Nadia Diagne’s Post

For me, Diversity, Equity, Inclusion, and Belonging (DEIB) discussions feel like giving colleagues critical feedback, saying, "You are doing good, but you can do better." I know we are all doing our best and working to create a more inclusive society. However, we can do better. Let's all do better. ”According to the "State of Black Women in Corporate America" study conducted by LeanIn in 2020, just 58 black women were given promotions to their first management jobs for every 100 males who advanced into similar roles. As a result, firms must establish programs that allow Black women to flourish and advance. The IBM Institute for Business Value (IBV) talked to almost 7,000 individuals between August 2020 and January 2021, including over 750 Black women, revealing a persistent problem. More than half of Black women claim their company discriminates against Black people, and about one-fourth say their employer discriminates against women. Only 64 percent of white women agree that sexism still exists, compared to 84 percent of Black women. Due to this particular type of prejudice, Black women are less inclined to believe they have succeeded than either white women or Black men.” https://lnkd.in/gVebb4NS

I am not known for keeping my opinions to myself, so why start now? Do you support black and brown women in your workplace? Do you understand the unique challenges black and brown women face at work? Statistics and personal experiences indicate that the majority does not. Despite many human rights movements and inclusion terminology being created by or stemming from the efforts of black and brown women, challenges persist in the workplace. For data enthusiasts, there are multiple studies detailing the challenges black and brown women face in the workplace, including: - Success being devalued or discounted more than their white women counterparts. - Judgement and competency questioned at a higher rate than their white women counterparts. (41% of black women report having their judgement questioned in their area of expertise compared to an average of 38% across all women.) - Less support from managers. - Increased susceptibility to poor mental health due to psychologically unsafe environments. (Black women face a wider range of microaggressions, meaning they deal with microaggressions more frequently leading to a higher impact on their mental health.) - Confronting stereotypes like the "angry black woman" - Dealing with the 'Pet to Threat Phenomenon'. - Underrepresentation in leadership roles and lack of allyship. Black and brown women are often being held to a higher standard when pursuing career advancement. The constant effort to meet this higher standard can lead to exhaustion or burnout. To genuinely support them, check you biases, improve allyship, and understand their unique challenges. Listen to them and respect their experiences and show them that they are valued without expecting them to prove themselves more than their male or white women counterparts. Interested in learning more? Consider exploring The State of Black Women in Corporate America Report. #DiversityandInclusion #BlackandBrownWomen #Allyship #WorkplaceChallenges

Happy Black History Month! As a country, we are slowly getting better at building diversity among our executive teams but we still have a long ways to go. The good news is, there's strong evidence to support the upside to putting in these efforts. Diversity matters- it helps companies think more holistically, consider and better understand the needs of different audiences, and it benefits society as a whole (to just name a few...) There is financial upside too. McKinsey conducted an in-depth analysis of executive teams with diversity vs. those without in 2019. The findings were indisputable. ✅ Those companies with the most diversity on their executive team outperformed those companies with the least amount of diversity on their executive team with 36% more profitability! ✅ If you don't currently have diversity and inclusion practices and policies at your company, now is the time to include them. Your bottom line will thank you. #diversityequityinclusion #blackhistorymonth #executiveteam

Women of colour, and Black women in particular, tend to receive less support and encouragement from their managers. This can lead to significant disparities in career advancement opportunities. Recent research shows that compared to white women, Black women are less likely to have managers showcase their work, advocate for new opportunities for them, or give them opportunities to manage people and projects. Additionally, Black women are less likely to report that their manager helps them navigate organizational politics or balance work and personal life. It's important to recognize the impact of consistent manager support on career advancement opportunities. Employees who have this support are more likely to be promoted, and they’re also more likely to believe that they have an equal opportunity to advance. As we work towards a more equitable workplace, it's crucial that we prioritize supporting and advocating for women of color, especially Black women. #brilliantcolours #womenofcolor #glasscliff #allyship #deib #humanresources

🛑STOP Making the Business Case for Diversity! Eighty percent of Fortune 500 companies explain their interest in diversity by making some form of a business case: justifying diversity in the workplace on the grounds that it benefits companies’ bottom line. And yet, in a recent study of Havard Business Review, the authors found that this approach actually makes underrepresented job candidates a lot less interested in working with an organization. This is because rhetoric that makes the business case for diversity sends a subtle yet impactful signal that organizations view employees from underrepresented groups as a means to an end, ultimately undermining DEI efforts before employers have even had the chance to interact with potential employees. Based on their findings, the authors suggest that if organizations must justify their commitment to diversity, they should do so by making a fairness case — that is, an argument based in moral grounds of fairness and equal opportunity. But to achieve the best results, they should consider not making any case at all. After all, companies don’t feel the need to explain why they believe in values such as innovation, resilience, or integrity. So why treat diversity any differently? https://lnkd.in/e5UX6NnT #PrideAtBCG #diversity #inclusion #lgbt

