The Winters Group, Inc.’s Post

How do we move forward? The creation of productive messaging against what DEI is and is not and storytelling about its impact. Do we tell a relatable, convincing, and understanding story about this work and the transformative aspects of it (if people are open to it)? This work has its faults and challenges like any other area; however, this is the hot topic right now for a reason(s). In my opinion, the messaging against this work is louder than the support for this work. I think by developing these messages and stories we could better educate people about what it actually is and is not.

Blacklash and diversity, equity, and inclusion (DEI) have become increasingly important topics in the workplace. 💼📈 Studies and cases have shown that organizations that prioritize DEI initiatives not only create a more inclusive environment 👥👩👩👧👦 but also experience numerous benefits such as increased innovation, 💡 better decision-making, ⚖️ and higher employee engagement. 🤝 It's crucial for companies to address any potential backlash that may arise when implementing DEI strategies. 🙅♀️ Open and transparent communication, along with education and training programs, can help mitigate resistance 🚫 and foster understanding among employees. 🤝 To measure the success of DEI efforts, organizations can establish key performance indicators (KPIs) such as representation of underrepresented groups in leadership positions, employee satisfaction surveys, and diversity training completion rates. These metrics provide valuable insights into the effectiveness of DEI initiatives and guide further improvements. Allocating resources, both financial and human, is essential for the successful implementation of DEI initiatives. This includes investing in diverse talent acquisition strategies, creating employee resource groups, and providing ongoing training and development opportunities. References: - Harvard Business Review: "The Case for Diversity" - McKinsey & Company: "Diversity Wins" - Deloitte: "The Diversity and Inclusion Revolution - Eight Powerful Truths" By prioritizing DEI and addressing any potential backlash, organizations can create a more inclusive and equitable workplace that benefits both employees and the overall success of the company."#DEI #DiversityAndInclusion #InclusiveWorkplace #Equity #WorkplaceDiversity #EmployeeEngagement #Innovation #LeadershipRepresentation #EmployeeSatisfaction #TrainingAndDevelopment #ResourceAllocation #InclusiveCulture #DEIBenefits #BacklashMitigation #InclusiveLeadership #DiverseTalentAcquisition #EmployeeResourceGroups #DiversityWins #InclusiveSuccess #HarvardBusinessReview #McKinseyAndCompany #Deloitte https://lnkd.in/dmTwihHC

Sharing some key tips for organizations looking to create a successful DEI strategy. ✅ Understand the nuanced intersections of diversity and utilize an Intersectioanl lens. - Recognize that individuals hold multiple identities that intersect and impact their experiences. Consider how these intersections shape their interactions within the organization and tailor DEI initiatives to address these complexities. ✅ Data-driven decision-making. - Utilize data to identify areas of improvement and track progress towards DEI goals. Collect demographic data, conduct surveys, create and assess feedback loops and analyze metrics to inform strategic decision-making and measure the impact of DEI initiatives. ✅Focus on systems, not just individuals. - Look at organizational policies, practices, and structures that may perpetuate inequities and work towards addressing them. ✅Center the most marginalized voices. - Ensure that those most impacted by inequities are at the forefront of DEI efforts. Create spaces for these voices to be heard, and prioritize their needs and experiences in shaping your strategy. ✅ Continuous learning and adaptation. - DEI work is an ongoing process that requires continuous learning and adaptation. Stay informed about best practices, engage in training and education, and be open to feedback and course correction to ensure the effectiveness of your DEI strategy. By incorporating these principles into your DEI strategy, organizations can create a more comprehensive and effective approach to promoting diversity, equity, and inclusion. #DEI #equity #inclusionstrategy

🙌🏾 I remember the first time I experienced an organization open to building a DEI strategy the RIGHT WAY. 🧐 (Normally, it would take a lot of convincing to get leadership on board and see the value and cost savings it would bring to the organization.) But not this time. 👉🏾 I’ve shared the value, cost savings, and significance of doing the process RIGHT. Not only did this save the organization money, but the company also saw a 25% increase in retention from historically marginalized employees. 😎 That’s why I’m so excited about my free masterclass, which could bring similar results. ✅ That’s right! You don’t even need to build your approach from scratch, as many organizations have done. This will eliminate the guesswork. ✅ With Data-Driven Inclusion, you can streamline your DEI maturity with areas of improvement and what’s working to build a scalable and sustainable DEI strategy. Which means… 🔥 Like other organizations, you can save time and cost AND build a TRULY inclusive culture correctly. 🔥 No more stressing over the turnover of marginalized employees. No more wondering what the next DEI initiative should be. No more missing out on building the culture that keeps you competitive. ⬇️ Comment below if you want the link with the details. The masterclass will be here sooner than you think (5 days)! #deidata #deiassessment #deistrategy #inclusion #belonging #diversity #equity #acceptance #awareness #doitright #youcandoit

🌟 Elevating Diversity, Equity, and Inclusion: The Power of Assessments! In today's rapidly evolving workplace landscape, Diversity, Equity, and Inclusion (DEI) isn't just a checkbox—it's a strategic imperative. I recently had an enlightening conversation with a company leader tasked with spearheading DEI efforts, and we delved into the transformative impact of assessments in this vital work. 📊 Why Assessments Matter in DEI: Assessments serve as the compass guiding organizations on their DEI journey. They provide invaluable insights into current practices, perceptions, and areas for growth, empowering leaders to make informed decisions and drive meaningful change. ✨ The Benefits of Organizational Assessment in DEI Work: Baseline Understanding: Assessments establish a baseline understanding of an organization's DEI landscape, illuminating strengths and areas for improvement. Inclusive Decision-Making: Data-driven insights foster inclusive decision-making, ensuring that DEI initiatives are rooted in authenticity and relevance. Catalyst for Change: Assessments serve as a catalyst for proactive change, igniting conversations, and actions that drive tangible progress. At Lead Well Strategic Consulting, we understand that meaningful DEI transformation begins with assessment. Our DEI training and services are designed to empower organizations to navigate complexities, foster inclusion, and cultivate a culture of belonging. 🚀 Ready to Embrace DEI Excellence? Let's embark on a journey of transformation together. Connect with Lead Well Strategic Consulting to explore how our DEI training and services can propel your organization toward a future of equity, belonging, and empowerment. #DiversityandInclusion #DEITraining #OrganizationalAssessment #EquityandBelonging

