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Gatheround
What does is mean to take the "equity" out of DEI? SHRM just announced that it's rebranding DEI to D&I. Let's unpack the implications of that. "Equity" is essentially a synonym for fairness. It's the acknowledgment that we all deserve a fair shot at accomplishing what we want, but that everyone comes into the game with different advantages and disadvantages to navigate — otherwise known as inequities. And when organizations talk about equity, it's a promise to counteract those structural and systemic biases, which so often reduce opportunities for people of color, women, parents, workers with disabilities, and many other groups. Equity is what activates the work of DEI. Without it, DEI is just a performance of diversity without substance. So let's keep the equity in DEI. And if you think your team is ready to refresh their knowledge of DEI, check out the Foundational DEI Practices & Skills Program in Gatheround, a six-part series of conversations created in partnership with Gamal J. Palmer, Principal and Founder of Conscious Builders and Dr. Akilah Cadet, DHSc, MPH, Founder and CEO of Change Cadet. https://hubs.li/Q02GBjRM0
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Obsidi®
Navigating salary negotiations as a Black tech professional comes with some unique challenges 😓 ... 🔥 Historical Discrimination: Systemic racism and historical economic disparities often mean fewer resources and less generational wealth to leverage during negotiations. 🔥Fear of Backlash: Concerns about being perceived as difficult or aggressive can deter assertive negotiation. 🔥Knowledge Gaps: Limited access to industry-specific negotiation training and information can lead to a lack of awareness about appropriate salary ranges and benefits. 🔥Networking Barriers: Restricted access to influential networks that provide insights on industry standards and negotiation tactics. Are you a Black tech professional who feels ill-equipped to assertively negotiate a competitive tech compensation package or salary that properly reflects your skill set and experience? Are you looking for ways to sharpen your tech salary or compensation negotiation approach using tips and insights relevant to today’s talent market trends? Stop leaving money on the table! We’ve got you covered. 🤑 On Jul 9, 2024, pop into our next Obsidi® Tech Talk to connect with our exceptional team of seasoned tech career coaches, HR professionals, and tech recruiters ready to help you master the art of tech salary negotiations like a pro! This isn't an Obsidi® Tech Talk you can afford to miss! 💰 Register now to effectively learn how to secure the bag - your future self will thank you! 😉 🎫 Reg: https://bit.ly/4b94coH Speakers: Jermaine L. Murray 🇯🇲🇨🇦 Dr. Christin L. Roberson, Ed.D Jill F. Moderator: Natalie Redda, Obsidi® Host: Cher Jones, Socially Active Training #ObsidiTechTalk #TechLayoffs #BlackInTech #TechJobs #TechCareers
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One Voice Evolving
The Impact of Burnout: Understanding the Ripple Effect Discover how burnout not only affects individuals but also the entire community. Gain insights from data, interviews, and discussions on what burnout looks like and how we can overcome it. As white women, let's learn, listen, and support one another without comparison or shame. #BurnoutAwareness #CommunityImpact #WellbeingMatters #SupportiveCommunity #OvercomingBurnout #LearnAndListen #SelfCare #MentalHealthMatters #WorkLifeBalance #Empowerment
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Robert McGuire
Politicians may use DEI in higher ed as a wedge issue, but it won’t change the fact that students graduate into workplaces that depend on equity for economic success. Corporations have learned DEI programs power job satisfaction, improve their talent pool, build reputation and tighten up mission alignment throughout the company. Let’s look at a few recent surveys about workplace DEI. ___ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗵𝗼𝗹𝗱 𝗳𝗶𝗿𝗺 • Survey of Black execs by the The Executive Leadership Council (ELC) • 72% felt their companies' commitment to DEI was very or moderately strong. • Showed correlation between strong DEI initiatives and high rates of job satisfaction. • “Companies that double down on the most effective and proven DEI programs are creating a workforce that is more engaged and motivated, which naturally leads to enhanced business performance." - Michael Hyter https://lnkd.in/gMDbDDjs ___ 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗵𝗼𝗹𝗱 𝗳𝗶𝗿𝗺 (𝗰𝗼𝗻𝘁𝗱.) • 2024 Inclusion Barometer from Bridge Partners polled leadership at large employers. • 94% believe DEI is important for its positive impact on recruiting, hiring, and retention. • "It's encouraging to see that, despite the near-constant attacks on DEI programs in the last year, business leaders are still focused on the facts — that diverse teams, equitable hiring processes, and inclusive cultures are all valuable drivers of stronger organizations." - Tory Clarke https://lnkd.in/gC2FMu5Z ___ 𝗪𝗼𝗿𝗸𝗲𝗿𝘀 𝗲𝘅𝗽𝗲𝗰𝘁 𝗶𝘁 • Global survey from ADP Research • Generally positive sentiment about DEI programs. A big generational divide. Higher positive sentiment among young workers. • Training seen as the most effective piece. https://lnkd.in/gXnYeK2g ___ 𝗣𝘂𝗯𝗹𝗶𝗰 𝗼𝗽𝗶𝗻𝗶𝗼𝗻 𝗶𝗻 𝗳𝗮𝘃𝗼𝗿 • Poll by The Washington Post and Ipsos • 61 percent think DEI programs are “a good thing” for companies https://lnkd.in/gyAWunHJ ___ 𝗠𝗶𝘀𝗰. 𝗼𝗯𝘀𝗲𝗿𝘃𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝗻𝗱 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 • An increasingly diverse population will keep showing up in the student body and then the workforce. • What will it mean if #highered and corporations diverge on #DEI with the latter leading the way? It’s painful all around if students are forbidden to learn about equity in college but must account for it when they are in leadership roles at work. • Politicians bully higher ed because they can. They have less influence over employers. • Public/private college divide? Politicians have less influence on the latter. • What can educators do to break down barriers to equity when their institutions are muzzled?
