Max Shrem’s Post

🌟 Exciting Read Alert! 📚 Check out Harvard Business Review's article by Laura Morgan Roberts: "Where Does DEI Go from Here?" Amid economic uncertainties and corporate challenges, the push for diversity, equity, and inclusion (DEI) has hit roadblocks. Laura Morgan Roberts, a leading researcher in positive psychology and DEI, offers a fresh perspective. Roberts argues that to bridge the gap between DEI advocates and critics, leaders must rally around a broader goal: creating environments where ALL workers can flourish. With high rates of disengagement and burnout, especially among marginalized groups, a new approach is imperative. Discover actionable insights on fostering inclusive workplaces where everyone thrives: https://buff.ly/3RvL2mZ Let's reshape the future of work together! 💼💬 #DEI #Inclusion #Diversity #HarvardBusinessReview #WhereDoesDEIGoFromHere

Breaking Barriers: Combating Prejudice in the Global Workplace I recently attended a conference where a senior leader remarked on the difficulties of working for a company run by Germans. This surprised me, especially since the company’s working language is English and it employs people from all over the world. This highlights the need to combat prejudice continuously. Even educated professionals can harbor biases. To foster inclusivity, we must acknowledge our biases, implement diverse hiring practices, provide cultural competency training, encourage inclusive leadership, support Employee Resource Groups, and promote open dialogue. Let’s commit to breaking down barriers and building a more inclusive workplace. It’s not just right—it’s essential for our organizations’ success and innovation. Two useful links below and keen to hear about your experiences in relation to that matter in Australia https://lnkd.in/gbRs2p7n https://lnkd.in/gjKTSCdc

Reflecting on the challenges of doing DEI-related work and how vital it remains to workplace happiness, retention, innovation, productivity, everything really, I appreciate this recent piece in the NY Times. A few excerpts that really resonated with me: “Many organizations working on D.E.I. goals are getting stuck at the diversity stage — recruiting difference without managing it effectively.” “Inclusion…creates the conditions in which everyone can thrive and where our differences as varied, multidimensional people are not only tolerated but also valued.” “A willingness to pursue the benefits of D.E.I. — the full participation and fair treatment of all team members — renders organizational wholes greater than the sum of their parts.” “Organizations that get inclusion right at scale seem to be smarter, more innovative and more stable. One explanation is that they can see their competitive landscape — threats, risks, opportunities — more clearly and have greater access to the full knowledge base of their people.” DEI colleagues: What are the biggest challenges you're encountering right now? https://lnkd.in/dgZYnCj5

As a leader, I have strived to make my teams a safe place—a place where your 100% authentic self doesn't have to hide and can thrive. One of the words I use frequently is "intentionality." What can we do—not just believe or hope for, but do—to increase inclusion and safety in our workplace? I'm sharing an article from HBR that deconstructs allyship and explains what we can do. Dr. Poornima Luthra does an amazing job of explaining how we can do it. "Allyship is about progress, not perfection. Allyship is active, not passive. It requires frequent and consistent behaviors. Allyship is not performative. It’s about lifting others up and creating platforms for them so that their voices are heard. Allyship is not about fixing others." As we consider how to be intentional about creating a safe workspace, we have to get beyond organization goals, mottos, and theory. She continues, "We don’t experience inclusion through strategies and roadmaps. We experience it through our day-to-day interactions with our colleagues — over lunch, by the coffee machine, during meetings, etc. We can’t move the pendulum without each one of us seeing ourselves as key enablers of inclusive workplaces — workplaces where everyone feels valued, respected, appreciated, and enjoys a sense of belonging. Every employee needs to see their role in this, and we need everybody to make efforts to act in a way that nurtures inclusive environments. That’s what’s missing, but we don’t have everybody on board yet. Why? Fear." The fear of saying the wrong thing or asking the wrong question is real. If you are creating a safe place, you have to create a place where people can make mistakes and learn from them. Reward them for trying; help them understand. As an example, I needed to better understand Juneteenth. I studied, read articles, and discussed it with a few good friends and coworkers who are black. I was surprised to learn that they celebrated Juneteenth as their independence day. It was a bigger celebration than July 4. Having lived in the Pacific Northwest most of my life, the topic of Juneteenth had never come up. I had no idea. Be courageous. Ask the questions, do the work, learn the history. You will be better for it and your teams will follow your example. If you don't know how to be an ally to your LGBTQ+ friends or coworkers, then learn. Get a baseline knowledge of issues they confront, and ask one of those friends how you can be an ally. Be courageous. https://lnkd.in/g2dJ4zjn

