Marcelo Grasso’s Post

Don’t miss Malia Lazu on Tuesday, Feb. 6, at the Boston Public Library to celebrate the launch of “From Intention to Impact: A Practical Guide to Diversity, Equity, and Inclusion". Following the murder of George Floyd, corporate America voiced its commitment to inclusivity, but real systematic change has yet to be seen. Challenged by the recent Supreme Court decision on affirmative action, corporate DEI practices are programs are seemingly under attack and their efficacy brought into question. Malia's book delves into what's holding organizations back and provides them with a roadmap on how to create inclusive environments that are conducive to progress. This is a must-read for companies future-proofing their values beyond PR- centric actions, visit the link in our bio to pre-order your copy today and unlock your organization’s full, inclusive potential. Malia Lazu is a BII portfolio company owner, BII investment committee member, and longtime partner in our racial justice work. Pre-order today: https://buff.ly/495Kppz #FromIntentiontoImpact #IntentiontoImpact #FutureProofing

The media coverage surrounding #DEI initiatives lately has been…disappointing. But I’d argue that (some) of the discourse around the election has shown why those initiatives are so critical. Specifically, there’s a question that I keep seeing in legitimate, non-fringe media: “Is America ready for a woman of color to be president?” Not “is she qualified?" Not “what kind of leader will she be?” Not “what’s her vision for America?” And that question is often followed-up with an argument as to why Gretchen Whitmer or Raphael Warnock wouldn’t make good running mates. Spoiler alert — it has absolutely nothing to do with their records. The fact that this is a question people are seriously debating shows why corporate DEI programs are so critical. Because it’s a lot easier to hate the idea of a person than an actual human who is living and working alongside you. But unless companies actively work to acknowledge unconscious biases and remove structural barriers, there are plenty of hiring managers who will, intentionally or not, end up hiring someone that looks just like themselves. What do you think?

We may not serve as Winston & Strawn LLP’s Chair for our Diversity and Inclusion Committee and Managing Partner of our Charlotte Office for the 🏆recognition🏆, BUT when Kobi Kennedy Brinson and I do get 🌟honored 🌟 for our service it sure is ⚡AMAZING⚡! Thank you to Corporate Counsel for honoring us with 2024 Women Influence & Power in Law (WIPL) Awards. Thank you to Cardelle Spangler, Eleni Kouimelis, and Elizabeth Ireland for 🎇celebrating🎇 in person with us. ✨Our leadership advice shared at the ceremony is ⌛timeless⌛. We have something in common with every other person – ➡️FIND THE COMMON GROUND⬅️. We see the force people are and can be – ➡️TELL THEM⬅️. ⬇️Full Statements⬇️ ✨Kobi’s advice is: Connecting with colleagues as a leader or future leader is a core competency that is underrated. We all have something in common with every other person. I’ve never been proven wrong on this. Common ground exists between parents, caregivers, vegetarians, bacon lovers, athletes, people who wish they were athletes, southerners, northerners, and “just moved here yesterday” coworkers. Maybe it’s a shared love of tax law, mezzanine financing, or voir dire. Perhaps it’s Prince, DMX, the Joffrey Ballet, the Masters, March Madness, or the Stanley Cup. There is always something. Find it and connect authentically. ✨My advice is: Never underestimate the power of suggestion. This advice is effective because (1) it encourages the exchange of ideas in any context; (2) it requires open-minded listening (and hearing) in any context; (3) it empowers people and teams to see themselves as the force they are (and can be); and (4) it provides opportunity for growth. Don’t be stingy with suggestions, particularly when it comes to recognizing people’s strengths.

The Wall Street Journal has reported that SHRM, the United States top organisation for human-resources professionals “is distancing itself from the ‘equity’ plank of diversity, equity and inclusion, or DEI.” A lobbying and advocacy group with 340,000 members, they have reasoned that “they want members to focus on diversity and inclusion in that order.” According to their statement on LinkedIn: “By emphasizing inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash,” But is it really the acronym that’s the problem? The work to challenge the status quo and redistribute power to the global majority in the face of white supremacy has taken various forms, and names, over the last decades (and centuries). By insisting its the acronym that is the problem, there’s a suggestion that existing corporate initiatives operating under this banner are sub par. Instead, why not have the courage to address the two elephants in the room? 1 - Leaders lacking courage: After a period of solidarity and white allyship during 2020 and the BLM movement, we’ve seen many white leaders in positions of power retreat out of the place of discomfort back into a space of comfort. And even worse, to a place of hostility towards historically marginalised groups pursuing fair treatment and justice. 2 - DEI is a clickbait phrase that's constantly misused: In the age of rage bait and click bait DEI as a term has been weaponised by politicians and pundits to desperately hoard attention. They tag it onto polarising topics steeped in prejudice to get a reaction from the masses and go viral. And this formula clearly works. By rebranding we are avoiding the real conversation: let’s embrace the discomfort and talk about what’s really going on. What are your thoughts? #leadership #diversityandinclusion #edi #dei

Just finished the course “Individual Accountability for Equity and Inclusion” by Nika White! Check it out: https://lnkd.in/dnzqSFsa I have worked in this area for +20 years and remember a former colleague Donna Skurzak always emphasized that DEI work is a continuing journey. #accountability #diversityequityinclusionandbelonging.