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Black Women In HR - BWHR
In today’s society, networking has become a vital tool for career advancement and personal growth. It involves connecting with others in your field or industry, building relationships, and exchanging valuable information and resources. While networking is beneficial for everyone, it holds even more significance for black women. Black women have long been marginalized and underrepresented in various industries. They face numerous challenges such as pay gaps, discrimination, and lack of opportunities for advancement. However, through networking, black women can create their own paths to success by leveraging connections, knowledge sharing, and mentorship opportunities. One of the main reasons why networking is crucial for black women is because it allows them to build a support system. In many workplaces, black women are often the minority and may feel isolated or excluded from important discussions or decision-making processes. By connecting with other black women in similar fields or positions of influence through networking events or online platforms like LinkedIn groups, they can provide each other with support, advice, and encouragement. Continue reading below 👇🏾: https://lnkd.in/dtWb7P55 #blackwomaninhr #bwhrconference2024 #leadership #empowerment #humanresources #blackexcellence #inclusion #diversity #equality
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Herman Aguinis
Research-based Insights for Leaders: Combating Employee Burnout Get #openaccess article at https://lnkd.in/etwQdjbC In our fast-paced work environments, especially during challenging times, burnout has become a critical issue with significant implications for #leadership. Here are five actionable strategies leaders can adopt to foster a #healthier #workplace: 1️⃣Implement Stress Management Programs: Incorporate interventions like cognitive-behavioral training and mindfulness meditation to help employees manage stress effectively and improve their resilience against burnout. 2️⃣Promote Job Crafting: Empower employees to customize their roles to better fit their strengths and interests. This autonomy can lead to increased job satisfaction and a greater sense of control, reducing feelings of burnout. 3️⃣Enhance Social Support Systems: Develop a supportive workplace culture that encourages high-quality relationships and provides emotional and practical support, which is crucial in mitigating the effects of job stress. 4️⃣Involve Employees in Decision-Making: Engage staff in decision-making to make them feel valued and heard. This will enhance their commitment and reduce the potential for burnout. 5️⃣Practice High-Quality Performance Management: Move beyond traditional performance appraisals by setting clear, attainable goals and providing regular, constructive feedback focusing on strengths and growth opportunities. These strategies address the issue of burnout and contribute to creating a more engaged, productive, and satisfied workforce. #Leadership #Management #EmployeeWellbeing #BurnoutPrevention #OrganizationalHealth The George Washington University School of Business The George Washington University GWSB Alumni GW Latino Alumni Network AACSB Academy of International Business (AIB) HR Division - Academy of Management Administrative Sciences Association of Canada Africa Academy of Management ANPAD ACEDE (Spanish Academy of Management) British Academy of Management Eastern Academy of Management(EAM) EFMD Global EUROPEAN ACADEMY OF MANAGEMENT EGOS (European Group for Organizational Studies) Iberoamerican Academy of Management International Council for Small Business (ICSB) Indian Academy of Management - INDAM International Association for Chinese Management Research Management Faculty of Color Association (MFCA) MIDWEST ACADEMY OF MANAGEMENT INC Società Italiana di Management The PhD Project The Strategic Management Society Western Academy of Management (Official Site)(WAM) Yönetim Akademisi Derneği - Turkish Academy of Management
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Lekan Olawoye
The violence of low expectations. As a Black executive or professional, there are many things which are unsaid, yet still cause visceral anxiety. - Be happy to be here, why try to move up? - You are the only one, so you must be special - You are here because you are Black, not because you are qualified - You are not qualified to supervise me. I’ve never had a Black leader. These statements take a toll on the mental health of a leader as you are always fighting battles that are unseen, but deeply felt in your environment and career/ business trajectory. Yet, winning is the only option. So you fight
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Morgan Miller
This is an excellent short overview of the essential skills of effective facilitation from Matt Abrahams at Stanford Graduate School of Business. He highlights the five P's of facilitation that he teaches: 1. Plan for Patterns 2. Provide a clear Purpose 3. Promise Psychological safety 4. Provide a positive Presence 5. Paraphrase ideas Being a facilitator requires gracious authority, to hold space and create the rules for engagement so that the conversation can be productive, connective, and powerful. #facilitation #leadership #strategy