👋 👋 👋 Hola ! Hi there ! A recent conversation with a member of a consultancy I collaborate with made me reflect on the following: as a DEI Specialist, what are the elements that I consider they show an organization is doing a good job regarding DEI ?! ... Interesting 🙄 To me they are 6 of them : 1- 👩💼 👨💼 The Exec Team is absolutely aligned and supportive with the idea of a real DEI transformation. 2- 🤝 The project is led by a consistent team that truly believes in DEI and makes sure is surrounded by allies and activists that help boosting the change. 3- 🏅 The DEI strategy is aligned with the Values and/or the Purpose of the Organization. 4- 🌈 🛁 The project consists in a real action plan rather than a DEI Washing list of useless actions. 5- 📐 🔬 The majority of the actions are measurable (other wise, as you know, they do not exist!). 6- 🎤 📱 The Comms Team is fully involved so that every achievement is communicated internally and externally. ... Am I missing any? ... please comment 😊 #dei #diversity #diversityandinclusion #diversidad #inclusion #people #peoplematter #diversityequityinclusion

DEI is under attack in the media and business leaders are questioning the value of DEI. If you’re a DEI champion, how should you respond to those critics? If you don’t see the benefits of DEI, why start caring now? I encourage DEI champions and those who feel opposed to it to keep the conversation going and actively listen to each other’s perspectives and experiences. By engaging in thoughtful dialogue, we can challenge our own assumptions, broaden our understanding, and ultimately find common ground. What I want you to take away from this video: 📌 The goal of DEI efforts is to create an inclusive workplace where everyone feels heard and welcomed, by providing a personalized work experience for all employees and not targeting any particular group. 📌 Being curious and open-minded is essential for growth and learning in a diverse environment. 📌 DEI should be held to the same standard and given similar support as other programs and investments in an organization. DEI benefits everyone, which is why I've created a comprehensive video series offering insights and practical strategies for managing and overcoming skepticism towards DEI. Explore additional insights and resources on navigating DEI resistance through the link in the comments. #DiversityAndInclusion #DEIUnderAttack #InclusiveWorkplace

Which Path Leads to Effective DEI in the Workplace? All roads lead to diversity, equity & inclusion (DEI) in the workplace. But which one do you take? Embedding a DEI action plan into a company's vision, mission, and values is a fundamental step, but the execution is where complexity arises. Questions abound: ✅ Who owns the strategy? ✅ What are the actionable DEI steps? ✅ How do we measure success and track progress? These are not just theoretical questions but critical components that require clear, actionable answers. Many organizations admit to not having a DEI plan or not knowing how to proceed. A larger number acknowledge that establishing a sustainable, long-term DEI strategy is a leading challenge. It's not just about setting goals but about understanding the path to achieving them. As you plan your DEI agenda for 2024, consider making it more tangible and impactful. Partner with us to celebrate key DEI events throughout the year. With our guidance, you can structure a DEI Calendar that is not only comprehensive but also actionable and aligned with your organization's unique culture and goals. Plan your Diversity, Equity & Inclusion (DEI) Calendar for 2024 in just a few clicks. Let's pave the way to a more inclusive future together! #TSIM #dei #diversityandinclusion #learninganddevelopment

DEI backlash is on the rise. As a result, so is DEI backpedaling. In spite of this, there's good news: a 2024 study of C-suite leaders in the U.S. revealed that 93% of employers remain committed to inclusion, equity, and diversity. As we press ahead, a few reminders for #dei communications. ⏩ Your overall DEI program must be aligned with the company's mission and values. ⏩ Inspiring audiences around these programs and initiatives can only happen when there’s work behind your words. ⏩ This work must be rooted in rigor, accountability, and action. ⏩ Now more than ever, DEI communications need to blend bold commitments with genuine storytelling. ⏩ Emphasis on human impact is how we'll change hearts and minds. We believe in a world where DEI has staying power. So let’s continue to push for one where all voices are heard, where differences are celebrated, and where the playing field is level. Link to more of our thinking on this in the comments ⤵

DEI KEYNOTE: I am now available to introduce #DEI to your organization in a way that is gentle, safe, human, and reasonable, and that makes people more open to DEI training and OD projects. I won't do the subsequent DEI training. There are a lot of talented specialists out there who do that work. What I am offering is a brief keynote that makes the case in everyday business language — without any scary jargon. I will convince your executives and your employees that DEI is reasonable (not radical), and is based on mainstream values that most of us already accept — and that are good for business. The purpose is to set up your organization for success in its diversity work, with less resistance to change and more engagement in the project. People won't work on something they don't understand, that seems threatening, or that (mistakenly) appears to be someone else's problem. Again, I don't want to be your DEI supplier. I just want to help you launch — or re-energize — your DEI journey as an organization with a reasonable, engaging, memorable one hour discussion. It's for everyone, including decision makers who are resisting your DEI work. Advanture Consulting #Diveristy #Equity #Inclusion #Belonging #Multiculturalism #Ethics #Engagement #EQ #SocialSavvy #PeopleSkills #PeopleandCulture #HR #OD #Morale #Community #Teamwork #Collaboration