Redfin’s Post

“#Engagement makes the world a better place. We all should want the world to continue to improve. Isolation and lack of engagement do not accomplish that goal. While we believe that it makes sense for the United States to push for constant improvement around the world — from advocating for #humanrights to fighting corruption — this is rarely accomplished through coercion, and, in fact, is enhanced by engagement… We believe that companies, and banks in particular, must earn the #trust of the communities and countries in which they operate. We believe and we are unashamed about this that it is our obligation to help lift up the communities & countries in which we do #business…doing so enhances business and the general economic well-being of those communities and countries and also enhances long-term shareholder value. JPMorgan Chase & Co. thrives when communities thrive… We’re thoughtfully continuing our #diversity, #equity and #inclusion efforts… We are often asked in particular about ‘equity’ and what that word means. To us, it means equal treatment, equal opportunity and equal #access … not equal outcomes. There is nothing wrong with acknowledging and trying to bridge social and economic gaps, whether they be around #wealth or #health. We would like to provide a fair chance for everyone to succeed — regardless of their background. And we want to make sure everyone who works at our company feels welcome. We want to articulate how we weigh in on social issues and what it means for our customers. Before I comment about #culture issues, I have a confession to make: I am a full-throated, red-blooded, patriotic, free-enterprise (properly regulated, of course) and free-market capitalist. Our company is frequently asked to take a position on an issue, rule or legislation that might be considered ‘cultural.’ When that happens, we take a deep breath and study the matter. Many of the #laws in question have many specific requirements, some of which you would agree with but not others. But we are being asked to support the entire law…we simply make our own statement that reflects our educated view and values; however, we do not give our voice to others. We believe in the values of #democracy, including #freedom of speech + expression, & are staunchly against #discrimination +hate. We have not turned away and will not turn away customers because of their political or religious affiliations nor would we tell customers how they should spend their #money…JPMorgan Chase will conform as the laws evolve. We will scour our programs, our words and our actions to make sure they comply…We believe our initiatives make us a more inclusive company & lead to more #innovation, smarter decisions & better financial results for us & for the #economy overall.” Jamie Dimon https://lnkd.in/eUVQkdMy #leadership #investing #banking #assetmanagement #talent #cultureofmoney H/t Daniel Smith, MBA for the tag!l

Fund managers in #Web32025 #Web4 will look like conference organizers, social workers, and business coaches. Because the people at the bottom of the crypto totem pole function like PT, junior fund managers, now. Or traders split 75/25 day trading/brand growth efforts. Unless they know what they are doing. In that case, they will take over their own little world.

📌 Fewer Black Professionals Are Getting Promoted Into Management, Reversing Trend 📈 📌 Article Summary: The latest data shows a concerning trend - the number of Black professionals being promoted into management positions is decreasing, going against previous progress. This calls for urgent action and a commitment to diversity, inclusion, and equal opportunities in the workplace. Let's work together to reverse this trend and create a more equitable future! ✊🏿✊🏾✊🏽✊🏼✊🏻 📌 #DiversityMatters 📌 #InclusionMatters 📌 #EqualOpportunities 📌 #PromoteBlackProfessionals 📌 #ReversingTheTrend 📌 #UrgentActionNeeded 📌 #CreatingEquitableFuture 📌 #CommitmentToChange Let's join hands to champion diversity, inclusion, and equal opportunities in the workplace. Together, we can reverse the concerning trend and empower more Black professionals to thrive in management roles. 🤝🌍🌈 Link:https://buff.ly/421swGf

Black Enterprise's Chief Diversity Officers Summit highlights the importance of diversity, equity and inclusion in corporate America amidst political pressures. The summit emphasized the value of DEI for business growth and profitability, and the need for CDOs to ensure compliance and mitigate risk. #editorial #perspectives #chiefdiversityofficer #corporateamerica #blackenterprise #dei #editorial #perspectives

In her LA Times piece, English numerates some questions for those who employ DEI individuals to assess how far they have actually come: What purpose do these roles serve in your organization? To whom do these roles report? What authority are these leaders given to make decisions that directly impact the business? How are they and their teams being funded? Who is tasked with coming up with solutions? Who is responsible for implementing solutions? How is the accountability for achieving these solutions shared across leadership? How are you taking the weight of this work off the shoulders of a select few? How is success being measured? How are you ensuring that individuals in these positions are given the grace and gratitude to try, fail and try again?

