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Many organizations are committed to 𝓭𝓲𝓿𝓮𝓻𝓼𝓲𝓽𝔂, 𝓮𝓺𝓾𝓲𝓽𝔂, 𝓪𝓷𝓭 𝓲𝓷𝓬𝓵𝓾𝓼𝓲𝓸𝓷 (𝓓𝓔𝓘), but few approach it with the same level of rigor as they do other key business priorities like revenue or customer satisfaction. In 𝓘𝓷𝓬𝓵𝓾𝓼𝓪𝓵𝔂𝓽𝓲𝓬𝓼: 𝓗𝓸𝔀 𝓓𝓲𝓿𝓮𝓻𝓼𝓲𝓽𝔂, 𝓔𝓺𝓾𝓲𝓽𝔂, 𝓪𝓷𝓭 𝓘𝓷𝓬𝓵𝓾𝓼𝓲𝓸𝓷 𝓛𝓮𝓪𝓭𝓮𝓻𝓼 𝓤𝓼𝓮 𝓓𝓪𝓽𝓪 𝓽𝓸 𝓓𝓻𝓲𝓿𝓮 𝓣𝓱𝓮𝓲𝓻 𝓦𝓸𝓻𝓴, authors Victoria Mattingly, PhD and Sertrice Grice and Allison Goldstein introduce a data-driven framework designed to achieve measurable DEI outcomes and ensure long-term success. By utilizing data, organizations can assess their current DEI landscape, uncover areas for improvement, and drive meaningful change. The authors help answer key questions, such as how to assess DEI impact, track progress, and measure ROI. One of the book's central themes is that diversity is the most straightforward aspect to measure and relatively easy to improve within an organization, especially when compared to equity and inclusion. However, it’s important to recognize that diversity reflects surface-level change. Merely altering the demographic makeup of your workforce, without simultaneously transforming culture and systems, may result in fleeting changes and potentially exacerbate existing issues. 𝓦𝓱𝓲𝓵𝓮 𝓭𝓲𝓿𝓮𝓻𝓼𝓲𝓽𝔂 𝓪𝓷𝓭 𝓮𝓺𝓾𝓲𝓽𝔂 𝓪𝓻𝓮 𝓬𝓻𝓾𝓬𝓲𝓪𝓵, 𝓽𝓱𝓮𝓲𝓻 𝓼𝓾𝓬𝓬𝓮𝓼𝓼 𝓱𝓲𝓷𝓰𝓮𝓼 𝓸𝓷 𝓲𝓷𝓬𝓵𝓾𝓼𝓲𝓸𝓷, 𝔀𝓱𝓲𝓬𝓱 𝓼𝓮𝓻𝓿𝓮𝓼 𝓪𝓼 𝓽𝓱𝓮 𝓬𝓸𝓻𝓷𝓮𝓻𝓼𝓽𝓸𝓷𝓮 𝓯𝓸𝓻 𝓮𝓷𝓭𝓾𝓻𝓲𝓷𝓰 𝓓𝓔𝓘 𝓲𝓷𝓲𝓽𝓲𝓪𝓽𝓲𝓿𝓮𝓼. Inclusion is the connective tissue that integrates these components, enabling organizations to foster truly diverse and equitable workplaces. By combining both quantitative and qualitative data—such as employee surveys and focus groups—leaders can make informed decisions and prioritize impactful interventions. The real power of Inclusalytics lies in transforming data insights into strategic actions and continuously monitoring progress to ensure DEI initiatives deliver meaningful results. This book is highly recommended for DEI practitioners, HR Leaders, senior leaders supporting DEI, people-analytics experts, DEI consultants and anyone interested in adopting a more data-driven approach to DEI. #DEI #Inclusalytics  #InclusionMatters Image Source: Internet

Navigating constant change in today’s workplace is a challenge we all face. Disruptive tech, economic shifts, and generative AI are transforming how we work. According to PwC’s 2024 Global Workforce Hopes and Fears Survey, while many employees are optimistic, half feel overwhelmed by rapid changes. In a previous post, I relayed this quote from my conversation with Jeff Wetzler (https://lnkd.in/eKyC-_zF): "Change comes with all kinds of challenges and dilemmas, and so many of the answers to those dilemmas reside in the people inside the organization." One thing that both Jeff and this PWC piece prove to be true is that engaging the workforce and prioritizing their experience allows us to turn our employee's challenges into opportunities for innovation and growth. #WorkforceTransformation #Leadership #EmployeeEngagement

