Sangeun(Lena) Kim’s Post

Is Your Commitment to DEI Aligned with Your Corporate Values?  Harvard Business Review suggests that companies review corporate values and recommit to diversity, equity, and inclusion (DEI) given that the moral and business cases for DEI remain strong. Purpose-driven organizations have an opportunity to lead by example. DEI is good for business and the right thing to do. At Ohlinger Studios, our commitment to DEI is steadfast and aligned with our core values.  Awareness of the historical context for affirmative action and current trends that may affect corporate DEI practices can help your organization deflect attacks on DEI initiatives. Pushing political issues to the side, DEI is about human issues—building a culture of respect for all people and perspectives.  Check out the article about recommitting to DEI: https://lnkd.in/eEMiGAtS #ohlingerstudios #dei #diversityequityandinclusion

How do you see organizations grappling with programmatic thrusts around diverse, equity, and inclusive work environments? Some are halting the work.  Others are being encouraged by their legal teams to do the work quietly. Attempting to limit DEI is shortsighted and counterproductive. It ignores the realities of our increasingly diverse world and the imperative for organizations and societies to adapt and evolve. Instead, we should prioritize fostering environments where everyone feels valued, respected, and empowered to succeed. This is the secret sauce to a productive, engaged workplace. Limiting Diversity, Equity, and Inclusion is a regressive approach that undermines progress and social cohesion. Embracing diversity enriches our communities, workplaces, and institutions, fostering innovation, understanding, and empathy. By stifling DEI efforts, we perpetuate systemic inequalities and hinder collective advancement. Firstly, diverse perspectives drive innovation and problem-solving. When we limit diversity in workplaces, we stifle the creativity and ingenuity that arise from diverse experiences and backgrounds. In today's interconnected world, businesses and societies that fail to leverage diversity will fall behind. Secondly, limiting workplace DEI perpetuates disparities and marginalizes underrepresented groups, deepening societal divides. By promoting inclusivity and equity, we create fairer systems where everyone has a chance to thrive. Moreover, DEI enhances organizational performance and resilience. Studies consistently show that diverse teams, that also foster belonging, outperform homogeneous ones, both in profitability and adaptability to change. DEI initiatives aren't about tokenism or political correctness; they're about recognizing and rectifying historical injustices and systemic barriers. By embracing diversity, we tap into a broader pool of talent, perspectives, and experiences, which is essential for problem-solving and innovation. For these reasons, I appreciate the research of a fellow higher education leader Shaun Harper in Forbes. Give it a read.  #dei #deia #deistrategy #deib #deibestpractices #business #businessschool https://lnkd.in/gK86vWC7

Amidst recent debates surrounding the effectiveness of Diversity, Equity, and Inclusion (DEI) initiatives in the workplace, it's important to address the concerns raised while reaffirming their significance. Stemming from scepticism and criticism, the debate really highlights the importance of embedding DEI into the core values and operations of organisations.   DEI should transcend mere policy implementation, becoming ingrained in every aspect of organisational culture. By cultivating environments where every individual feels valued and empowered, we not only drive innovation but also enhance productivity and employee satisfaction.   One thing remains abundantly clear: DEI is as crucial as ever in fostering inclusive and thriving work environments. Together, we can build workplaces that celebrates diversity and promote inclusion, driving positive change in our communities and beyond. 🌍🤝   #Diversity #Equity #Inclusion #DEI #WorkplaceCulture 

Interesting read on the challenges faced by leaders committed to diversity, equity, and inclusion in the context of a legal backlash. This thought-provoking article highlights the need for companies to mitigate legal risks while continuing to fight for a more equitable workplace. How are you and your company navigating these challenges? Check out the article for some insights. #DEI #diversity #inclusion #legalbacklash #workplaceequality Link to article: https://lnkd.in/gptBDRdz

Diversity, equity and inclusion programs have come under fire since the Supreme Court deemed race-conscious university admissions unconstitutional last year.   Despite this growing backlash to corporate DEI programs, research suggests that these issues are still very much top of mind for clients of professional services organizations, as well as some of the best talent.   How can leaders effectively communicate on DEI issues in a post-affirmative action world? Check out what Greentarget's Jennifer Smith has to say. #DEI #diversityandinclusion #ExecutiveCommunication #publicrelations

