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Effecting Real Progress in Executive Diversity and Inclusion. 1.

Effecting Real Progress in Executive Diversity and Inclusion

“Being Black in Corporate America: An Intersectional Exploration,” Coqual, December 2019. 2. T. Kochan, K. Bezrukova, R. 3. 4. 5. 6. 7. 8. 9. 10.Ibid. 11. 12. Belonging, Support, and Trust: Racial Equity at Work. The United States is a nation of persistent structural inequity.

Belonging, Support, and Trust: Racial Equity at Work

A vast, sobering wealth gap between white and Black Americans reflects this inequity and helps reinforce it. A racial reckoning in 2020 prompted many companies, including ours, to acknowledge that existing corporate efforts simply have not done enough to address racial inequity in the workplace—and to ask what they can do to truly make a difference. We’ve been reflecting on that at Bain; we are on our own journey, and we have seen already that it is long, difficult, and humbling. We don’t have all the answers. No company does. As employers, companies have historically focused their diversity efforts on hiring and job creation. What is systemic racism? On Jan. 20, President Joe Biden became the first in U.S. history to explicitly name “the sting of systemic racism” in his inaugural address.

What is systemic racism?

With this deliberate and specific use of the term, Biden was drawing attention to the deep-seated racial inequities in America. Racism describes the marginalization or oppression of individuals because of their race. Systemic racism provides another dimension to that; it describes what happens when cultural institutions and systems reflect that individual racism. As Dr. Crystal Fleming writes in "How To Be Less Stupid About Race": “The major insight about systemic and institutional racism is that there is no such thing as ‘a little bit of racism’ or ‘pockets of racism’ or ‘random incidents of racism’ isolated from the rest of society. One in Four Black Workers Report Discrimination at Work. Story Highlights One in four Black, Hispanic workers report recent discrimination at workDiscrimination reports even higher among young Black employeesThree in four Black workers say the discrimination they felt was race-based This study is brought to you by the Gallup Center on Black Voices.

One in Four Black Workers Report Discrimination at Work

Sign up to receive the latest insights. WASHINGTON, D.C. -- A national conversation on racism and injustice that received renewed attention last summer has permeated virtually all areas of American society, including U.S. workplaces. As employers consider their role in the conversation and the actions they should take, the Gallup Center on Black Voices finds that about one in four Black (24%) and Hispanic employees (24%) in the U.S. report having been discriminated against at work in the past year. Age, however, is a significant factor in Black employees' experiences with workplace discrimination.

Race-Based Discrimination the Most Common Type Experienced by Black Workers. Leadership in Diversity and Inclusion: Ultimate Management Guide to Challenging Bias, Creating Organizational Change and Building an Effective Diversity & Inclusion Strategy (21 January 2021) by Eleanor Bowes. Diversity, Equity, and Inclusion Still Matter in a Pandemic. Other parts of the world saw similar effects.

Diversity, Equity, and Inclusion Still Matter in a Pandemic

In the UK, the representation of women in management among impacted industries fell by up to 2 percentage points during the 2008 recession. Among Germany’s top finance and insurance companies, women’s representation on executive boards dropped at the onset of the recession and essentially stagnated until finally beginning to grow again in 2010. The COVID-19 pandemic poses an even larger challenge than the global financial crisis did.

Sephora has a sweeping new plan for combating racism. But will it work? Podcast: Michelle Redfern on Leading Change: Gender Equality. And hello everybody, it is Dr Jen Frahm here, again on another conversation of change.

Podcast: Michelle Redfern on Leading Change: Gender Equality

I have got some breaking news for you at the moment. You are of the first to know that there is another Dr, Jen Frahm book coming out. And now that I’ve said it out loud, it really has to happen. I’ve just made it be truly, truly accountable. When it comes to racial equity, some Fortune 1000 companies are walking the walk. How to Hold Your Company Accountable to Its Promise of Racial Justice. After the civil unrest of the spring, organizations around the country expressed their solidarity with the Black community, pledged money to fight discrimination, and promised to embrace diversity in their workforces.

How to Hold Your Company Accountable to Its Promise of Racial Justice

Empowering Persons with Disabilities. Our new global research finds companies that fully include employees with disabilities grow faster than their peers.

Empowering Persons with Disabilities

Yet, employees with disabilities around the world told us that they often feel excluded and unsupported. It’s no wonder that 77% of employees and 80% of leaders with disabilities choose not to be transparent about their disability at work. What an Anti-Racist Business Strategy Looks Like. Confronted with protests against systemic racism in the United States, companies are now working to ensure that their workforces and communities are more diverse, equitable and inclusive.

