Melissa Cebula’s Post

This is a must-read for HR and DEI practitioners! According to Lily Zheng, "DEI work isn’t going anywhere, and leaders know it: 85%, according to a recent survey, view social issues as “urgent” concerns. Employees and consumers continue to expect organizations to not just make commitments to do better, but achieve measurable outcomes that can prove that their talk isn’t empty. Doing so will require that evidence-based DEI work — that requires collecting and using racial data legally and effectively, alongside other demographic data — becomes the new standard of this work. Done right, you’ll be able to simultaneously shore up your legal risks and accelerate your organization’s transition to the higher standard of transparency, accountability, and effectiveness your constituents expect from their DEI programs."

In this week's #DatapeopleReads we celebrate Juneteenth National Independence Day and continue our pursuit of hiring fairness that supports all talent, including those who remain unfairly underrepresented. 📚 Harvard Business School found that degree inflation—the rising demand for a four-year college degree for jobs that previously did not require one—is a substantive and widespread phenomenon that is making the U.S. labor market more inefficient harming both candidates and companies: https://lnkd.in/gUSZUVcT 🎓 Michael Collins, Vice President at Jobs for the Future (JFF), writes that the elimination of degree requirements, which has has been heralded as a boon for equity, won't magically eliminate racial bias. To effect true change, business and individuals must acknowledge and hedge "...against bias in the labor market, disrupting race-based disparities in earnings, and ensuring that the skills-first approach does not result in tracking—meaning that workers are limited in what roles they can advance in without a degree—all of which require courage to do so in today’s fractured climate on race." Read more on Forbes: https://lnkd.in/gVy89BY6 👨⚖️ In what is becoming a worrisome trend, lawyers are embracing the judicial system to (legally) dismantle or publicly dissuade companies from pursuing their #diversityhiring goals. Riddhi Setty and Tatyana Monnay dive in on Bloomberg Law: https://lnkd.in/gW_Z_BcD ✨ But hope remains. Companies with a focus on diversity continue to see the benefits in their #hiringefficiency, which Amit Bhatia and Sabrina L. outline in the "Choose Both: DEI and Hiring Efficiency" webinar series: https://lnkd.in/gk9XAucp

Celebrating Juneteenth by championing fair hiring! #DatapeopleReads This week's focus: ☑ Skills over degrees: Study by Harvard Business School exposes the inefficiency of degree inflation. Let's prioritize skills for a thriving job market! (https://lnkd.in/gjpjkVua) 🤺 Beyond removing requirements: Michael Collins (JFF) warns that eliminating degree requirements isn't a silver bullet. We need to actively combat bias for true equity. (https://lnkd.in/gFbPB7v7) 🔨 Challenges to diversity hiring: A worrying trend of legal roadblocks against diversity initiatives. Read more on Bloomberg Law by Riddhi Setty & Tatyana Monnay. (https://lnkd.in/gtTS_ibY) ☀ The bright side: Companies with strong DE&I practices see hiring efficiency benefits! Check out the "Choose Both: DEI and Hiring Efficiency" webinar. (https://lnkd.in/g6DCpfKp) Join the conversation! Let's build a future where talent and fairness pave the way. #diversity #hiring #Juneteenth

Interesting take on DEI targets from The Times. Not quite sure I agree with the sentiment given that inequity in business is an ongoing issue. “The FCA argues that demographic diversity will reduce company groupthink, for example, so improving governance and risk management. If that is true, it’s unclear why profit-making companies couldn’t work this out for themselves.” It’s clear though, that profit-making companies cannot work this out for themselves. The one question in my mind here is ethics? Should an anything goes culture exist as long as the company is profitable? Very thought provoking! https://lnkd.in/erEPK6uN