Those on the side of affirmative action got a HUGE WIN this week! A 3 judge panel in the 11th US Circuit Court of Appeals upheld that the "Stop WOKE" legislation violates the First Amendment . For organizations committed to cultivating diverse, equitable workplaces aligned with human dignity, this ruling provides temporary relief. After months of uncertainty around implementing DEI programs, the decision allows companies to continue initiatives like unconscious bias workshops, discussions analyzing systemic disparities, and examinations of privileges or disadvantages attached to identities. However, the injunction is not a complete solution. There are still battles being fought in court rooms across the country, leaving the future status of DEI training an open legal question. What this development underscores is that the struggle to build truly inclusive cultures will be long and hard-fought. Progress will come through steadfast commitment withstanding shifting legal and societal winds. In these polarized times, corporate leaders must decide whether they will rise as ethical voices championing justice and compassion. I invite you to join me and other cultural leaders for a critical discussion on this evolving situation at our March 13th @3:30pm ET culture conversation series. We'll explore how to uplift marginalized voices, have courageous conversations across differences, and turn equity ideals into action. Register now at 3cconsult.com/cccs.

Diversity, equity, and inclusion are fundamental principles that underpin the success and sustainability of organizations and communities. As an attorney dedicated to advancing DEI, I believe it is our duty to champion these values in every sector of society. From a business standpoint, embracing DEI leads to tangible benefits. Research consistently shows that diverse teams are more innovative, better at problem-solving, and achieve higher financial performance. Law firms, businesses, and governmental organizations that prioritize DEI are better positioned to attract top talent, understand diverse client needs, and navigate the complexities of a globalized world. Here are three contributing factors to a more diverse, equitable, and inclusive workplace: Bias Training and Awareness: Comprehensive bias training for all employees can help identify and mitigate unconscious biases that hinder DEI efforts. Awareness campaigns can also foster a culture of inclusivity and respect within the organization. Inclusive Recruitment Practices: Implementing inclusive recruitment practices, such as blind resume reviews and diverse hiring panels, can ensure a fair and equitable hiring process. Additionally, outreach to diverse schools and communities can expand the talent pool. Accountability and Metrics: Setting clear DEI goals and regularly measuring progress is crucial for accountability. Organizations should track key metrics, such as diversity in hiring, retention, and promotion rates, to assess the effectiveness of their DEI initiatives. We all have a responsibility to uphold justice and advocate for equity. It is imperative that we lead by example, demonstrating our commitment to DEI through concrete actions and policies. Diversity, equity, and inclusion are not just ethical imperatives; they are strategic advantages that drive innovation, enhance decision-making, and improve organizational performance. As we strive to build a more equitable world let us remember that true progress requires sustained effort, unwavering commitment, and a collective will to embrace change. #Diversity #Equity #Inclusion #CanadianLawyer #DEI #Justice #BlackClassAction #InclusiveWorkplace

A recent New York Times article shed light on the complexities surrounding diversity programs in the corporate world— DEI backlash, fear of impending litigation, frustrated employees, backpedaling on programming, and concerns about optics. As a dedicated DEI practitioner, it's disheartening to see the challenges our efforts are facing. It felt like we were finally making some progress... 💪🏻 Yet, I strongly believe in the resilience of our work. This moment challenges organizations to reevaluate their DEI approach. For example, we need to remove counterproductive hiring practices that might have included target hiring goals and forced check the box diversity trainings. 📣 As a side note, I would NEVER have supported such hiring practices. 📣 Instead, let's foster more inclusive corporate cultures where authenticity and differences are embraced. In 2024, let's collectively reframe the conversation. It's not about silencing dissent but amplifying all voices, even the loudest dissenters to give everyone the opportunity for open dialogue. This is the only way can we create an environment where everyone feels truly included. Here's to a transformative year ahead! 🚀✨ https://lnkd.in/gn_iJE2w

Why were diversity goals prominently featured in companies' annual reports in 2022 only to disappear a year later? Dozens of companies revised their descriptions of diversity, equity, and inclusion initiatives amidst legal and political challenges facing DEI programs. How do these changes reflect the delicate balance companies must strike between responding to critics and meeting the expectations of diversity advocates? Despite these alterations, companies assert they remain committed to their DEI efforts and long-term objectives. Yet, experts suggest that the adjustments in disclosure may stem from uncertainty regarding the legal landscape surrounding diversity programs, coupled with concerns about potential political repercussions following the Supreme Court's 2023 ruling on affirmative action. Could these shifts signify a broader reevaluation of corporate approaches to diversity and inclusion? #DiversityGoals #DEIPrograms #CorporateStrategy #LegalChallenges #PoliticalBacklash #CorporateResponsibility