Luli Adeyemo’s Post

Support for diversity, equity, and inclusion efforts appears to be shrinking, although most people want the same thing: competitive organizations where everyone who shows up to work has a fair shot at success. So what's going wrong? Many organizations get stuck at the diversity stage, recruiting difference without managing it effectively. This generates frustration and cynicism about their efforts, and they are now at risk of stopping in the middle of a complex change journey, declaring failure prematurely. Inclusion is key to step into. It creates the conditions in which everyone can thrive and where our differences as varied, multidimensional people are not only tolerated but also valued. Let's work towards creating inclusive environments where everyone can grow and succeed together. #dei #inclusion #diversity #equity #changejourney #leadership #technology #strategy #people #growth #changemanagement #organizationaldevelopment #recruiting #culture

Important piece that INCLUSION "helps everyone thrive." Thanks to Dr. Elkins and Frei and Anne Moriss and great Opinion points in the NY Times today. The ROI an impact are cited with examples and rigorous efforts for the workforce to meet the marketplace. D.E.I. works from these vantage points so clearly and the best companies, engaged workforces, and ROI on stock price all together. https://lnkd.in/eHqj5uJw

Organisations that get inclusion right at scale seem to be smarter, more innovative and more stable. Inclusion work is a way to create the conditions where people you don’t already know can succeed. The impact of inclusion is a workplace where everyone can thrive, and where our differences as varied, multidimensional people are not only tolerated but also valued. https://lnkd.in/dMR4ckgY

Critics of D.E.I. Forget That It Works "When Mr. Larson and his research team compared the decision quality of individuals versus teams, they found that all-male teams outperformed individuals nearly 60 percent of the time, but gender diverse teams outperformed individuals almost 75 percent of the time. Teams that were gender and geographically diverse, and had at least one age gap of 20 years or more, made better decisions than individuals 87 percent of the time." Discover how embracing diversity and inclusion isn't just about optics; it's about creating a fair playing field where everyone can thrive. From the power of psychological safety to the benefits of collaboration with diverse teams, this piece uncovers why D.E.I. is essential for our collective future. Read the full article for a deeper understanding of how inclusive organizations are not only smarter and more innovative but also pave the way for a more competitive future. #DEI #diversityandinclusion #deib #inclusiveleadership https://lnkd.in/dMkXSQji

Public support for DEI initiatives may be dwindling, but effective inclusion, where diverse perspectives are not just tolerated but valued, is crucial for organizations to thrive! Neglecting DEI objectives could hinder collective performance and innovation, as demonstrated by research highlighting the advantages of diverse teams in decision-making and problem-solving. We all ultimately want the same thing: To be respected and valued. #DEI #Diversity

What does this work look like inside organizations? Sometimes it means more actively recruiting in unfamiliar places. Sometimes it means becoming more systematic about development opportunities. It can mean improving the ways you assess people for promotion, which can be riddled with bias and pitfalls, relying instead on more objective and self-evident advancement criteria. Indeed, what we hear most often from underrepresented leaders — X’s in organizations filled with Y’s — is the desire for a fair chance to compete, in workplaces where the rules of the game are clear and applied equally to all. We know that historical change is like sleep. It happens gradually, sometimes fitfully, then all at once. We are in the fitful stage of our evolution toward truly inclusive organizations. But let us not get confused: Inclusion is an end goal that channels universal hopes for meritocracy, reflects America at its best and creates the foundation for an even more competitive future. Critics of D.E.I. Forget That It Works https://lnkd.in/gXn9qm45

If you are not fostering diversity, you are failing in your fiduciary responsibilities! DEI because diverse teams simply outperform and you have a fiduciary responsibility to your shareholders, employees, customers and stakeholders: "All-male teams outperformed individuals nearly 60 percent of the time, but gender diverse teams outperformed individuals almost 75 percent of the time. Teams that were gender and geographically diverse, and had at least one age gap of 20 years or more, made better decisions than individuals 87 percent of the time. If you’ve ever called a grandparent for advice or tested an idea with a skeptical teenager, you get what this research was trying to quantify. We often learn the most from people who think most differently from us." A famous prior Harvard study also confirmed similar results to those shared by the authors, professors at Harvard Business School! It's time to flip the script on DEI and focus on: 1) Business/Fiduciary responsibility because diverse teams outperform, 2) Talent is equally distributed, opportunity is not, and 3) People who look like me defined biz culture that has legacy bias / disadvantages others we have a responsibiity to include especially coupled with the psychological bias we all have towards people who are like us, contrary to 1.  Does anyone really believe if historically the business world was run by all women that we wouldn't have more flexible childcare policies and after hour activities would happen less often at sports bars? Likewise for other groups and their needs. We have a financial responsibility even if you don't believe as I do we also have a moral and ethical reason to bring everyone along and be inclusive. Your shareholders, employees, customers and stakeholders all stand to profit from it! Thank you Erik Larson for your evidence and data based study and the authors, Caroline Elkins and Frances Frei of Harvard Business School and Anne Morriss. DEI Advisors hertelier Women In Travel CIC

#diversity is a #performance driver I learn a great deal from Frances Frei and Anne Morriss In their oped today in the NYT they remind us why #DEIB and #DEI initiatives should continue because diversity of perspectives makes for better decisions. As @RogerLMartin declared recently "Modern offices are just decision factories". The single most significant thing we do in work is make decisions. #decisions are the product of work. So how do we make better decisions? include more people, include more diverse perspectives (and listen to them). Research from Erik Larson at Cloverpop find that, "all-male teams outperformed individuals nearly 60 percent of the time, but gender diverse teams outperformed individuals almost 75 percent of the time. Teams that were gender and geographically diverse, and had at least one age gap of 20 years or more, made better decisions than individuals 87 percent of the time." The authors note that diversity is difference of not just #race, #age, and #gender but also of experiences and perspectives from including those with differing backgrounds from #militaryveteran to #liberal if you are more conservative or #conservative if you organization is more liberal. They also remind us of the power of #psychologicalsafety to realize the potential of these divergent perspectives. The conclusion is an important reminder: (patience) "We know that historical change is like sleep. It happens gradually, sometimes fitfully, then all at once. We are in the fitful stage of our evolution toward truly inclusive organizations. But let us not get confused: Inclusion is an end goal that channels universal hopes for meritocracy, reflects America at its best and creates the foundation for an even more competitive future." https://lnkd.in/eNqgr424

We sometimes forget the value of including everyone on teams and the subtleties in which exclusion happens. The smallest behavior like not making eye contact with an individual when asking for opinions, or having a conversation, only talking to others that are the same gender, race or religious background, or lead to group think and can send signals of exclusion. When there is diversity on teams there is so much richness and innovation can flourish. Psychological safety is critical for the success of teams and individual contributors however one has to create it. It doesn’t just happen. This is an interesting piece on inclusivity and why DEI works. What are your teams doing? I’m curious! #deistrategy #innovationculture #inclusiveinnovation #dei

In the wake of a post-Affirmative Action era, there's growing scrutiny on corporate Diversity, Equity, Inclusion, and Belonging initiatives. ✔️ Check out this insightful The New York Times piece on the importance of DEI in workplaces and society. It explores how fostering diversity isn't just about numbers, but about creating environments where everyone feels valued and included. A must-read for anyone interested in understanding why building more equitable organizations remains a vital business priority. https://lnkd.in/dMkXSQji #DEI #InclusionMatters #NewYorkTimes