Shaw Industries’ Post

Come as you are. We’ve launched a new Diversity & Inclusion strategy! Diversity has the power to unlock new ideas, new potential, and create an environment where we all thrive. That’s why everyone is welcome as their true selves at Marston’s; we want our people to feel represented, valued, and appreciated as individuals. We know we have work to do to achieve an authentically diverse and inclusive workforce. So, we’ve created and launched an updated strategy to reflect how far we’ve come on this journey and provide actionable steps to achieve our goals. The strategy has three core aims; 1) to improve awareness and understanding, 2) to drive innovation, and 3) to attract, retain and grow diverse talent. We have seven inclusion networks which will continue to support our D&I plans and activities. These employee-led groups create spaces for our people to connect with one another, including but not limited to those who share similar characteristics or life experiences. Personality counts for more than anything else here; Marston’s doesn’t work if we’re all the same. Our difference makes us special, it’s the thing people remember. So come as you are, and we’ll accept you and celebrate you for being you. #WherePeopleMakePubs #ComeAsYouAre #WeWillGrow #Diversity #Inclusion

PixeliQ is dedicated to a diverse, equitable, and inclusive workplace, recognising that diversity fuels innovation and better decisions. Our DEI initiatives span: Recruitment and Retention: We aim for diversity in talent acquisition and maintain fairness in hiring. We nurture this talent by fostering an environment where all employees feel included and appreciated. Professional Development: Equal access to career advancement and leadership opportunities is provided, with mentorship programs aiding underrepresented employees Workplace Culture: DEI is ingrained in our policies and daily operations. We celebrate diversity and strictly oppose discrimination, with regular DEI training to maintain an aware and inclusive team Community Engagement: Our commitment to DEI extends to community involvement and supporting relevant initiatives Accountability: We track our DEI progress through assessments and transparent reporting, ensuring we stay true to our objectives and continually improve. PixeliQ integrates DEI deeply into our ethos, striving for a workplace that exemplifies progressive culture and industry leadership, always open to enhancing our DEI practices based on team feedback.

Workplaces striving for humanity and embodying a human-centered approach play a pivotal role in fostering solidarity, empathy, tolerance, and kindness, especially in the face of black swan events, wars, conflicts, genocides, and ethnic cleansing. The ethos of these organizations rests on the principle that biases and prejudices have no place within their walls. They reject any influence that may lead to the penalization of their adult workforce based on factors unrelated to merit or performance. Such actions are not only ethically wrong but also stand in stark contradiction to the values, code of ethics, and personal leadership principles upheld by these workplaces. In their pursuit of creating a positive and nurturing environment, these organizations recognize the importance of embracing diversity, equity, and inclusion. They understand that fostering a workplace free from biases contributes not only to employee well-being but also aligns with their vision of creating a world worth living in. As they aspire to be the best places to work, they recognize the imperative to nurture the essence of being human in every aspect of their organizational culture.

With the exponential rise of the Chief Diversity Officer, what types of executives are qualified for these positions and what is the extent of their impact once they’re hired? Frank Douglas, Chief Executive Officer at Caerus Executive, shares his thoughts on what makes a credible candidate for the Chief Diversity & Inclusion Officer role. Learn more in our recent article: https://lnkd.in/dFBgTGtg #diversityequityinclusion #HRleadership #thoughtleadership

This is one of my passions! Let's chat on your company’s DEI journey! Many companies want to implement DEI strategies but don’t know where to start. Here’s the roadmap: 1) Work from where you are: Initiate workplace diversity efforts, recruit diverse talent, and set goals for representation. 2) Cultivate the right mindset: Foster open dialogue among stakeholders for an inclusive workplace. 3) Evaluate processes: Break down barriers hindering equal opportunities within your DEI strategies. 4) Secure senior leader support: Elevate DEI as a top priority, aligned with strategic imperatives. 5) Extend beyond the organization: Collaborate with partners who share your vision and engage in community outreach. Ready to turn intentions into actions? Learn more in TEKsystems’ latest report, Diversity, Equity and Inclusion in IT 2024. https://bit.ly/3wtL9GU

In my doctoral program, SMARTIE goals were one of the most clever ways I learned to incorporate evaluating diversity principles in your organization, strategic plan, and organizational culture. At the very least, it creates a conversation to think about and discuss what diversity looks like in the work environment. I'm sharing this for those who are authentically looking to incorporate equity, diversity, and inclusion in the workplace. https://lnkd.in/e9g5phZs

When DIAL Global comes in to accelerate your diversity, inclusion, belonging, equity and culture imbalance… It’s a science, not a telling off. We’re the only organisation that analyses your specific situation and develops a personalised solution to make sure that your diversity credentials don’t just look good on paper – we get you tangible results that speak for themselves. 📈 Because addressing these issues is often complicated,nuanced, and never one-size-fits-all. But it is always important to get it right. DIBEC is not a quick fix where you can tick a few boxes – it’s the process of building a diverse culture that self-perpetuates through having diverse voices at all levels of the business, both internally and externally. That takes time, and work. Luckily, we’re here to help you figure it out, support you personally and professionally. Perhaps it's because we want to engage in more transformative work with individuals in this field, helping them support their brands to reach their full potential. ✨

At LinkedIn, diversity, inclusion, and belonging (DIBs) is a cornerstone of our culture. Today, as we publish our tenth annual diversity report, we hold ourselves accountable to the commitments we’ve set forth, and reinforce our vision to create economic opportunity for every member of the global workforce. I'm particularly encouraged by the progress we've made over the past three years. Notably, we met our commitment for senior U.S. Black employees in FY22 and have continued to see our most significant progress in the growth of our U.S. Black and Latino Director+ populations. We closed FY23 at 2.3 times and 1.9 times our FY20 employee populations for senior U.S. Black and Latino employees, respectively. However, there are still areas of opportunity where we can continue to invest to create even more meaningful impact. I humbly realize that belonging isn’t something any of us can create for ourselves. It’s the product of a shared commitment by all to create a space in which employees can be themselves fully and have that fullness honored and celebrated. As we progress towards our next fiscal year, we remain steadfast in our commitment to fostering an environment where every employee feels not only included but also a true sense of belonging, regardless of their social identity. Please find our full report in our pressroom here: https://lnkd.in/e5aTGUUv

How are your staff and managers being supported on their DE&I journeys? Having DE&I Champions is a means of embedding good DE&I Practice into your organisations. Get in touch to find out more by contacting Nic@diversitymarketplace.co.uk

Embracing the Power of Unity: Unlocking the Strength of Diversity . This quote by Ryunosuke Satoro encapsulates the profound impact of collective effort and unity. . At first glance, it portrays a simple analogy: one drop of water appears inconsequential, but when combined with countless others, it forms a vast and powerful ocean. . Similarly, individuals, each with their unique abilities and strengths, may seem insignificant on their own. . However, when they come together, they create a force capable of immense change and influence. . In the context of a physically disabled hiring company, this quote underscores the importance of inclusion and diversity in the workplace. . Each individual, regardless of their abilities, contributes to the collective strength and success of the organization. . By embracing and leveraging the talents of every employee, the company can achieve remarkable outcomes that surpass what any single person could accomplish alone. . Furthermore, it highlights the value of collaboration, mutual support, and unity in overcoming challenges and achieving shared goals. . Ultimately, this quote serves as a powerful reminder that together, individuals can create waves of positive impact that ripple far beyond their individual contributions.