What an Anti-Racist Business Strategy Looks Like

But what does anti-racist business strategy look... The murder of George Floyd, just five miles from my Minneapolis home, sparked a new reckoning with systemic racism in the United States. Across the country — including in corporate America — people are seeking to better understand the disparities in education, home ownership, health, jobs, economic opportunity, law enforcement, and justice that have long shaped Black life in this country. The pandemic has magnified these disparities, motivating many Americans to take a stand for reform. Survey: Diverse employees are struggling the most during COVID-19—here’s how companies can respond.

Almost a year into the COVID-19 crisis, employees are still crying out for more support.

Survey: Diverse employees are struggling the most during COVID-19—here’s how companies can respond

Diverse groups—including women, LGBTQ+ employees, people of color, but also working parents—are having the hardest time, both in the workplace and with balancing work and home life. To understand the challenges diverse employees are grappling with in the COVID-19 environment, we recently conducted surveys and interviews and examined data across 11 developed and developing countries (see sidebar, “Our survey methodology”). We discovered that workers across demographic groups and geographies reported a remarkably similar set of challenges related to mental health, work–life balance, workplace health and safety, a missing sense of connectivity and belonging with colleagues, and concerns about job opportunities. However, there were also differences. Before your change journey takes off, make sure it's ..... diverse? Yesterday Space X ‘Resilience’ (name of the shuttle) successfully took off into space with 4 astronauts.

The astronauts wore super sleek white costumes that were tapered to the body and minimalist in design. They look quite different than the bulky spacesuits that we are all accustomed to in our heads from the 60s. What stood out for me was that this was a diverse team of astronauts. Board Inclusion Framework. Foreword Diversity and inclusion are central to Deloitte’s values and are embedded in the firm’s culture as core competencies for leadership. Our experience has shown us that to engage diverse talent, build inclusive leaders, and foster an innovative, courageous, and equitable culture, we must start at the top.

Boards have a responsibility to lead the way. That is why when I became chair of Deloitte’s US board a year ago, one of my early actions was to commission a team to assess our own board’s ability to effectively govern inclusion. How Men Can Confront Other Men About Sexist Behavior. Confronting other men for sexism, bias, harassment, and all manner of inappropriate behavior may be the toughest part of male allyship. But it’s also utterly essential. While the prospect of speaking up against transgressions can feel... Globally, most men support gender equality and believe they are contributing in meaningful ways. While some men may be doing their part in interpersonal allyship — mentorships and other professional relationships and support to push women forward — few are helping with public allyship — becoming courageous watchdogs for equity, dignity, respect, and fairness in the workplace.

Perhaps this explains evidence showing that 77% of men believe they are doing all they can to support gender equality, while only 41% of women agree. Active confrontation of other men for sexism, bias, harassment, and all manner of inappropriate behavior may be the toughest part of male allyship. How to Build a Diverse, Equitable, and Inclusive Culture. Culture is often raised as an important factor for effective diversity management, but the challenging work to understand and evolve culture is often avoided in favor of training, system improvements, or other "bolt-on" programs. These "one-size-fits-all" programs or initiatives may have an initial positive impact, but sustainability will be an issue as the behavior of team members continues to fall in line with the current expectations or behavioral norms of the organizational culture.

Robert A. Cooke, Ph.D., CEO of Human Synergistics, identified that “in many cases, what organizations are really facing are underlying organizational culture problems manifesting themselves as diversity and inclusion problems.” When Should Your Company Speak Up About a Social Issue? Executive Summary Companies are increasingly under pressure to take a stand on high-profile political and social issues. Sometimes there is a clear moral issue at hand and the consequences will be most severe if you don’t say anything. Companies Need to Think Bigger Than Diversity Training. Executive Summary After analyzing data from hundreds of employers, across dozens of years, to assess how different equity measures work, the authors report that the typical diversity training program doesn’t just fail to promote diversity, it actually leads to declines in management diversity.

How companies can make meaningful progress for LGBTQ employees in the workplace. In this episode of the McKinsey Podcast, Diane Brady speaks with McKinsey senior partner Diana Ellsworth and Maital Guttman, senior manager of diversity and inclusion, about the unique challenges that members of the LGBTQ+ community face in the workplace. An edited transcript of their conversation follows. Change is incumbent on all of us. Ahmaud Arbery. Addressing Racism, Word by Word.

Already a member? How to have difficult conversations about race at work. Building anti-racist and compassionate workplaces. On finding authentic ways to fight racism. Six signature traits of inclusive leadership. Support Your Black Workforce, Now. LinkedIn by Michelle Wimes. Confronting Racism at Work: A Reading List.

