Oregon Advocacy Commissions Office’s Post

"When there are resource constraints, DEI initiatives are often one of the first things to be cut in organizations. Organizations also predominantly rely solely on practices that undermine or fail to advance diverse representation. If we are going to see meaningful progress toward diverse representation, organizations need to use their limited resources on the most effective strategies, like employing Chief Diversity Officers, creating diversity task forces, and implementing formal mentoring programs. Companies should also expand family-friendly practices such as childcare, flextime, and parental leave. Importantly, diversity training should be revamped. Rather than focusing on legal repercussions and blaming employees for discrimination, training programs should empower employees to advance diversity and inclusion."

And there you have it: "Mentoring fosters career success by providing coaching on work-related goals, facilitating developmental assignments, and having someone advocate on mentees’ behalf". But mentoring can also be done badly with little thought about inclusivity, intersectionality, appropriate pairing and vulnerability with power imbalances. We're discussing all this now at our Mentoring Training event in Bilbao VOICES - Making Young Researchers' Voices Heard for Gender Equality, watch this space!

Sorry to be a bother, Juliet, but this article really got me thinking about the current misunderstanding about DEI from all sides and why we must rewire our thinking around bias. First and foremost, we must acknowledge that gender bias is distinct from racial or disability bias and calls for different approaches. (Susan T. Fiske has done great work in this area.). Secondly, we all, as practitioners in DEI, have to be careful not to fall into the trap of illusory correlation. For example, the racial wealth gap is a well-known indicator of inequality between identity groups. But what most people don't know is that there is a similar wealth gap within groups as well. Therefore, the wealth gap cannot be explained solely by race; rather, it must be understood as a characteristic of a complex adaptive system based on social networks—the connections and relationships between individuals, groups, and objects—that are influenced by preferential attachments, the 80/20 rule, and power laws. My point is that systems are reflections of how people, places, and things are connected. Comprehending these relationships and optimizing them in terms of social capital is the future of DEI.

The Most Common DEI Practices Actually Undermine Diversity. What do you think? The article explores how many common DEI practices actually work against promoting true diversity within organizations. It delves into the potential pitfalls of certain approaches and highlights the need for more thoughtful and effective strategies to achieve genuine diversity, equity, and inclusion. The content sheds light on the complexities of the DEI landscape and encourages a critical examination of current practices to drive meaningful change.

Diversity of thought 🤔 The reality is that there are less people from underrepresented groups in major industries such as finance and technology (and Distilled Spirits) because of systemic structures that have historically limited access and opportunity. To build up a pipeline of diverse talent, tradeoffs need to be built into the strategy. Read more 👉 https://sie.ag/3BaZZQ

Do you want to become an inclusive manager? 🏳️🌈 Dan Robertson, Global Head of DE&I Advisory Services, and Louisa Benedicto ACC, Senior Vice President of Diversity, Equity & Inclusion, have written 7 key rules to help you with that. In this document, they cover topics such as goals, finances, and an intersectional approach to DE&I. Download the guide and take another step in your learning about inclusive management. 👇 https://lnkd.in/g3X6xs56

In the pursuit of diversity, equity and inclusion, our findings showcase more than a strategy—it's a pathway to thriving. One thing became clear to us: the proof is in the policies. Implementing inclusive policies, such as gender-diverse candidate requirements and career progression adjustments, promotes equity, communicates commitment and shapes the inclusive culture of an organization. Discover more of the profound impacts of fostering an environment where everyone feels respected and valued:

Just finished the course “Individual Accountability for Equity and Inclusion” by Nika White! Check it out: https://lnkd.in/gMf2Y2-u #accountability #diversityequityinclusionandbelonging.

Just finished the course “Individual Accountability for Equity and Inclusion” by Nika White. Highly recommend it.   Check it out: https://lnkd.in/gMTeMyVS #accountability #diversityequityinclusionandbelonging.

Just finished the course “Individual Accountability for Equity and Inclusion” by Nika White! Check it out: https://lnkd.in/g3kxFQ3x #accountability #diversityequityinclusionandbelonging.