Training Industry, Inc.’s Post

We are thrilled that Dayforce received our 2023 Workplace Impact Award for their Achieving Corporate Equity (ACE) program. Launched under the leadership of Donnebra McClendon in 2022, the program continues to demonstrate a remarkable commitment to fostering diversity, equity, and inclusion. ACE addresses the professional development and advancement opportunities for minorities at Dayforce. Through individualized coaching, mentorships, and comprehensive learning modules, participants receive the resources and guidance to reach their full potential. The program also includes group sessions, where cohorts collaborate on assignments and projects, fostering a supportive and collaborative environment. In 2023, Dayforce expanded the ACE program to include additional resources and support for participants. Sessions with psychologists were increased, providing crucial support for overcoming past traumas and personal obstacles. The Leadership Lecture Series was also expanded, further enhancing participants' leadership skills and knowledge. ACE increased internal mobility opportunities and reduced pay and hiring disparities. The impact of Dayforce's DEI efforts have been significant: less than a 1% disparity between men and women globally, 49% representation of women in their workforce, 50% of Board of Directors being women or people of color, and recognition on the Bloomberg Gender-Equality Index for the second consecutive year. As Dayforce looks ahead to 2024, the firm stays committed to further expanding and refining the ACE program. They plan to identify global business problems that DEI can help solve and enhance internal mobility opportunities for ACE participants. #WorkplaceImpactAwards

When we #InspireInclusion, it means the contributions, presence, and perspectives of different groups of people are valued and integrated into classrooms, workplaces, and boardrooms. This #InternationalWomensDay, explore all the ways you can join us in embracing #MoreWomenLeading and positively contribute to the success and performance of our organizations. https://bit.ly/48BO5yL #IWD2024

Such a good read from Dr. Nicholson!

Thrilled to share my first insight paper for #Seramount: "Unveiling 2023’s Top 10 DEI and Talent Practices." 🌈 Despite challenges, DEI and Talent leaders are innovating and fortifying their positions in a rapidly evolving landscape 💪 📈 The time to reflect on the year's most impactful workplace inclusion strategies is now. Dive into Seramount's latest report, distilling insights from the world's top DEI and Talent leaders. Discover cutting-edge tactics for demonstrating value, scaling impact, and redefining roles 💡 🌍 In the present moment, the call for collaboration and innovation resounds far and wide. Let's shape a future where workplace inclusion is not just a goal but a reality 🌟 #dei #talentleaders #inclusionrevolution #deistrategy 🚀 https://lnkd.in/gcWeiRye

Did you miss MPWRPeople's course with Dr. Christine Fuselier, PhD? She discussed how to practice diversity, equity, and inclusion within an any size of an organization, and it was amazing! (Link at the bottom.) In this empowering session, Dr. Fuselier will guide you through the essential principles and actionable strategies necessary to cultivate a workplace that embraces diversity and champions equity, regardless of your organization's size – from micro-enterprises to large corporations. 🚀 Key Takeaways: 1️⃣ Understanding DEI Fundamentals:Gain a solid foundation in the core principles of Diversity, Equity, and Inclusion and their crucial role in fostering a thriving organizational culture. 2️⃣ Assessing Your Current State:Learn how to evaluate your organization's current diversity and inclusion landscape, identifying strengths and areas for improvement. 3️⃣ Building an Inclusive Culture:Discover practical strategies to embed DEI into the fabric of your organization, creating an inclusive environment where every voice is heard and valued. 4️⃣ Employee Engagement and Education:Explore ways to actively engage and educate your team, fostering a collective commitment to diversity, equity, and inclusion. 5️⃣ Leadership Role in DEI:Understand the pivotal role leadership plays in driving DEI initiatives, and how leaders can inspire positive change at every level of the organization. 6️⃣ Mitigating Bias in Decision-Making:Learn effective techniques to recognize and address bias in decision-making processes, promoting fairness and equality. 7️⃣ Measuring and Monitoring Progress:Dr. Fuselier will guide you through the tools and methods to measure and monitor the progress of your DEI initiatives, ensuring continuous improvement. https://buff.ly/4bmvNUW Ready to MPWR your workplace? Hit play, subscribe, and let's embark on this impactful DEI journey together! 💪🏽✨ To participate in our live educational courses, as well as the Q&A/Ask the Advisor segments that immediately follow, you must be an MPWRPeople member. To join MPWRPeople for free visit https://buff.ly/4baEbX9 #MPWRPeople #DEI #InclusionRevolution #LeadershipDevelopment