Executive Summary In this moment of American reckoning, business leaders have a historic opportunity to effect real change — on both a personal and a systemic level. Podcast: How companies can make meaningful progress for LGBTQ employees in the workplace. A disease, a death, and the digital divide demand a new civil rights movement. “A social movement that only moves people is merely a revolt. Americans Regard Gender Equality as Unfinished Business. Story Highlights. Black, White Adults' Confidence Diverges Most on Police.

Story Highlights 56% of White adults, 19% of Black adults confident in policeLarge racial gaps also seen for confidence in the presidencyBlack-White differences not significant for eight of 16 institutions. Rising Up and Leading Change in the Face of Anti-Black Racism. Sustaining inclusion in our new remote work environment. COVID-19 and gender equality: Countering the regressive effects. COVID-19 & Race. How to Promote Racial Equity in the Workplace. Web Series - Crucial Conversations to Create and Sustain More Equitable Workplaces. Bridging COVID-19’s Racial Divide. To Retain Employees, Focus on Inclusion — Not Just Diversity. Quelle est votre attitude face à la diversité et l'inclusion? Racial Equality: How Can I Be A Better Listener? Blind Spots in Business Are a Weakness. Don't Let Race Be One of Yours.

Sustaining inclusion in our new remote work environment. Does being anti-racist mean you shouldn't 'see colour'?⁠ On being afraid to discuss race in the workplace. How to Elevate Diversity, Equity, and Inclusion Work in Your Organization. You’ve Been Called Out for a Microaggression. What Do You Do? Fighting racism must come from the top, here's why. Confronting the Uncomfortable Reality of Workplace Discrimination.

Corporate Silence and Anti-Racism. A CEO Blueprint for Racial Equity. Sustaining inclusion in our new remote work environment. Reckoning, Repair, and Change. Addressing Equity, Diversity, Inclusion, and Belonging with an Outward Mindset. Confronting the Uncomfortable Reality of Workplace Discrimination. Is Equality a Change Management Issue? How coronavirus could lead to an unexpected kind of diversity. Building an Inclusive Organization: Leveraging the Power of a Diverse Workforce (2019) by Stephen Frost and Raafi-Karim Alidina. How to Be a Better Ally to Your Black Colleagues. When and How to Respond to Microaggressions. We’re Entering the Age of Corporate Social Justice. The Difference Between Diversity & Inclusion and Why You Need Both, Now More Than Ever / LinkedIn by Jacob Morgan.

Crucial Skills by VitalSmarts. How to Begin Talking About Race in the Workplace. A Blueprint for Outward Change. Diversity wins: How inclusion matters. Leaders, Stop Denying the Gender Inequity in Your Organization. Restructure Your Organization to Actually Advance Racial Justice. How organizations can foster an inclusive workplace. How To Move From Non-Racist to Anti-Racist. What’s Keeping Corporate Boards from Becoming More Diverse. Statistics That Hurt on Racial Discrimination. Podcast: “I’m Looking For Systemic, Permanent Change Right Now” The color of wealth. These online classes will teach you about racism and systemic oppression. Moving Beyond Diversity Toward Racial Equity. Anti-Racist Organizational Change (AROC): Resources & Tools for Nonprofits.

White Fragility: Why It's So Hard for White People to Talk About Racism (2018) by Robin DiAngelo and Michael Eric Dyson. Diversity wins: How inclusion matters. Mellody Hobson: A happy warrior. A Quick Read for White People Who Don’t Consider Themselves Racist. Jeff Bezos. How to make diversity initiatives succeed. How Workplaces Can Invite Dialogue on Race. Four priorities for supporting black Americans during and after COVID-19. Why Juneteenth is not a federal holiday and how it could be. HR’s Role in Advancing Equity in Times of Unrest. Chartered Institute of Personnel and Development (CIPD) 5 Ways Companies Are Responding to Escalated Racial Tensions & Social Unrest.

How to become a true ally to #BLACKLIVESMATTER. Combatting Systemic Racism Against Black Colleagues in the Workplace. Diversity wins: How inclusion matters. Free resources on diversity - Educate Yourself. Free book summary - Making Diversity Work by Sondra Thiederman. Free Book Summary - Why Facts Don’t Change Our Minds by Elizabeth Kolbert. Free Book Summary - Everyday Bias by Howard J. Ross. Free Book summary - Biased by Jennifer L. Eberhardt PhD. Free Book Summary - We Can’t Talk About That at Work! by Mary-Frances Winters.