McCann Worldgroup’s Post

Smart companies understand the importance of diversity, equity, and inclusion (DEI). According to recent data, companies that prioritize DEI have a competitive advantage. This advantage will only continue to grow in the future. It's not just about having diverse talent, it's about creating an equitable and inclusive culture. Companies that recognize this fact are the ones that will succeed in the long run. #DEI #diversityandinclusion #equity #inclusion

The day that #Diversity, #Equity, and #Inclusion truly "dies" is the day when every leader gives up on the idea of healthy, functioning organizations—that is to say, never. Organizations free from discrimination and harassment. Hiring, promotion, and termination decisions that are based on performance and behavior, not who you are or who you know. People skilled in collaborating and communicating with each other across their differences. High-quality products and services that benefit as many people as they can. I don't know of a single way to get to these outcomes—diversity, equity, and inclusion—without expressly mitigating our tendencies for homogeneity, inequity, and exclusion, habits of people and organizations alike that compromise our success, and replacing them with healthier and better practices. Don't mistake this for an uncritical defense of the DEI industry. The billions poured into it over the last decade have amounted to little more than corporate PR, flash-in-the-pan donations and event programming, and little lasting change, and organizational leaders and practitioners alike desperately need more accountability, rigor, and focus if we want the next decade to go any differently. But as I shared with the The New York Times recently, the recent wave of DEI backlash has virtually nothing in common with these actual challenges, and in fact is largely directed at a straw man caricature of DEI that doesn't actually exist. Whipping up fear of a made-up Deep State spy network of DEI cultists fixated on discriminating against men and White people, hiring unqualified talent, and breaking laws left and right might (unfortunately) work as a political cudgel, but it's dramatically disconnected from reality. Last month I helped clients extend a hiring window by two weeks to reach more candidates, standardize their promotion process, and use demographic data in alignment with their country's legal requirements. Far from controversial. Even corporate leaders themselves understand that the sky isn't falling. In a recent survey, a whopping 93% of them remarked that their DEI efforts had increased or stayed the same in 2023, even through the backlash, and that working toward these outcomes was still a high priority. For those of us doing the work, the takeaways are clear: the concerted attack on DEI is one that we need to take seriously, and manage with better and braver communication in the face of backlash. AND—we have bigger fish to fry. We can't let ourselves be distracted from holding leaders and each other accountable for creating the organizations we all deserve.

As is so often the case, I agree with every word of Zheng's perspective here. DEI work is so much more "boring" than most people imagine (and I use the word "imagine" intentionally). AND it also requires more bravery, clarity, and rigor than ever to help us all meet organizational imperatives. This post is well worth a read!

✨ Highlights from our "How DEI Drives the Bottom Line" discussion: It's empowering to acknowledge that in the journey of promoting diversity, equity, and inclusion, failure is not the enemy—it's a crucial part of growth. 💡 (Thanks Consciously Unbiased, and Sara Munjack for organizing) Many of us hesitate to take bold steps forward due to the fear of failure. We're so fixated on getting everything right that progress often slows to a snail's pace, or worse, stalls completely. 🐌 But let's look at some of the biggest success stories of our time—Amazon, Google, YouTube. Each of these giants faced numerous setbacks and failures on their path to success. Yet, they persisted, learned from their mistakes, and continuously improved. 🚀 Failure isn't a sign of weakness; it's a sign of bravery and resilience. By embracing failure as a natural part of the journey, we pave the way for progress—for everyone. So, how about we kickstart "Fail Forward Friday"? Let's celebrate our failures as valuable learning experiences and fuel for growth. Together, we can build a future where diversity, equity, and inclusion thrive. 🌟 #FailForwardFriday #DEI #Progress

Very proud to be quoted twice in this insightful BBC article by Tatiana Walk-Morris on the importance of Diversity, Equity, and Inclusion (DEI) initiatives. Despite facing resistance and criticism, DEI practices remain essential for addressing systemic inequalities and promoting fairness in workplaces and society. The article emphasizes the ongoing relevance and necessity of these efforts, despite the challenges they encounter. My noted contributions were two-fold. As the population of the US continues to rapidly diversify, the demographics of American workplaces will change as well. Companies that actively engage a diverse pool of talent now will be the most nimble in the future. However, it is concerning to note that businesses have offered their reasons for cutting back on DEI. Many firms are worried about finding themselves as the targets of anti-DEI litigation, which is becoming increasingly common as the voices of detractors are amplified in the larger cultural conversation. Because of the threat of public scrutiny, "people are nervous". Let's continue to advocate for practices that create a more inclusive workplace that benefits everyone and excludes no one. #Inclusion #Diversity #WorkplaceEquality #Fairness #BBC #Quoted Washington University in St. Louis Washington University in St. Louis - Olin Business School https://lnkd.in/gxqF9xS3