It feels like every time we get a handle on one challenge, another pops up. AI is reshaping everything, geopolitical tensions are throwing curveballs, and the workforce wants flexibility that we weren’t even thinking about a decade ago. This week's #OnCulture delves into the pressing challenges and innovative solutions shaping today's workplaces: 1. McKinsey & Company: How resilient, servant-minded leaders navigate complexities like AI disruptions and geopolitical tensions by building mentorship-focused organizations that thrive amid change. 2. Entrepreneur: The power of executive thought leadership in driving growth, attracting top talent, and influencing customers through authenticity and connection beyond the boardroom. 3. MIT Sloan Management Review: The importance of assessing character alongside competencies in hiring and promotions to build a values-driven workforce and gain a sustainable competitive edge. 4. HR Dive: How personalized employee experiences and flexible work options are redefining talent strategies, with company culture playing a pivotal role in attracting and retaining top talent. 5. Psychology Today: The challenges neurodivergent employees face with "reasonable accommodations" and the need for proactive frameworks to ensure equity and foster true inclusion in the workplace. Read: https://lnkd.in/g4jXzGtU #Leadership #Culture #Inclusion #FutureOfWork #Neurodiversity

As 2024 comes to a close, it’s time to look ahead to the trends shaping leadership and inclusion in 2025. Here’s what we anticipate will be at the forefront: 🌟 Reimagining Inclusion for Hybrid Workforces: As hybrid and remote work continue to evolve, inclusive practices must adapt to ensure equity across all work settings. 🌟 Intersectionality at the Core: Organisations will deepen their understanding of intersectionality, addressing how overlapping identities shape workplace experiences. 🌟 AI and recruitment: With the rise of AI, ensuring fairness and eliminating bias in AI-driven hiring and decision-making processes will take center stage. 🌟 Equity-Driven Leadership: Businesses will emphasize equitable leadership pipelines, focusing on removing barriers to the access into leadership roles. 🌟 Sustainability Meets Inclusion: More organisations will integrate their people strategy with sustainability initiatives, recognising the interconnectedness of equity and social responsibility. 2025 is poised to be a transformative year! What are your organisation’s goals for the year ahead? Let’s work together to make meaningful progress. #PeopleStrategy2025 #EquityAndInclusion #FutureOfWork Would you like help planning your 2025 people strategy? Reach out—we’d love to support you: https://buff.ly/3NKP7k0

 The Leadership Revolution You NEVER Saw Coming (2025) I'm shook. Everything we thought we knew about leadership is being completely rewritten, and it's happening right before our eyes. Let me take you behind the scenes of what's ACTUALLY working in 2025: → Heart-First Leadership is CRUSHING IT The days of cold, corporate bosses are DEAD. When PepsiCo's Indra Nooyi (Ex CEO) sat down for real talks with her employees, she didn't just break barriers - she shattered them. Now 70% of C-suite leaders are putting people growth first. This isn't your grandpa's leadership style! → AI is the Secret Weapon Nobody's Talking About Walmart just dropped their My Assistant AI and it's a GAME CHANGER. Meanwhile, UPS is literally saving MILLIONS with AI-optimized routes. The future isn't coming - it's HERE. → Diversity Isn't Just a Buzzword Anymore Accenture isn't just talking about gender equality They're making it happen by 2025. The old boys' club? Consider it DISRUPTED. → Leaders Are Finally Getting Real About Burnout 🔥 65% of leaders are hitting the wall HARD. But companies like Nike are stepping up with wellness programs that actually work. Because burned-out leaders = burned-out teams. The Learn-or-Die Revolution 📚 Microsoft and Google aren't playing around. When 80% of Google's training comes from employees teaching employees, you know something MASSIVE is happening. The Results? They're WILD: Innovation through the ROOF 📈 Teams that actually want to stay 🏢 Leaders who actually lead (imagine that!) 👊 Weekend Wisdom: Want to know who's CRUSHING this new game? Satya Nadella (Microsoft): Making empathy cool again Julie Sweet (Accenture): Shattering ALL the glass ceilings Sundar Pichai (Google): Building the learning machine Real Talk: If you're not evolving, you're dying. The future of leadership isn't coming - it's HERE. 👇 Drop a 🚀 if you're ready to lead differently! #FutureOfLeadership #WeekendWisdom #Leadership2025 #DisruptionAlert

