The Folke Institute’s Post

I have been involved in DEI before it was a thing and even called that. It was about anti-discrimination, bullying and harassment to give equal opportunity. We are supposed to have legally protected demographics in the E.U. which are less than effective. The US movements following #METOO and the murder of George Floyd accelerated the momentum and initiatives became mainstream globally. Predictably like any major cultural and organisational shifts where the processes are cyclical, we are seeing push back from previously privileged groups who feel potentially excluded. Headlines now suggest that DEI will die. Although in Europe we don't have the same cultural context, there is still a degree of volatility, so are there are lessons to be learned from the US experience? These are well captured in this HBR post by Kenji Yoshino and David Glasgow Some of the practices they list as "risky" are being increasingly adopted in Europe - quotas and bonuses related to DEI goals for example; Their approaches propose not “lifting” certain groups above others, but rather “levelling” the playing field for everybody. They suggest ✔️ "Conduct employee education or training on topics such as bias, allyship, or inclusive leadership." ✔️"Create a more physically inclusive office environment, for example through all-gender bathrooms, nursing rooms, or child-care facilities" This can go much broader to cover all forms of accessibility including accommodations for the neuro-diverse. ✔️Conduct outreach to a broader range of colleges to attract a more diverse candidate pool. That in itself is non-inclusive - many don't go to university but could have the necessary skills. ✔️Support community organisations focused on DEI issues, for example through pro bono work and philanthropy. Many US trends like McDonalds cross the Atlantic. Will this be one of them? Will we be impacted by demands to dial back and weaken our initiatives? https://lnkd.in/eC-keddf #DEI #inclusiveworkplaces #businesstransformation #futureofwork #leadership

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 

This article reminded me of a situation I encountered a while back, where an employee expressed frustration about perceived unfairness in benefits for female engineers compared to their male counterparts. In this situation, male engineers were perceived to put in more physical effort on-site than their female colleagues, yet they received the same benefits. At that time, I strongly believed that individuals in the same role can have unique strengths and characteristics, and it's essential to recognize this diversity. I also realized the importance of providing DEI training to employees to foster inclusivity and understanding in the workplace. However, I couldn't help but wonder how we can navigate these challenges effectively, considering varying perspectives and avoiding any unintended discrimination. It's evident that DEI initiatives face complex legal challenges, especially when they meet specific criteria like conferring preferences to certain groups within legally protected categories, such as race, religion, gender, and more. The article provides a valuable roadmap for organizations to navigate these challenges successfully while remaining committed to their DEI goals. The article suggests two critical strategies that caught my attention: • Training on Unconscious Bias: Offering training programs for both employees and managers to raise awareness about unconscious bias and providing strategies to mitigate its impact during crucial decision-making processes like hiring, promotions, and project assignments. Personally, I believe it would be a great idea to incorporate unconscious bias discussions during lunch breaks with colleagues, fostering a more inclusive workplace environment. • Networking and Mentorship: Creating opportunities for employees from diverse backgrounds to connect and develop professionally through networking and mentorship programs. These initiatives can enhance inclusivity without directly tying them to promotions or compensation. #DEI #unconsciousbias

DEI policies work best when they are designed to include everyone and are backed by evidence: https://ow.ly/lCyE50TcC4E

Kenji Yoshino and David Glasgow – the legal experts who led the first LCLD webinar on SCOTUS’s affirmative action decision last year – offer three criteria that make #DEI programs most risky, as well as solutions to help organizations maintain the core focus. #diversity #equity #inclusion #leadership #strategy

VERY interested article regarding the current state of DEI.

Personally, I am baffled by the all these posts about the “death of DEI” - how can “fairness” become unfashionable, and even illegal?  What would you rather have.. homogeneity, inequity and discrimination? Perhaps we need a reminder of the basic principles of why we “do DEI” (for lack of a better phrasing) and a reset of how we approach the work… Kenji Yoshino and David Glasgow outline specific ways to avoid legal risk (in the US context) while pursuing “DEI’s core project of building a more just future” #equity #inclusion #diversity #DEI #equality #justice #diversityequityinclusion #belonging #diversityandinclusion #diversityequityinclusionandbelonging https://lnkd.in/ehrFgQNk

Such an important topic, even for us living in what we consider the “blue” States. The reduced staffing & funding can be seen everywhere. Read more to see what we can be doing.

A new survey finds a "chilling effect" on corporate DEI efforts due to lawsuits seeking to extend the Supreme Court's affirmative action decision. But pulling back on DEI is a mistake. Properly designed, DEI initiatives foster a culture of inclusion, prevent discrimination, and improve the workplace. And research shows more diverse teams perform better--they are more innovative and more profitable. To dispel one myth: there's nothing unlawful about collecting race, gender, and other demographic information about hiring and promotion. On the contrary, such data can help surface patterns, such as unlawful disparate impact prohibited by federal civil rights law, and help institutions develop lawful strategies like better outreach and retention efforts. Companies that continue to prioritize workplace inclusivity while adhering to legal guardrails will win the talent war and attract more customers.

WSJ: A LESSON IN DEI FAILURE FROM BRITAIN … ‘DIVERSITY, EQUITY AND INCLUSION’ COSTS BILLIONS AND DOESN’T WORK … Go ahead and cancel your DEI programs. That’s the message of a recent U.K. government report that found little evidence DEI efforts such as mandatory antibias training and corporate policy overhauls have any positive effect on corporate culture … It’s hard to say what DEI even means: “The terms ‘diversity,’ and ‘inclusion’ are conceptually ambiguous, rapidly evolving, and often conflated.” While the fad is to focus on diversity along racial, sex or other visible lines, “a visibly diverse organization is not necessarily meaningfully heterogenous.” Viewpoint diversity may be more important for a thriving company … Despite this lack of results, DEI has become a huge and expensive business. U.S. companies spend some $8 billion a year on DEI training and in the last five years the number of people with the job title “head of diversity” more than doubled … This is no way to run a company, a government or an economy. Companies profit from diverse and inclusive workplaces, but that’s often the opposite of what DEI programs produce. Kudos to the British for starting to rethink this divisive politically motivated scheme.