Our family is celebrating a big win today! My husband Kevin was on the ballot in our Primary Election yesterday for one of four open hospital board seats here in Sarasota - and was officially elected with over 65% of the vote! What has traditionally been a low-profile race has garnered national attention this year. And while I could go on for pages about all we have learned through this process, some of the top lessons on my mind today aren't applicable only to politics. My top 3 takeaways: 1. Fighting FOR something is not the same as fighting against something. Our lens matters. Our posture matters. The people around us can sense whether we want to build up or tear down. And don't get me wrong - there is a time for tearing down. But it's rare. Most often we benefit by building up - by lending our insight and expertise on how to make something better. Try this on the job or with your family. Shift your mindset and take note of how you are received by others. Most of the top leaders I know do this well. Good leadership builds up. 2. Community matters. Having a good team around you is a game changer. We need each other to do hard things. Kevin's name may have been on the ballot, but every single person who educated themselves and voted is part of that victory. Every one. That's not hyperbole. Elections are a fantastic reminder that all input matters. Don't downplay your role if your name isn't on the corner office door or the ballot or the starting lineup. Our contributions to critical things will often go unnoticed because it almost always takes more than one person to make something happen. Unnoticed does not equal unimportant. Embrace being part of a community or a team - and celebrate the victories because they're yours, too! 3. Authenticity wins the day. At the start of this process I was hesitant. It's a vulnerable thing to put yourself out there for public opinion. But Kevin was unwavering. I'll never forget what he said to me back in January - "I'm going to go out there and be exactly who I am. I would rather lose for being me than win for being something I'm not." And that's exactly what he did. He researched and studied and discovered that his skill set & passion was a good match for this role - and then he went for it. There's never a wrong time to be exactly who you are. In some circles and roles and relationships, you won't be welcomed or invited in. But when you are chosen for something because of who you truly are, it helps you to step out in confidence and embrace the challenges that come. You have something unique to offer. Don't lose sight of that!

The Wall Street Journal has reported that SHRM, the United States top organisation for human-resources professionals “is distancing itself from the ‘equity’ plank of diversity, equity and inclusion, or DEI.” A lobbying and advocacy group with 340,000 members, they have reasoned that “they want members to focus on diversity and inclusion in that order.” According to their statement on LinkedIn: “By emphasizing inclusion-first, we aim to address the current shortcomings of DE&I programs, which have led to societal backlash,” But is it really the acronym that’s the problem? The work to challenge the status quo and redistribute power to the global majority in the face of white supremacy has taken various forms, and names, over the last decades (and centuries). By insisting its the acronym that is the problem, there’s a suggestion that existing corporate initiatives operating under this banner are sub par. Instead, why not have the courage to address the two elephants in the room? 1 - Leaders lacking courage: After a period of solidarity and white allyship during 2020 and the BLM movement, we’ve seen many white leaders in positions of power retreat out of the place of discomfort back into a space of comfort. And even worse, to a place of hostility towards historically marginalised groups pursuing fair treatment and justice. 2 - DEI is a clickbait phrase that's constantly misused: In the age of rage bait and click bait DEI as a term has been weaponised by politicians and pundits to desperately hoard attention. They tag it onto polarising topics steeped in prejudice to get a reaction from the masses and go viral. And this formula clearly works. By rebranding we are avoiding the real conversation: let’s embrace the discomfort and talk about what’s really going on. What are your thoughts? #leadership #diversityandinclusion #edi #dei

Just finished the course “Individual Accountability for Equity and Inclusion” by Nika White! Check it out: https://lnkd.in/ew_pUR4D #accountability #diversityequityinclusionandbelonging.

A great piece by Emily Stewart for Business Insider on “woke capitalism” and ESG / DEI backlash, which I'm happy to have informed and been quoted in. For more on how companies can navigate and address ESG backlash, see my report for The Conference Board: https://lnkd.in/d7tXfKw4

#SupplierDiversity is evolving amid a challenging political environment. With recent court rulings limiting #AffirmativeAction and growing #DEI backlash, organizations need to reevaluate their programs for impact, innovation, and public scrutiny. Time to rebrand—or fully reset? 🔀 Our Supplier Diversity Leadership Council enlisted experts Kathey Porter and Dr. Fred McKinney to survey the shifting landscape—and professionals on the frontlines of the challenge. Explore their findings on renewing the business case for pursuing a diverse #supplier base in the era ahead. #tcbCouncils 💡 Read the report: https://lnkd.in/eyaWkaec 🔗 Learn more about The Conference Board Council: https://lnkd.in/eFYyVDbV