Set goals from organizational values We’ve written before about the importance of building organizational values and revisiting them often. Conversations about organizational values matter because they give staff and board members the opportunity to talk about some of the questions that are most critical to the organization’s work. For recent client interACT, a core value is “striving for collective well-being”: “Internally, we commit to co-creating a workplace where we feel entrusted and supported, everyone’s offerings are valued, we have room to learn, and we feel that we are treated equitably and contributing to the growth of a healthy, sustainable organization. Externally, we commit to acting with compassion, integrity, and accountability in our relationships, and with particular care for the health, safety, and well-being of intersex people, especially the youth we work with.” There is a direct line from this value to strategies that put it into action: Their three- to five-year goals include a comprehensive pay and benefits equity plan as well as an ongoing needs-based compensation assessment program. Read the full post at https://bit.ly/3IHIRGZ Want more posts on nonprofit strategy, racial equity, and leadership? Subscribe https://bit.ly/3qmL28Q

Diversity and inclusion are key drivers of organisational success, fostering environments where varied perspectives lead to innovative solutions and enhanced problem-solving. By embracing these principles, companies not only enhance their financial outcomes but also create a culture that attracts top talent and nurtures creativity. Read on to learn the numerous ways in which diversity and inclusion contribute to superior team performance. #DiversityandInclusion #InclusiveLeadership #TeamPerformance

Set goals from organizational values We’ve written before about the importance of building organizational values and revisiting them often. Conversations about organizational values matter because they give staff and board members the opportunity to talk about some of the questions that are most critical to the organization’s work. For recent client interACT, a core value is “striving for collective well-being”: “Internally, we commit to co-creating a workplace where we feel entrusted and supported, everyone’s offerings are valued, we have room to learn, and we feel that we are treated equitably and contributing to the growth of a healthy, sustainable organization. Externally, we commit to acting with compassion, integrity, and accountability in our relationships, and with particular care for the health, safety, and well-being of intersex people, especially the youth we work with.” There is a direct line from this value to strategies that put it into action: Their three- to five-year goals include a comprehensive pay and benefits equity plan as well as an ongoing needs-based compensation assessment program. Read the full post at https://bit.ly/3IHIRGZ Want more posts on nonprofit strategy, racial equity, and leadership? Subscribe https://bit.ly/3qmL28Q

Set goals from organizational values We’ve written before about the importance of building organizational values and revisiting them often. Conversations about organizational values matter because they give staff and board members the opportunity to talk about some of the questions that are most critical to the organization’s work. For recent client interACT, a core value is “striving for collective well-being”: “Internally, we commit to co-creating a workplace where we feel entrusted and supported, everyone’s offerings are valued, we have room to learn, and we feel that we are treated equitably and contributing to the growth of a healthy, sustainable organization. Externally, we commit to acting with compassion, integrity, and accountability in our relationships, and with particular care for the health, safety, and well-being of intersex people, especially the youth we work with.” There is a direct line from this value to strategies that put it into action: Their three- to five-year goals include a comprehensive pay and benefits equity plan as well as an ongoing needs-based compensation assessment program. Read the full post at https://bit.ly/3IHIRGZ Want more posts on nonprofit strategy, racial equity, and leadership? Subscribe https://bit.ly/3qmL28Q

It’s #IWD2024! When we #InspireInclusion, it means the contributions, presence, and perspectives of different groups of people are valued and integrated into classrooms, workplaces, and boardrooms. This #InternationalWomensDay, explore all the ways you can join us in embracing #MoreWomenLeading and positively contribute to the success and performance of our organizations. https://bit.ly/48BO5yL