Procter & Gamble’s Post

Imagine being passed over for a promotion, not because of your skills or work ethic, but because of where you come from or how you're perceived. The frustration of seeing others with more privileged backgrounds advance, while you're overlooked, is not just demoralizing—it’s a clear signal that something is broken within the system. This issue doesn’t just affect individuals; it undermines the entire workplace, creating a culture where only certain voices and experiences are valued. It's time to change the narrative. By addressing social class inequities head-on, we can create a more inclusive, fair, and thriving workplace for everyone. Let’s commit to examining our recruiting practices, fostering inclusive interactions, and ensuring equal access to networking opportunities. Together, we can break down these barriers and unlock the full potential of every employee, regardless of their background. #WorkplaceEquity #InclusiveCulture #BreakTheBias #SocialClassAwareness #WorkplaceInclusion

When asking marginalized folks to educate, inform, identify issues, etc., be aware that you may be adding to their burden and negatively impacting their well being. Are you asking them to do more than your non-marginalized employees when your marginalized employees are already dealing with micro-aggressions, bias and systemic inequities?

14 actionable steps to counter workplace tokenism: 1. Promote people with marginalized identities to leadership positions and give them formal power and authority to influence change. 2. Don't reach out to marginalized folks only for "diversity stuff" or use them as diversity mascots. 3. Stop seeking marginalized people to shield, endorse, perpetuate, or put forward inequitable and harmful policies and practices. 4. Stop asking marginalized folks to speak for the entire community. 5. Avoid double standards and placing unreasonable expectations on marginalized groups. 6. Keep in mind the well-being of marginalized employees every day, not just during identity months or when tragic events make headlines. 7. Improve access to information, opportunities, and resources, centering the most marginalized. 8. Review policies and practices regularly to identify and address inequities as they appear (e.g., compensation, performance review, development, and promotion.) 9. Develop policies and practices that hold people accountable for any exclusionary and harmful behavior. 10. Speak up against unfair practices. 11. Be specific when discussing issues confronting specific identity groups. 12. Actively seek feedback from individuals who might not naturally have a platform in the organization and act on it. 13. Give marginalized colleagues public and proper credit. 14. Learn about the historical contexts and systemic issues that have contributed to present-day inequities. —— [Alt text embedded in the image.]

A really helpful post with practical tips to cultivate more genuinely inclusive workplace cultures. #equitydiversityinclusion #inclusiveleadership #culturedevelopment

🌍 Beyond Lip Service to Authentic Diversity: Promises of diversity and inclusion are widespread, yet many organizations fall short of turning these promises into reality. At A. Solomon Recruits, we challenge companies to move beyond lip service and implement tangible DEI initiatives. #blackhistorymonth 🔍 Creating Spaces of Belonging: It's about transforming the workplace into a space where everyone, regardless of their background, feels seen, heard, validated, and celebrated. This vision of an inclusive utopia is achievable with commitment and actionable plans. ✊ Commitment to Actionable DEI: We provide the guidance and tools necessary for organizations to execute on their DEI promises. It's time for hard work and dedicated efforts to ensure everyone has the opportunity to thrive in their professional lives. #DiversityEquityInclusion #ActionableChange #WorkplaceInclusion #blackhistorymonth https://lnkd.in/dcUMdpPB

Diversity is a fact, but inclusion is a choice. The choice to see the strength in all of our differences and not our weaknesses. At Counsel Quest, we help organizations make that choice. Learn how we can create a safe and inclusive workplace that fosters innovation and success 👉 https://lnkd.in/dknBgDs8 #CounselQuest #DiversityAndInclusion #InclusionMatters #SafeWorkplaces #EmpoweringWorkforce

If you're able to hire someone who has taken a career break or defy stereotypes and biases without feeling the need to announce it on LinkedIn, it's a sign that your company culture is truly embracing diversity for business objectives and not just social conformity. Remember, you're not doing anyone a favor by doing what is right and unbiased. At the end of the day, it's about creating a more inclusive and equitable workplace for everyone. #diversityandinclusion #equityatwork #inclusiveculture

Couldn’t agree more ! Hiring someone who has taken a career break can be a great decision for a company. So, consider a candidate's qualifications, not just their resume chronology. By embracing a diverse workforce, you gain a wider talent pool and a more successful company. #diverse-workplace #inclusive-workplace #d&I #think-inclusive

How Employers Can Be Inclusive to Neurodivergent or Disabled Employees: From September 23rd to 29th, we celebrate National Inclusion Week. It's a great time to reflect on how you can make your workplaces more inclusive, especially for neurodivergent or disabled employees. Here are some practical steps employers can take to help these employees get into work, be supported in work, and stay with the company. Getting Into Work 1. Accessible Job Listings: Ensure job postings are in accessible formats. Use clear, simple language and avoid jargon. 2. Inclusive Recruitment: Train hiring managers on inclusive practices. Consider alternative interview formats, like video submissions or working interviews. 3. Reasonable Adjustments: Be open to making adjustments during the recruitment process. This could include providing extra time for tests or allowing support persons during interviews. Being Supported in Work 1. Flexible Work Arrangements: Offer flexible hours or remote work options. This can help employees manage their health needs better. 2. Assistive Technology: Provide necessary tools and technology. This could be screen readers, speech-to-text software, or ergonomic furniture. 3. Training and Awareness: Conduct regular training sessions on neurodiversity and disability awareness. Encourage a culture of understanding and support. Retaining Employees 1. Career Development: Create clear career paths and development opportunities. Offer mentorship programs and regular feedback sessions. 2. Employee Resource Groups: Support the formation of groups where employees can share experiences and resources. This fosters a sense of community and belonging. 3. Regular Check-ins: Have frequent one-on-one meetings to discuss any challenges and adjustments needed. Show that you value their well-being and contributions. By implementing these practices, employers can create a more inclusive environment where neurodivergent and disabled employees can thrive. This not only benefits the employees but also enriches the workplace with diverse perspectives and talents. #impactmatters #nationalinclusionweek2024 #nationalinclusion #neurodivergent #neurodiverse #inclusion #neuroassist #neurodiversity #awareness #inclusive #neuroinclusion #neurodiversityawareness #disabilityawareness #inspireinclusion #adhd #autism #audhd