USPAACC-West’s Post

In The News: CEO Maya Roy discusses how to make inclusion a corporate priority in the Toronto Star. "What’s happening right now is what I would call “rightsizing.” The companies who always intended to do the work, who were working to centre human rights in good faith, are continuing to do that work. And then there are the companies who are simply moving on to the next flavour of the month. It really pains me when Black lives, racialized lives, women’s and children’s lives are seen as a fad, as opposed to, for example, how JPMorgan Chase & Co. has consistently said this is the right thing to do."- Maya Roy.

🌟 Remember, allyship is an ongoing commitment! 🤝 As we wrap up Bi+ Awareness Week, it's crucial to emphasize that being an ally isn't limited to a specific timeframe or event. It's a daily, continuous commitment to ensuring that everyone feels valued and respected, regardless of their sexual orientation, gender identity, or any other characteristic that makes them unique. Inclusivity and acceptance should be woven into the fabric of our workplaces, communities, and daily interactions. It's about standing up for what's right, even when it's not easy, and actively challenging biases and stereotypes. Let's keep the momentum going, striving to create a world where diversity is celebrated, and where every individual is seen, heard, and valued. Together, we can make a lasting impact. 💪🌍 Out & Equal JPMorgan Chase & Co. Tina Vega #Allyship #InclusionMatters #DiversityandInclusion #BiPlusAwareness #EverydayAlly

We require CEOs who offer more than just empty promises. My experience has shown that some CEOs may verbally advocate for change, yet their actions and decisions suggest otherwise. This includes restricting Diversity, Inclusion, and Belonging (DIB) budgets, not having the Chief Diversity Officer directly report to them, and reducing their DIB teams to tokenistic levels. Effective leadership demands individuals who are bold and principled, leaders who stand by their convictions and prioritize doing what is right. This isn’t about meeting quotas; it’s about fostering a workplace culture that genuinely values, encourages, and champions diversity, inclusion, and belonging.

Happy #tdov! If you're not sure whether your efforts to make your workplace more trans inclusive are having an impact or you aren't prioritizing this yet, watch this incredible profile to see the life-changing difference it can make for trans employees, current and future!

Diversity, equity, and inclusion (DEI) can only progress if built in, not bolted on, to how an organization works. I was reminded of this yesterday when I had the chance to reconnect with friends at a session for TD’s Transformation, Enablement, and Customer Experience team. Over the 8+ years I’ve been at TD, I’ve had the opportunity to work closely with many across this group, first when I was in Legal advising on technology, innovation, and customer experience, and now in my current role leading DEI. Yesterday, not only did I get to share a great conversation with Dawn Cooper about tangible actions to drive gender equity, but I also had the chance to hear from Christine Morris, Baiju Devani, and Salim Teja as they discussed machine learning and AI, including how focused they are on trust and fairness while enabling innovation. The core of DEI isn’t one-time events or LinkedIn posts (ha). It’s increasing our understanding of others’ experiences to strengthen fairness and inclusion for everyone, through the work we all do every day. Thanks to the TECE team for the invite and all they do in support of DEI.

This week I spent a day on the trading floor, at a client. I had not done that in a while. The energy and buzz of a trading floor is always palpable. Rows of desks, and people, each workstation is a well lived space, which, in addition to a wall of screens, traders have made their own. Family photos, snacks, boxes of their favorite cereals, shoes under the desk etc. During the day the floor is noisy, people speaking, gathering, discussing. After market hours it empties out, its quiet until the following morning when it all starts again. Along the edges of the floor, large offices are occupied by senior management. This to me is the absolute representation of the corporate world, of finance, of banking, at the highest levels. In the middle of New York City. Traditionally and historically it had not been a diverse place, yet times are changing, and for example gender balance is improving. Going to the pantry to get a coffee, I am thinking about this, as I am looking around, looking for diversity, and a distinctive feeling of presence comes over me: “I am here, we are here”. Then, a few desks over, I spot a pride flag on top of a screen. It made my day. At the start of my career, I would have never imagined a day when I would be walking through a trading floor as my authentic self. Today here I am. #lgbtq #womeninbusiness #authenticity

As a Harvard Business Review article pointed out, we should all find it offensive that in 2023 we still need to offer financial justification for initiatives designed to ensure fairness and a sense of belonging in the workplace. For many companies, DEI has been reduced to a brand metric. Theo Lau offers some great insights:

Tokenism in your inclusion efforts made it clear you don't care. Seriously. It did. - Do you remember the black squares in 2020? - Do you remember the pledges to do better? - Do you remember the talks of effort and changes to bring about inclusivity? Now. - Do you remember the CEOs who recently came out to say they feel pressured? - Do you remember a certain prominent voice saying DEI should DIE? - Do you remember the companies who pledged and their companies continued with a lack of representation, diversity or inclusion? Yes, we all do. This is why people are choosing to walk away from these companies, no longer spend money with these companies and boycott these brands. As humans, we value empathy, inclusion and care and once we see that efforts are fake, regaining that trust back will be difficult. If you're overwhelmed with how you make a tangible effort and pledge to change, let's have a chat to ensure that you don't fall into the tokenistic bucket.

“DEI initiatives with a Caveat or Bandaid DEI efforts are simply meaningless and performative.” Here’s why. I was chatting with a Wells Fargo staff at our local branch this morning. Me: I heard you offer debit card with authentic name instead of legal name for trans? Bank Staff: Yes, we used to offer that. Now we no longer do. So we are asking our transgender customers to come in and change to their legal name. Me: Wow, like outing them after showing them that you are inclusive? Bank Staff: (smiles) Unfortunately, yes. We have to follow our legal guidelines. Me: So you would have followed the rules while giving them their cards? Bank Staff: Yes, we did. The rules have changed now. By the way, would you like a PRIDE unity design on your card? Me: (Smile) Sure, why not. It's sad that your inclusivity is just at a surface level. Like a Pride flag on this card. Bank Staff: (laughs) Very true, You need to take it to the senior most level. Me: Trust me. I will. Implementing DEI initiatives can be challenging, yet the rewards in the long run are valuable. As leaders, it's crucial to reassess your DEI initiatives and prioritize their lasting benefits for customers, rather than merely focusing on compliance. #linkedintopvoices #allies #allyship #changemakers #diversityequityinclusion #diversity #diversityequityandinclusion #hrconsulting #hr #mentalhealth #hrtech #Bathroom2Boardroom #diversityandinclusion #neurodiversity #hradvice #hrrecruiter #hrrecruitment #leadership #humanresources #deib #lgbtq #transgender #genderdiverse #gendernonbinary #humanrights #ceo #ceos #leadership #leaders #healthcare #healthequity

Celia's frustrating experience perfectly sums up what happens when companies treat Pride and DEI initiatives as marketing campaigns rather than important manifestations of foundational company values. Customers are smart and can tell when inclusion efforts are only surface-level. When business leaders follow through on their values with action, it builds trust and creates powerful community ties. #deistrategy #deileaders #deitraining #diversityequityandinclusioninitiativeimplementation #diversityequityinclusionbelonging #lgbtqinclusion #lgbtqpride #trustbuilding #customertrust #consumertrust #companyvalues #corporatevalues