❓ With year-end reviews coming up, are your leaders assessing women based on their actual performance or their personalities, which is rooted in biases of how women should behave? 🤔 Personality bias is the labels we attach and associate with certain social groups and communities, and how they are expected to behave. When someone does not conform to these stereotyped roles and behaviours they can be unfairly evaluated, penalized, or excluded. ❌ Women, for instance, are traditionally expected to be caring, warm, deferential, emotional, sensitive, "always bubbly", smiling and so on, and men are expected to be assertive, rational, competent and objective. So, when it comes to performance reviews, these traits are sometimes automatically prescribed to people as per their gender or race without detailed information about their personalities, thereby a man, in general, is assumed to be a better fit as a leader. 🔊 By almost every measure, Black women are facing disproportionately high barriers in the workplace. This is especially true during performance reviews, where Black women are held to higher standards of being entertaining, "bubbly" or funny to avoid the "angry Black woman" stereotype. So, for example, a Black woman who shows up as assertive or confident will often be read as aggressive or angry. (Source:  https://lnkd.in/gehPqMNM) ⚖️ This is why inclusion is always required before attempting to diversify your workforce. If you can't create an equal level playing field for ALL talent to grow and thrive in your organization —  you are only adding to the problem of exclusion, discrimination and biases faced by underrepresented talent in your organization. ⁠ ⭐ Learn more about the impact of microaggressions and biases women face in performance reviews and promotions from Lean In and McKinsey & Company's Report: leanin.org/wiw #InclusivePerformanceReviews #Diversity #Equity #Inclusion #Accountability #AntiRacism #RealAllyship #InclusionFactor #PsychologicalSafety #WomenInTheWorkplace2023

Women of colour, and Black women in particular, tend to receive less support and encouragement from their managers. This can lead to significant disparities in career advancement opportunities. Recent research shows that compared to white women, Black women are less likely to have managers showcase their work, advocate for new opportunities for them, or give them opportunities to manage people and projects. Additionally, Black women are less likely to report that their manager helps them navigate organizational politics or balance work and personal life. It's important to recognize the impact of consistent manager support on career advancement opportunities. Employees who have this support are more likely to be promoted, and they’re also more likely to believe that they have an equal opportunity to advance. As we work towards a more equitable workplace, it's crucial that we prioritize supporting and advocating for women of color, especially Black women. #humanresources #brilliantcolours #allyship #leadershipcoaching #blackexcellence

Good morning and happy start to the week! Today, I'm sharing this Forbes article to highlight the fact that several studies have shown that a more diverse and equitable workplace benefits everyone, leading to greater creativity, innovation, and a better understanding of the world. However, despite equal representation at entry-level jobs, women and minorities are vastly underrepresented in leadership roles. White men hold a disproportionate share of power, which they can (and should) use to significantly impact DEI efforts. This article provides the following recommendations: 1. Acknowledge Privilege: Recognize societal advantages and use your position to dismantle barriers. 2. Champion Change: Advocate for DEI initiatives, policies, and practices that promote equity. 3. Foster Openness: Create a safe space for honest conversations about bias and vulnerability. 4. Share Power: Build a culture of collaboration and distribute decision-making authority. 5. Practice Transparency: Be open about budgets, priorities, and decision-making processes. 6. Embrace Humility: Be open to feedback and acknowledge there's always room to learn. Interrupt White Silence: Speak out against microaggressions, bias, and discrimination. 7. Value Diverse Teams: Explicitly discuss and prioritize inclusivity and respect for diversity. Click here to learn more. Have a beautiful week, and remember to take actions to show allyship every day! #Diversity #Inclusion #Allyship

Tis the season... Annual Review Season...If you are in leadership, want to be in leadership, have leaders, etc. The disparities in how individuals are assessed in the workplace can perpetuate a cycle of exclusion, discrimination, and bias. Creating an equal playing field for all your talent to thrive in your organization is a fundamental step toward rectifying these issues. #deib #performancemeasurement #biases #inclusiveperformancereviews https://lnkd.in/eGkdjvCb

What role to do White Men play in the DEI agenda? Really enjoyed this perpsective in "White Men’s Role In Advancing Equity And Inclusion" from Aparna R. in Forbes. My 🔑 5 Key Takeaways 🔑 were: 1️⃣ Acknowledge Importance: Recognize the pivotal role White men play in promoting equity and inclusion. 2️⃣ Amplify Allyship: Use privilege to advocate, amplify marginalized voices, and champion inclusivity. 3️⃣ Cultivate Empathy: Foster connections and understanding through empathy for diverse perspectives. 4️⃣ Unlearn Bias Continuously: Challenge unconscious biases through ongoing education and reflection. 5️⃣ Take Tangible Action: Translate intentions into impactful initiatives, promoting diversity in policies and practices. Worth a read... https://lnkd.in/eVM9zaAb We all have a part to play in driving change together towards a more inclusive future... 💬🌟 #EquityAndInclusion #Allyship #InclusiveLeadership #DEI #inclusion #confidence