Battling Implicit Bias: Fixing Systems, Not Just Individuals" This thought-provoking article delves into the limitations of implicit bias training in addressing systemic discrimination. It highlights that while these trainings aim to reduce biases in individuals, they often fall short in effecting long-term change in behavior. The author, an implicit bias researcher, challenges the efficacy of such training, advocating for a shift towards changing systems perpetuating biased behavior. Rather than solely emphasizing individual training, the article advocates for a deeper focus on systemic solutions to diversity and inclusion in the workplace. It stresses the importance of policies and structural changes within organizations that address biases in hiring systems and practices. The article urges organizations to prioritize meaningful action, such as policy changes, that may be more time-intensive but lead to lasting transformations. It emphasizes the need for a top-down approach, altering systems and structures to create equal opportunities for all groups. In essence, it calls for a shift from concentrating on how people think to emphasizing how companies and institutions behave. This approach aligns with the club's ethos, focusing on offering approaches to address complex issues of diversity and inclusion by fixing biased systems rather than solely training individuals. Join us at our upcoming Women in Leadership club events to explore impactful tools aimed at creating systemic change. Discover strategies and approaches focused on addressing biases within organizational structures for a more inclusive workplace. Don't miss out on learning how these tools pave the way for lasting impact and progress! #SystemicChange #InclusiveWorkplace #WomenInLeadership

DEI is under attack. In a thought-provoking piece written by Kenji Yoshino and David Glasgow for the Harvard Business Review, they discuss the legal challenges faced by organizations in their diversity, equity, and inclusion (DEI) efforts. The article provides concrete steps that organizations can take to protect their DEI initiatives in a shifting legal landscape. One of its key takeaways suggests that instead of directly affecting benefits or employment opportunities of individual workers, organizations can focus on building a more diverse and inclusive workplace culture overall through employee education and training, creating inclusive work environments, conducting outreach to diverse candidate pools, and supporting community organizations focused on DEI issues. The Folke Institute is dedicated to empowering organizations with the knowledge and tools needed to navigate these shifts intentionally. Our programs focus on building a more inclusive culture, even in the face of changing legal standards. While the legal force transforms DEI practices, it is essential to strategically adapt. Together, let's ensure that the core mission of DEI—to build a more just future—endures for decades to come. Read the full article at https://lnkd.in/gvxvxaYi #DEIInitiatives #LegalLandscape #InclusiveFuture #TheFolkeInstitute

According to Harvard Business Review, “the key to sustaining DEI progress and commitment through this volatile time lies in acting intentionally: curtailing your usage of racial data that is the most legally risky, while taking decisive action to continue using racial data to eliminate discrimination, remove bias, and create fairer workplaces.” Find out more about how to effectively and legally use racial data in your company’s DEI strategy here: https://shorturl.at/iwHZ6 

🚨 Important Insight Alert! 🚨 DEI Is Under Attack. Here's How Companies Can Mitigate the Legal Risks' – this timely Harvard Business Review article dives into the challenging landscape post-Supreme Court's ruling on affirmative action. With DEI efforts facing increasing legal scrutiny, it's crucial for organizations to adapt strategically. The authors Kenji Yoshino and David Glasgow do a phenomenal job outlining three key risk areas in DEI programs and propose solutions to navigate these challenges while fostering justice and equality. C-Suite leaders and HR professionals, are you facing these complexities in your organization? I’ve implemented some of these strategies with clients. Let's discuss proactive strategies to mitigate legal risks and uphold DEI values. Contact me to book a call and explore tailored solutions for your company. https://lnkd.in/gC45w26V #DEIChallenge #LegalRiskManagement

Higher education professionals, this one is for you! Time and again, I have the same conversation with Institutional Research departments, they collect mountains of text data, but they simply do not have the time nor the tools to effectively analyse it Contained within this data will be crucial student insights that are overlooked, meaning students don't feel like they're being listened to Relative Insight works with colleges & universities of all shapes and sizes to help them effectively analyse this data, ensuring feedback is heard and applied, directly increasing enrollment & retention To learn more, either sign up to the webinar below, or get in touch with me directly #highereducation #diversityandinclusion #textanalytics #qualitativeresearch

I appreciate the practical, evidence-based analysis Alida Miranda-Wolff shares here. After breaking down the macro factors behind why #DEIB has gone through a roller-coaster over the last few years, she provides a few key recommendations of durable DEIB practices, including: - Create and enforce a customer code of conduct. - Conduct compensation and pay equity analysis every two years. - Train managers on how to eliminate bias in their day-to-day management practices. Read the whole article to learn more about what leaders can do to make DEIB a sustainable part of their business rather than a momentary blip. #diversity #equity #inclusion #belonging