Natalie Johnson’s Post

Things to keep in mind for your companies DE&I journey. --> Understand that DE&I is not just about race, ethnicity, gender or orientation. For example, inclusion is about ensuring all employees' voices are heard👂 and people feel included in the culture. -->Discover where you are 📊 (using data) before you decide where to go. Data is key. Understanding demographics at all levels and locations, breaking down representation, hiring, promotion and termination trends and identifying different sentiments by analyzing employee opinion surveys. -->Focus on long-term change with small wins along the way. DE&I training, creating DE&I committees and employee resource groups (ERGs) and implementing DE&I measurements📈, such as tracking hires, promotions and terminations by demographics, can help you accomplish broader DE&I goals. They are not the end goal but measurable milestones along your journey.

Although diversity, equity and inclusion (DE&I) has become a priority for many organisations, and jobseekers far and wide consider it a crucial factor when assessing a role, recent reports show that some companies are dialling back on DE&I. In her latest article, Trisha Brookes, Director of People & Culture at Hays UK&I, outlines why a strong DE&I strategy is more important than ever and shares advice when it comes to creating a DE&I strategy worth investing in: https://lnkd.in/djmNP8Ch #diversityequityandinclusion #deandi #workplacediversity #workingforyourtomorrow

The Diversity IN Action System -- A Magnet to Attract and Retain Employees You Deserve. After listening to inquiries and concerns of hundreds of human resources professionals on the exorbitant employee turnover, and reading statistics on rehiring costs, I asked myself about the solution I can provide to corporations' decision makers to save them money by implementing diversity transformative actions. Using the knowledge I gained from the Public Speakers University (PSU) on the importance of creating and presenting a blueprint or a system in July 2022, I have been thinking of a substantial contribution to the global community to solve the employee attraction and retention problem. As I celebrate my 60th Birthday, it is an honor to reveal to the public that I created a Diversity IN Action System to benefit our communities and our businesses. The system has 5 pillars… 1. Declare Your Commitment to Diversity 2. Define your Goals and Metrics 3. Dedicate Resources 4. Develop a Training Plan 5. Deliver Results The 5 sub-pillars are… 1. Welcome 2. Trust 3. Story 4. Unity 5. Wealth My dream is that this gift will benefit millions of current and future generations in a magnificent way, especially through speaking and corporate training. Let us build unity and grace in diversity. I am ready to work with you on the transformation journey of creating an inclusive culture and workplaces together. No matter how long it will take, I will hold your hand until you get the results you love. Maybe you have been thinking about launching or upgrading diversity strategies in your organization and did not know how or from where to start. This is your time to be an attractive magnet so you can attract the royal talents of your dreams. DM me for a free Zoom chat to explore ways of making it happen. #DiversityINAction #DiversityEquityInclusion #DEIB #Speaker #KeynoteSpeaker #EventSpeaker #DiversityGoals #HappyBirthday

Are DE&I initiatives positively impacting our communities and workplaces? I was listening to the Prof G Podcast and they quoted a recent academic report for how to improve D&I practices in the workplace: “The terms ‘diversity’, ‘inclusion’ (and other associated terminology) are conceptually ambiguous, rapidly evolving, and often conflated. The terms ‘equality’ and ‘equity’ are also used interchangeably, incorrectly. Within academic literature these have different definitions, sometimes as conflicting concepts (equality of opportunity versus equality of outcome). While, recently, much emphasis has been on ‘diversity’ in the form of the descriptive representation of characteristics (primarily ethnicity and gender), it is not self-evident that focusing on visible characteristics promotes a meaningful level of diversity. An organisation may be proportionately representative of the population in gender and race. However, if the workforce remains largely socio-economically and geographically homogenous it is likely unrepresentative in life experience and values.” My thoughts: - Our goal should not be changing what our employees look like, but rather focusing on where our employees come from and the life experiences commensurate with their human experience. While there may be correlation at a population level, most likely our workplaces have used common practices like work experience and educational attainment to filter out the truly diverse candidates. - For better or worse, the data shows that the majority of workplaces focus on degrees instead of skills to identify prospects, while the greatest indicator of receiving a college degree is how wealthy your parents are. We as a society need to focus on building and expanding pathways to allow socio-economically distressed communities the opportunity to generate meaningful careers. Not because it is "equal" or "equitable", but so that we can continue to evolve the American economy to be globally competitive by reinventing the American Workforce. How have your experiences been with your company's DE&I initiatives? What has worked / not worked? How are you screening and assessing the skills of candidates?

Too many good insights from the Impact Employer Summit to take time out for posting! One of my favorite moments from the Summit was when my colleague Megha Bansal Rizoli took a deep dive into describing Jobs for the Future (JFF)’s newly refreshed Impact Employer Model. We discussed the building blocks of the model today, which are: ✅ Design Quality Jobs ✅ Foster Equitable Career Mobility ✅ Act on Employee Voice ✅ Build a Culture of Inclusion ✅ Center Accountability and Long-Term Commitment We also learned from company examples of how they are bringing these elements to life on their Impact Employer journey. Major kudos to the team who refreshed the Impact Employer model with Megha and to everyone who worked on the launch. Also, I have to give more major kudos to the additional folks on the Impact Employer Summit team who pulled off a truly stunning event. Carol Azeez Analidia Blakely Teresa Kuruvilla Jennifer Giffels Jordan Baah-Sackey David Newsome Cat Ward Angela Bowens-Gamble #ImpactEmployer #JFFHorizons #HorizonsOnLinkedIn Check out the new website to learn all about it!