“I sat in the crossfire between the communities I was advocating for and those I was calling on to champion change. On both sides, there was fear. … Fear created an impasse.” I felt this so deeply. I’m not a CDO, but a couple years ago, I started to believe that moving between being gaslit by your peers and having your Black card taken by employees was simply the Black-ad-agency-CPO’s plight. I had begun running that play daily, from meeting to meeting. I started to believe that continuing this career as *me* meant accepting that plight, and even made it my mission to deconstruct that particular part of the system. It broke me. I broke a little. I started holding my breath like I hadn’t ever before. I struggled to do my work as *me* even though I believe(d) it to be part of what makes me good at the most strategic (and human) parts of my job and valuable to an agency/this industry. Gross, right? Maybe it is our (unoriginal) plight as Black CPOs, or it’s a zero-sum game. Maybe corporate DEI’s mark on history will be that even the marathon was never going to be enough—because it, corporate DEI, was the broken thing. For me and for now, I’m in repair. I’m remembering to breathe again and I’m back to believing that both things can be true: Me *and* my work. And that’s a (re)start. #agencylife #humanresources #chiefpeopleofficer #dei #leadership #blacklinkedin

Another powerful and important perspective on the current state of the D&I environment.

I want to co-sign the post Kia Scipio (she/her/hers) put together as it relates to pushing back on those criticizing the work of DEI. The days in which this work was simply something of a moral imperative are over--although, we must understand that the work of DEI remains the right thing to do. Study after study have confirmed that building equitable and inclusive workplaces is just good business. And whether your clients (or your clients' clients) consist of the ever-increasing diverse population of this country (and, for multinationals, obviously the world) or your workforce reflects the rich diversity of the locations in which you do business, ensuring your internal systems, leadership suites, business strategies, etc. reflect an *active* inclusive an equitable value-system is incredibly important. We are in a moment in which people are emboldened about critiquing the very existence of DEI because they (i) do not really understand the work, don't want to, and/or swallow critiques without thinking critically or (ii) are against it because they simply don't like/value it. I wonder where those voices will be as demographics continue to evolve.

Is code-switching REALLY a thing? I'm not entirely convinced. Sometimes, we're too quick to slap a label on behaviors without truly understanding all the factors. Our behavior is like a recipe, blending ingredients from within us and those around us depending on the social context and environment. Through our actions, we exchange information and convey meaning to express ourselves to the world around us. Our ability to adapt our behavior allows us the flexibility to respond to the varying expectations of different situations, circumstances, and environments. But here's where we need to tell the whole story of code-switching. The real dilemma isn't just that you chose to adjust your behavior—it's about WHY you changed it. Understanding the feelings and intent behind our actions helps us clarify and align our decisions with our true identity without generalizing our behavior as misconstrued labels. So, when is it code-switching? When you change to ... ✅ Accommodate the preferences of others ✅ Conform to the dominant cultural norms ✅ Avoid negative stereotypes ✅ Gain acceptance from peers ✅ Appear less ethnic ✅ Make others feel more comfortable ✅ Feel less inferior to others But it's NOT code-switching if you authentically adjust your language, approach, or behavior to ... ❌ Grow and evolve ❌ Set better boundaries ❌ Accommodate the needs of your audience ❌ Make your message easy to understand ❌ Build deeper relationships ❌ Increase your effectiveness ❌ Achieve better outcomes ❌ Connect with other cultures ❌ Better navigate changing circumstances ❌ Demonstrate leadership character ❌ Elevate professionalism Making a conscious decision to show up differently as circumstances require comes from the wisdom of knowing exactly who you are at your core and understanding which facet of your identity is best equipped to navigate and conquer the situation. It is okay to adjust as long as authenticity is the driving force behind your actions! Are you ready to navigate with authenticity? Share your thoughts below! Let's keep the conversation going. ❤️ Dacey Davis Leadership Coach

Before hiring your next #cdo, here are a few questions to consider: What purpose do these roles serve in your organization? To whom do these roles report? What authority are these leaders given to make decisions that directly impact the business? How are they and their teams being funded? Who is tasked with coming up with solutions? Who is responsible for implementing solutions? How is the accountability for achieving these solutions shared across leadership? How are you taking the weight of this work off the shoulders of a select few? How is success being measured? How are you ensuring that individuals in these positions are given the grace and gratitude to try, fail and try again? #equityandinclusion #leadership #seatatthetable