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Dr. Richard A. Cross
[7] practices that Black men can engage in to experience psychological revolution Experiencing a personal psychological revolution as a Black man involves navigating unique challenges and cultural contexts while embracing opportunities for growth and empowerment. Here we go: 1. 📜 Acknowledge Historical Context: Recognize the historical and systemic factors that have shaped the experiences of Black men, including racism, discrimination, and social inequalities. Understand how these factors may have influenced your beliefs, identity, and worldview. 2. 🤴🏿Challenge Internalized Oppression: Confront and challenge any internalized beliefs of inferiority, self-doubt, or internalized racism that may have been ingrained through societal messages and experiences. Cultivate a sense of pride, self-worth, and empowerment in your identity as a Black man. 3. 🤝🏾 Seek Cultural Connection: Connect with your cultural heritage and community for support, validation, and solidarity. Engage in cultural activities, traditions, and events that celebrate Black culture and history, fostering a sense of belonging and identity affirmation. 4. ⬛ Address Trauma and Healing: Acknowledge and address any trauma or emotional wounds resulting from experiences of racism, violence, or discrimination. Seek support from culturally competent therapists, healers, or support groups to process and heal from past traumas. 5. 📚 Empowerment Through Education: Educate yourself about the history, contributions, and resilience of Black men. Learn about influential figures, movements, and achievements that have paved the way for social progress and empowerment. 6. 🌐Build Supportive Networks: Surround yourself with positive influences and supportive networks of peers, mentors, and allies who uplift and empower you. Seek out role models and mentors who inspire and encourage your personal and professional growth. 7. ✨️Celebrate Successes and Progress: Acknowledge and celebrate your successes, accomplishments, and progress along your journey of personal growth and empowerment. Recognize the strength, resilience, and resilience of the Black man experience and the contributions you make to your community and society. By embracing these steps and practices, we can embark on a transformative journey of personal psychological revolution empowering ourselves to overcome challenges, reclaim your identity, and thrive in pursuit of our goals and aspirations. __________ Visit my website: https://richardacross.com Check out my books and journals + more! ___________ POSITIVELY SHAPING THE FUTURE™ #1millionblackmalestudents #education #mentoring #HBCUsMatter #LeadingWithIntegrity #TheBlackMaleImpact #Blackexcellence #ChallengeCharacterAssasination #Psychology #CulturalTransformation #Knowledge #MillionaireMindset #BlackBoys #changethenarrative #EmotionalIntelligence #PositiveImpact #Book2024 #DrRichardACross #BestVersionOfYourself #PsychologicalRevolution #Mindset
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Kim Tran, Ph.D
"DEI programs may look at structures of power, but, because DEI is rooted in the politics of mainstream liberalism, they rarely analyze how to challenge or transform them. Without that, DEI programs mostly become just conversation . . . Today we don’t just need similar heroes willing to break the silence. We need networks of support and solidarity. The moment demands organization, open speech, and love for the Palestinian people." There are obvious lessons for DEI as we witness mass protests across the country's universities. 1. It's not always about conversation, we must recognize the endpoint of a discussion. 2. DEI, like any other apparatus, is itself a product of power 3. Navigate the tension between individual comfort and collective safety with care and nuance My life is the result of movements, I am a student of movements, and I sometimes work within movements. This experience has made DEI an incredibly difficult path, but one I am hoping can change. https://lnkd.in/dJs3HC6a
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Rachel Baptiste, CPCC, PCC
As organizations strive towards diversity and inclusion, it's important to acknowledge the unique challenges faced by Black women in the workplace. The intersectionality of race and gender creates a complex dynamic that must be addressed. The reality is that there are very few Black women in executive positions or positions of power, and this is not a coincidence. While the concept of the glass ceiling is well-known, for Black women it can feel more like concrete. The inability to ascend into certain positions within Corporate is a harsh reality that must be acknowledged and addressed. It's time for organizations to actively work towards breaking down these barriers and creating equal opportunities for all employees, regardless of their race or gender. Allies: "What specific actions can you take within your own roles to support Black women in your organization to reach their leadership potential?" Women of Colour: "What specific support do you need from your organization to help you thrive and advance in your career?" #allyship #womenofcolor #dei #diversityequityinclusion #womenempowerment #glasscliff
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Eric Endlich, Ph.D.