Why DEI Truly Matters to ALL! Diversity, equity, and inclusion (DEI) is not about “those people”; but rather are crucial elements in any workplace, benefiting ALL employees in numerous ways. When done correctly effective DEI transcends just being activities and initiatives into truly being part of your culture adding value such as, but not limited to: 1. Broader Thought Leadership: A diverse workforce brings together individuals with unique perspectives, skills, and experiences, fostering innovation and creativity. This diversity of thought enhances problem-solving and decision-making processes, leading to more robust and effective outcomes for the entire team. 2. Engagement & Satisfaction: Equity ensures fairness in opportunities and treatment, creating an environment where all employees can thrive. When everyone has equal access to resources, promotions, and professional development, it not only boosts morale but also contributes to a more motivated and engaged workforce. Inclusive practices further amplify these effects by making employees feel valued and respected, promoting a sense of belonging. 3. Talent Development: Diverse and inclusive workplaces tend to attract top talent. Companies that prioritize DEI demonstrate a commitment to fostering a positive and supportive culture, making them more appealing to job seekers. This not only enhances recruitment efforts but also contributes to a more dynamic and skilled workforce. 4. Job Well-Being: A focus on DEI positively impacts employee well-being. Feeling heard, understood, and accepted in the workplace contributes to higher job satisfaction and overall mental health. Inclusive environments reduce the likelihood of discrimination and bias, creating a safer space for employees to express themselves authentically. 5. Positive Impact On The Bottom Line: Diversity, equity, and inclusion matters to ALL employees because they drive innovation, create fair opportunities, enhance recruitment efforts, and contribute to overall employee well-being. Embracing these principles leads to a more vibrant and successful workplace for everyone involved; which, generally, leads to a more profitable ad effective business that is constantly meeting, if not exceeding, their goals and objectives. Would love to hear your thoughts! #workforward #whynot

Following on from my ED&I training and the start of my learning journey, I have been researching the impact of not considering diversity and inclusion within the workplace. Not following ED&I recommendations can have negative consequences for both employers and employees. For example, some of the potential impacts are: - Reduced talent pool and retention: By ignoring ED&I, organisations may miss out on attracting and retaining diverse and qualified candidates, especially in our current, competitive labour market. Employees who feel discriminated, excluded or undervalued may also leave the organisation or disengage from their work. - Increased legal risks and costs: Businesses that fail to comply with ED&I legislation and regulations may face legal actions, fines, penalties or sanctions from authorities or individuals. This can also damage their reputation and brand image, leading to loss of customers, partners or investors. - Decreased innovation and performance: Organisations that lack ED&I may suffer from groupthink, bias, stereotyping or conflict, which can hinder creativity, problem-solving, decision-making and collaboration. This can also affect the quality, efficiency and effectiveness of their products, services or processes. Therefore, businesses and organisations should consider exploring ED&I recommendations and embedding them into their culture, talent acquisition strategy and operations. This can help to support the benefits of diversity and inclusion and avoid the pitfalls of inequality and exclusion. In the UK, the employment rate for disabled people is 52 per cent, compared to 81 per cent for non-disabled people. The gap increases for people with more complex needs, with only 18 per cent employed. Research by the Chartered Institute of Personal and Development (CIPD), Inclusion at Work 2022 published in December 2022, found there was huge variation in employer commitment to DE&I. Just under half (48%) of those surveyed said they have a stand-alone strategy or action plan, with 36% saying they are not planning to focus on any inclusion and diversity areas in the next five years. Pertemps Network Group is passionate about equity, diversity and inclusion and we have recently selected several ED&I Champions to support our consultants and clients in establishing inclusive workforces. #equitydiversityinclusion #inclusiverecruitment #diversitymatters #diversetalent

How is your organization addressing social inequities? The National Study of Workplace Equity report, developed by SHRM and Boston College School of Social Work, shows that 88% of workers believe fairness is important in the workplace, yet organizations place more emphases on diversity and inclusion. Additional findings include: 64% of organizations say IE&D is important, yet 62% indicate limited or no resources are dedicated to IE&D initiatives. 28% of organizations reported their employees have experienced gender bias. 27% of organizations say their employees have experienced racial bias in the workplace. Below is a toolkit for you to use!

Multiple studies have shown that inclusive and diverse organisations perform better overall. 📈 This competitive business advantage is created in the following ways: 🟪It helps attract top talent: People want to work for employers with good employment practices and a clear stance on eradicating prejudice. 🟪It helps an organisation grow and innovate: Diverse teams bring alternative viewpoints that encourage them to tackle problems from different perspectives, which can lead to the innovation of products and services 🟪It is part of a new wave of corporate reputation: Businesses need to consider corporate responsibility in the context of DEI strategy, as social exclusion and low economic activity rates can limit business markets and their growth. Can your organisation afford to not take DEI seriously? #DiversityAndInclusion #DEIStrategy #BusinessStrategy

Looking for ways to improve your company culture? Consider this: 😊 74% of employees state that DE&I initiatives have a positive effect on employee morale. 📈 And 80% of life science leaders agree that DE&I is crucial to the success of their company. So, exploring your company's #diversity, #equity, and #inclusion initiatives could be key in setting you on the path to improve your company culture. Based on the survey responses from life science professionals across the sector, we've collated a report detailing DE&I insights and strategies to overcome your DE&I hurdles. Download a copy of our 2024 life sciences DE&I review to discover all the insights below. #dei