and let me know in the comments! #DEI #HRFuture #DiversityandInclusion #UniversityRecruitment #InclusiveHiring

I recently attended a discussion on Diversity, Equity, and Inclusion (DEI) at Cornell University. The session was led by Cornell Professor Dave Sherwyn, and the panelists were Paul Wagner, principal in the employment law firm Stokes Wagner, and Holly Lawson, Noble House's Chief Human Resources Officer. They discussed the history, current state, and future of DEI, starting from the Civil Rights Act of 1964 and including the Civil Rights action in 1991. They explained that the legal intent was to promote the hiring of employees from the protected class category, and it has been successful. The experts emphasized that we are currently seeing positive changes in pay equity, and more corporations are pushing forward with DEI initiatives. Studies have shown that Diversity is good for business. Furthermore, a growing number of people now view diversity as a positive aspect of humanity. They also pointed out that the law usually follows cultural norms and norms are changing, so we are waiting for the laws to catch up.

Striking the Balance: Fair Accomplishments versus Unfair Assessments In any realm of endeavor, from education to employment, the concept of fairness looms large. Fair accomplishment represents the ideal outcome where individuals are recognized and rewarded based on their merits and efforts. Conversely, unfair assessments breed frustration and disillusionment, undermining motivation and hindering progress. Let's explore the dynamics of both to understand their impact on individuals and society. ::::::::::Fair Accomplishment::::::::: Recognizing Merit and Effort Fair accomplishment is about acknowledging individuals for their genuine contributions, regardless of extraneous factors such as background, connections, or biases. It fosters an environment where talent and hard work are duly rewarded, incentivizing continuous improvement and innovation. In the workplace, fair recognition promotes a culture of equality and meritocracy, motivating employees to excel and contribute positively to organizational goals. ::::::::::Unfair Assessments::::::::: Undermining Potential and Dampening Spirits Conversely, unfair assessments not only disregard merit but also perpetuate systemic inequalities and barriers to success. In the professional sphere, nepotism, favoritism, and discrimination based on factors such as favoritism, or under enemities not only stifle individual growth but also erode trust in institutions and dampen morale. ::::::::::Striving for Equity and Justice:::::::: Achieving fair accomplishment requires a multifaceted approach that addresses systemic biases, promotes diversity and inclusion, and emphasizes transparency and accountability in assessments. In the workplace, implementing fair hiring practices, fair and unbiased performance reviews, conducting regular diversity training, and fostering a culture of openness and respect can help mitigate biases and promote equal opportunities for all employees. :::::::::Conclusion:::::::::: Fair accomplishment is not merely a lofty ideal but a fundamental principle essential for fostering individual fulfillment, social cohesion, and sustainable progress. By striving to eliminate unfair assessments and promote equitable opportunities, we can unlock the full potential of every individual and create a more just and prosperous society for all. Courtesy: MD #KMVN . #Unfairassessments #Accomplishments #justice #merits #biases

Ever since the Supreme Court reversed affirmative action in college admissions last year, there's been a backlash against #dei initiatives. The DEI movement is about equality of opportunity and belonging and inclusion, no matter what your background, orientation, or heritage. This isn't about #affirmativeaction hiring numbers or percentages from the 1970s: it's about being able to do your best work every day with peace of mind. There's no zero-sum game here: everyone wins when belonging and inclusion are core to your workplace culture. https://bit.ly/3PhPdRm Homeland - San Diego Veterans Magazine HarperCollins Leadership American Management Association Leadership Essentials SHRM SHRM Executive Network Association for Talent Development (ATD) PSHRA Hospitality Human Resource Professionals Association (HHRPA) American Society for Healthcare Human Resources Administration (ASHHRA) The Honor Foundation BookClub Business Management Daily NHRA - Los Angeles (National Human Resources Association) Professionals In Human Resources Association | PIHRA New York City SHRM Chicago SHRM San Diego SHRM (Society for Human Resource Management) Employers Group San Diego Employers Association UCLA Extension UC San Diego Extended Studies #humanresources #diversity

Inclusive workplaces aren't a luxury but necessary for success and growth. 📈 ➕ Nearly 60% of the more than 300 C-suite leaders surveyed said their organizations had expanded their DEI work in the last year, while about one-third maintained it and just 1% significantly decreased their DEI activity. #diversityequityinclusion #inclusion #hr #hrtech #diversity #dei #dataanalytics

While employers and HR professionals have made great progress in the area of diversity, equity, and inclusion in recent years, there’s an area in which DEI efforts have been lacking: social class. By not addressing the inequities of class discrimination, organizations are both putting themselves at a disadvantage and denying opportunity to capable people struggling to find suitable work. What is your organization doing to raise the Class Ceiling? Share ideas below. For more information on this topic, check out the latest article from our HR News Team: #DiversityandInclusion #Opportunities #Talentdevelopment #Teamwork https://lnkd.in/dEkHqqGA

It would be interesting to see what this study would look like replicated for #HigherEd and #K12 instead of focusing on Fortune 500 firms. https://lnkd.in/gWjn_ww5 Is it ironic or predictable that employing a chief diversity officer, offering diversity training, or having a diverse board were not correlated with decreased discrimination in entry-level hiring?

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

"Let’s start with what the law is and has been for decades when it comes to private employers. It has been illegal for private employers to engage in affirmative action absent circumstances that are unlikely to exist for most private employers in the Twenty-First Century. This means that private employers are required — and have always been required — to hire and promote the best candidate.  The diversity of the candidate cannot be a “plus factor” in the hiring or promotion decision, and the “tie” cannot go to the diverse applicant or staff member." "Prior to the Supreme Court’s recent decision, the Court had endorsed the use of diversity by educational institutions as a plus factor in a holistic evaluation of applicants for admission to the institution. This plus factor was available only to educational institutions when considering applicants for admission; employers have not been allowed to use diversity as a plus factor when making employment decisions. So, as a legal matter, the Supreme Court’s decision has absolutely no impact on what private employers can and cannot do when it comes to promoting diversity, equity, and inclusion.  But the decision has had an enormous impact on the zeitgeist, giving fuel to the backlash that has long existed against DEI efforts." #DEI #AffirmativeAction #SupremeCourtDecision #DiversityEquityInclusion #InclusionMatters #DiversityInEducation #EquityInTheWorkplace #WorkplaceInclusion #DiversityOfficer #FutureOfDEI #DiversityChallenges #EquitablePractices #SocialJustice #OrganizationalChange #DiversityLeadership

It's great to see more attention on socio-economic class as an important part of diversity and inclusion efforts. Working class employees typically experience the challenges of adapting to different ways of communicating, dealing with authority, networking, taking risks, and setting work priorities. Hiring people from non-traditional educational backgrounds is a positive move, but once these individuals enter the workplace, they often lack support. Workplaces need to provide targeted support to help working-class professionals navigate their career progression and succeed.