Moving to California was an exciting experience for many reasons, especially the chance to immerse myself in its diverse and innovative workplace culture. However, my time in San Francisco has exposed me to a different reality. Despite the emphasis on Diversity, Equity, and Inclusion (#DEI), I have observed and experienced several incidents of discrimination, bias, and injustice. It is disheartening to see such a significant gap between what is preached and what is practiced in many organizations. It's clear we have a long way to go towards creating a truly equitable workplace, so how can we continue to make progress in light of these challenges? As leaders, we must take a hard look at our policies and practices, and be willing to make changes that prioritize fairness and inclusivity. This is not just about ticking boxes or meeting quotas. It's about creating a culture where every employee feels valued and respected, regardless of their background or identity. It's about fostering an environment where everyone has the opportunity to thrive and reach their full potential. As someone who is passionate about #nonprofitleadership and #workforcedevelopment, I know firsthand the power of diverse and inclusive teams. Not only does it lead to better outcomes and greater innovation, but it's simply the right thing to do. Let's work together to create a better future for all employees. #businessadvice #sanfrancisco

‼️BWHR Conference 2024 Recap At Day 2 of the BWHR Conference, Marcus Ryder delivered a powerful address on “Leadership in a Time of Black Mental Health Crisis.” He spoke candidly about the unique challenges Black HR professionals face, emphasizing their often overlooked yet crucial role in fostering diversity and inclusion. Marcus highlighted the underrepresentation of Black professionals in leadership roles, especially in the UK, where only a small number hold top executive positions. This disparity, he argued, reflects a systemic issue that organizations must address to truly support equity in the workplace. Some key points from his session; - The Unique Challenges Faced by Black HR Professionals - Underrepresentation in Leadership - The Role of Mentorship in His Journey - Mental Health in Leadership - Call to Action for Organizational Change Marcus’s emphasis on prioritizing mental health, coupled with a challenge to elevate more Black professionals into leadership roles, resonated strongly with attendees, leaving them with a clear message: genuine equity requires not only awareness but deliberate, transformative action. #blackwomaninhr #bwhrconference2024 #networking #leadership #empowerment #humanresources #blackexcellence #inclusion #diversity #equality

Leaders must see color in the workplace to acknowledge and address the unique experiences and challenges faced by employees of different racial and ethnic backgrounds. This approach is critical for fostering an inclusive, equitable, and supportive work environment. Valuing racial diversity includes recognizing the reality of racial bias and trauma and promoting equity, fostering inclusion and enhancing organizational culture. This is what drives innovation and performance.

In my work at theDifference, I'm on a mission to build environments where humans thrive and creativity and collaboration flourish. This Harvard Business Review article, though from last fall, struck a chord with me as it resonates deeply with the values we draw on when we work with groups. Initially envisioned in the context of DEI, Laura Morgan Roberts' "four freedoms at work" aligns closely with our approach to creating spaces where individuals can bring their full humanity to the table. These freedoms, encompassing the freedom to be, to become, to fade, and to fail, lay the foundation for unleashing collective power. By nurturing environments where these freedoms thrive, we can bring out the best in people and unlock the full potential of teams to solve problems and drive meaningful change. #Collaboration #WorkplaceCulture

More than ever, #equity refers to fairness and justice in the treatment of all employees. It means creating an environment where everyone has equal access to opportunities, resources, and support, regardless of their background, identity, or circumstances. Prioritizing equity ensures that systemic barriers are identified and addressed, allowing all employees to thrive. I am working on a piece of content that will cover my #experience in this critical area that will cover: 1. Education and Awareness 2. Inclusive Communication 3. Fair Policies and Practices 4. Support and Resources 5. Feedback and Accountability 6. Inclusive Leadership 7. Work-Life Balance

Dr. Lee is SPEAKING UP about bias at the Vanguard Voices #SpeakUpSummit, a transformative event dedicated to fostering psychological safety in the workplace. We all know #UnconsciousBias can negatively impact workplaces. But what if there was another side to the story? Join Dr. Lee as he explores the advantages of unconscious bias and how it can actually fuel: 👉🏾 Open Communication & Transparency ️ 👉🏾 Inclusion 👉🏾 Understanding Workplace Dynamics Here's a sneak peek at what Dr. Lee will cover: 👉🏾 Why seeing ALL bias as bad hinders DEI efforts 👉🏾 Understanding bias as a natural process 👉🏾 Why past bias training is still crucial (but needs an upgrade!) Don't miss Dr. Lee's session at the Vanguard Voices Speak Up Summit! Register today! https://lnkd.in/eXaWeshg #DEI #UnconsciousBias #WorkplaceCulture #Transparency #Inclusion #VanguardVoices #SpeakUpSummit