Veychenda Saing’s Post

Trust-building should not stop at the walls of the office—it should drive meaningful and sustained community engagement. For companies committed to diversity, equity, and inclusion (DEI), building trust with underrepresented employees goes hand in hand with showing support for the communities they represent. This is where the intersection of trust, inclusion, and CSR becomes a powerful tool for change. Explore how authentic corporate social responsibility fosters trust with underrepresented communities, benefiting both businesses and society. (https://lnkd.in/gwrxcQft)

Ready to take your diversity and inclusion efforts to the next level? This template can guide you in creating a thoughtful and effective plan. #DiversityStrategies #Inclusion #BoardEffect

Ready to take your diversity and inclusion efforts to the next level? This template can guide you in creating a thoughtful and effective plan. #DiversityStrategies #Inclusion #BoardEffect

Ready to take your diversity and inclusion efforts to the next level? This template can guide you in creating a thoughtful and effective plan. #DiversityStrategies #Inclusion #BoardEffect

Ready to take your diversity and inclusion efforts to the next level? This template can guide you in creating a thoughtful and effective plan. #DiversityStrategies #Inclusion #BoardEffect

Ready to take your diversity and inclusion efforts to the next level? This template can guide you in creating a thoughtful and effective plan. #DiversityStrategies #Inclusion #BoardEffect

Ready to take your diversity and inclusion efforts to the next level? This template can guide you in creating a thoughtful and effective plan. #DiversityStrategies #Inclusion #BoardEffect

Ready to take your diversity and inclusion efforts to the next level? This template can guide you in creating a thoughtful and effective plan. #DiversityStrategies #Inclusion #BoardEffect

How does your workplace address social justice? How important are equity, diversity, inclusion? How important are worker rights - across the board? And how does this importance show up in company policy and culture? Do you feel empowered to be your best self, as part of an effective, synergistic team? Just a handful of questions that hopefully inspire and fire-up your day!

In 2020, a think tank developed a quantifiable definition for workplace inclusion that states we belong at work when we are: 1. Seen for our unique contributions 2. Connected to our coworkers 3. Supported in our daily work and career development 4. Proud of our organization’s values and purpose (In analyzing survey data, they found that belonging yields a competitive edge for employers. Who's not surprised?) Anyway, I stumbled across these on a recent consulting call and realized these were applicable to my understanding of disability…as a person with a disability. It strikes me that THIS is the recipe for an empowered disability experience: 1. Seen for our abilities and contributions 2. Connected to and integrated in society 3. Supported in our access needs 4. Proud of ourselves in spite of stigmas Would you add anything to that framework? I would add: 5. Centered in decision-making that is about us. Source: https://lnkd.in/eFWqnJi3 #Disability #Inclusion #DEI #MissionStatement