Clickbait headlines suggest the imminent death of DEI initiatives. In reality, nothing could be further from the truth. Please take a few moments to read this excellent post by Lily Zheng. The gist: 🔆"I don't know of a single way to get to these outcomes—diversity, equity, and inclusion—without expressly mitigating our tendencies for homogeneity, inequity, and exclusion, habits of people and organizations alike that compromise our success and replacing them with healthier and better practices."🔆 Expressly and intentionally mitigating is the key to creating a level playing field where everyone has access to the same opportunities to contribute, grow and thrive. It takes a lot more than the stars 🌠🌠🌠being in alignment. #dei #deistrategy #deib #diversityandinclusion #deibestpractices

Corporate DEI may be under attack, but S&P 500 companies with diverse boards perform better: New research from E.l.f. Beauty and North Carolina A&T State University draws on five years’ worth of data to reveal the benefits of diversity in the boardroom. Diversity, equity, and inclusion (DEI) efforts are under attack in the private and public sectors, but research has found that companies with diverse boards perform better than those with nondiverse boards. http://dlvr.it/TF5mW2

Fund managers in #Web32025 #Web4 will look like conference organizers, social workers, and business coaches. Because the people at the bottom of the crypto totem pole function like PT, junior fund managers, now. Or traders split 75/25 day trading/brand growth efforts. Unless they know what they are doing. In that case, they will take over their own little world.

The Vital Importance of Diversity, Equity and Inclusion Diversity, equity and inclusion (DEI) initiatives are not some nefarious "left-wing" plot, as critics like Chris Rufo would have us believe. Rather, they represent a vital effort to build more just, equitable and high-performing organizations and communities. The evidence in support of DEI is overwhelming and irrefutable.Numerous studies have shown that diverse teams and inclusive workplaces foster greater innovation, creativity and problem-solving. Employees in inclusive environments report higher job satisfaction, engagement and feelings of belonging. And organizations that prioritize DEI consistently outperform their peers on key metrics like profitability and market share.Confronting Misinformation and Scapegoating Yet Rufo and others peddle a dangerous narrative that paints DEI as a form of "racialism" and "discrimination." This is nothing more than inflammatory misinformation designed to score political points and sow division. It is a cynical attempt to scapegoat efforts to create a more just and equitable society.We cannot allow such blatant falsehoods and propaganda to go unchallenged. DEI is not about discriminating against anyone, but about ensuring everyone has a fair shot at success regardless of their background. It's about tearing down the systemic barriers that have long excluded marginalized groups from full participation.A Call to Action The stakes are too high to remain silent in the face of such misinformation. We must forcefully rebut these attacks on DEI and champion the immense benefits of building diverse, equitable and inclusive institutions. The future of our organizations, our communities and our country depend on it.It's time to stand up and be counted. The "red line" that Rufo refers to is not the bottom, but the heights of justice, progress and human potential that we can reach by fully embracing the transformative power of DEI. This is a moral imperative we cannot afford to ignore. Effenus Henderson

What’s the single best way to improve the perception and outcomes of Diversity Equity and Inclusion (DEI)? The best way to improve DEI is to invest equitably in diverse-led enterprises or projects. Products and services created by people from black and brown communities, or by women, are more likely to attract more diverse consumers / audiences, drive more diverse teams and create more successful, inclusive cultures. Shonda Rhimes, creator of TV programmes Like ‘Grey's Anatomy’ is an example. No one watches Grey’s, now in its twentieth season, and thinks this is a Black female created show. They judge the now 425 episodes on merit. ‘Bums on seats’ tell you all you need to know; it silences the anti-DEI noise. No-one accuses Rhimes or her production team, or the crew or the cast of being ‘diversity hires’.  And even if they did, so what? She has the autonomy to do it and her success or failure rides on it. In a white led corporate context this would be seen as too risky.. DEI in corporations and institutions is mostly HR and legal functions. Here, despite the best efforts of DEI leads, the role is often reduced to overseeing HR compliance and managing reputational risk. The people responsible for setting risk parameters are white and mostly male; so it is that racial, gender and class inequities get ‘locked in’. If we move DEI to some type of ‘business development’ or R&D function on the other hand, it introduces a creative rather than legal midset. It is this creativity (with autonomy) that will design and develop the products and services that will more quickly drive equitable outcomes in the workplace and has the potential to bring us together in a shared culture. If they (the corporations and institutions) invest their money equitably then we (Black, female and other under invested communities) can succeed or fail on our own merits. In the process we quiet the political noise on DEI. A win win! #CreateEquity #DEI #businessdevelopment #diversity #inclusion #diverseled #leadership #racialequity