🔑 Key Insights: - Gen Z's Influence: Reshaping workplace norms, Gen Z prioritizes authenticity, purpose, and financial security. Their global mindset and tech-savvy nature drive industry change. - Collaboration Across Generations: Organizations leverage diverse skills from multi-generational teams to tackle challenges and foster innovation. - Legacy Matters: Today's decisions on AI, sustainability, and social equity shape future generations profoundly. Embrace change by fostering inclusive environments empowering all voices for meaningful growth. #GenerationalDynamics #Leadership #WorkplaceInnovation #FutureOfWork

Sharing this insightful summary of our global Hopes and Fears Survey findings, and in particular this great blog, by PwC's Peter Brown, Global Workforce Leader, capturing the 3 key requirements for successfully driving transformation despite ongoing uncertainty and complexity. These findings further support the powerful impact that our Transformative Leadership programing can make. #HopesAndFears #TransformativeLeadership #LeadingTransformation

2016’s global divisive narrative was my call to pivot for purpose. I spent eight years trying to create belonging at work for others. But, in the past year, I lost my own belonging. Today’s election results are a call to action for us to question our own leadership at work. I have championed DEIB change beyond my day job. This includes race, gender, and interfaith inclusion. I have led and helped others lead tough conversations. Yet, when I needed support myself, those at work who often claim to be allies remained silent. As we introspect on the election results and specially the voter demographics, we need to think about our own organization's culture and leadership. We spend most of our time at work. This is where different demographics come together for affluence and dignity. This is a platform that can drive the narrative in the society. I can only think about the sphere of influence that I can control. The work ahead is real in building purposeful leaders who drive impact on society through the workplace. In the reality to emerge in coming years, these three decisions point will tell us if we further fuel polarization through our own workplace or we fuel the alchemy to bring everyone closer through it: 1. Culture of authentic DEIB vs. Culture of PR Play Will leaders hold strong on DEIB despite the pressures to pull back, despite the possible backlash? Or will they fold, letting PR fears dictate your actions? The real commitment isn't in the slogans. It's in daily decisions to create inclusive workplaces. 2. Executive Order on AI: What’s the Plan if it is reversed? If AI regulation weakens, will leaders rush for profits, or will they invest in responsible AI? The choices they make on reskilling, monitoring inequities, and creating upward mobility for those affected will have seismic impact on the inequities gap. 3. Reversal on Flexibility with RTO Mandates? Flexibility is a lifeline, especially for caregivers and marginalized communities. Yet the very companies that champion “social good” are often the first to revoke it. Will leaders double down on this lifeline and deliver results while creating pathways for talent pools that are away from the coastal elite cities.

"inclusive workplaces aren’t controversial—they’re smart business." As Laura McGee points out, companies succeeding today aren’t ditching DEI, they’re evolving it. Data proves that diverse leadership drives profitability, innovation, and talent retention. The smartest organizations are doubling down on culture, engagement, and equitable opportunities to fuel long-term success. #DEI isn’t about politics, but rather it’s about performance. Let’s keep pushing forward. 💡#Leadership #FutureOfWork #PeopleAndCulture

Integrating DEI into Corporate Strategy: A Financial Analogy In today's rapidly evolving business landscape, integrating Diversity, Equity, and Inclusion (DEI) into corporate strategy is not just a moral imperative but a strategic one. Drawing parallels between DEI metrics and financial metrics can offer valuable insights for leaders. Just as financial health is monitored through balance sheets, cash flow statements, and income statements, DEI requires a comprehensive approach: - Diversity:A snapshot of the current blend of individuals, akin to a balance sheet. - Inclusion:Reflects day-to-day experiences influencing employee satisfaction and productivity, similar to cash flow. - Equity:Tracks the outcomes of interactions with organizational policies, mirroring the income statement. These DEI metrics provide a holistic view of an organization’s "people health," essential for strategic decision-making. By leveraging these insights, leaders can foster a more inclusive, equitable, and productive workplace, ultimately driving better business outcomes. #DEI #CorporateStrategy #BusinessLeadership #DavidHaigAssociates #Diversity #Inclusion #Equity #StrategicPlanning https://lnkd.in/erMmWHzw