♿ This event for job seekers with #disabilities looks interesting! It runs on July 10 from 11am-4pm Eastern Time. The website says: Come register to join us at our CAREERS & the #disABLED Magazine's Virtual Career Fair to meet with Fortune 500 companies and government agencies looking to recruit new talent. We would like to remind you that you must register in order to attend the event. This event is FREE for job seekers to attend. Why should you attend? Meet and interview with #recruiters and hiring managers Learn about different companies and available positions Become comfortable interacting with future #employers Meet and interview from the comfort of your own home with no travel expenses Get immediate feedback Have the opportunity to make an impression with a recruiter All career disciplines Silver Sponsors Fable Guidehouse U.S. Department of Homeland Security Additional employers who will be recruiting include: U.S. General Services Administration U.S. Department of Energy (DOE) CVS Health Federal Deposit Insurance Corporation (FDIC) Caltrans Bureau of Land Management U.S. Coast Guard Caltech #NOAA, National Environmental Satellite, Data and Information Service (NESDIS) Los Alamos National Laboratory Avangrid MRM and others... How It Works: Chat with representatives online from any location 1 Register Create an account and complete the registration form 2 Explore View information about participating organizations and opportunities 3 Attend Log in and join the chat from any device 4 Chat Connect with representatives for 1-on-1 chats and group video conversations! #DisabilitySupport #JobSeekers #JobFairs Dan Castellano #CareerFairs #InclusiveHiring #InclusiveWorkplace
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Digital Promise
By centering the voices of Black learners and workers in tech, we can better understand what factors, skills, and supports are needed for Black talent to experience successful tech careers. Our latest report provides actionable steps employers in the tech industry can take to dismantle systemic barriers and empower successful career pathways for Black talent. https://bit.ly/4eLaCxw #TechDiversity #BlackinTech #BlackTechTalent
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Donnebra McClendon
As we commemorate the four-year milestone since the tragic events surrounding George Floyd's death, it's imperative for us to pause and recalibrate. Acknowledging our missteps is the first step toward forging a new path forward. I emphasize the need for organizations to reassess their inclusivity efforts, pinpointing areas where we may fall short in meeting the needs of our employees. Establishing clear, attainable goals and recognizing our achievements along the way is essential to sustaining momentum. It's crucial to understand that DEI isn't solely the responsibility of one individual or team—it's woven into the fabric of our organization. From top leadership to frontline staff, each of us must embrace diversity as a cornerstone of our success. Celebrating our progress, especially in the face of adversity, is paramount. We must view DEI as a long-term commitment, resilient in the face of political challenges and ongoing societal discussions. Ultimately, fostering an inclusive culture requires more than just slogans—it's about honoring the richness of individual experiences and committing to continuous action. Let's embark on this journey together, prepared for the long haul and unwavering in our dedication to meaningful progress.
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Angela V. Harris | Leadership Coach
Do you have a Career Development Plan? As an Executive Coach for Black women in tech, I stress the importance of a well-documented career development plan. This powerful tool not only outlines your professional growth but also serves as a roadmap to achieve your short and long-term goals. Here's how to make the most of it: 🔷What is a Career Development Plan? A career development plan is a document that outlines your aspirations, growth opportunities, and specific actions needed to achieve your professional objectives. It should include target dates for completing each action, helping you stay accountable and focused. 🔷How to Use Your Career Development Plan Review your plan with your manager regularly to ensure alignment with company goals and discuss any necessary adjustments. This collaborative approach will help you gain valuable insights, feedback, and support from your manager. 🔷Separate Career Development Conversations from 1:1 Meetings It's crucial to have dedicated discussions with your manager about your career growth, separate from your routine 1:1 status meetings. This allows for focused conversations and shows your commitment to your professional journey. 🔷The Benefits of a Strong Career Development Plan A well-crafted plan can lead to increased job satisfaction, higher productivity, and better opportunities for advancement within your organization. It empowers you to take control of your professional future and pursue your dreams confidently. #coachangelavharris #blackwomenintech #leadershipcoach #careers #professionaldevelopment
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Mervyn Kennedy-MacFoy
#WTF SHRM! 🚨 Major Update in HR but #IYKYK: SHRM Drops #Equity from #DEI 🚨 SHRM, the world's largest HR association, has made a bold move by dropping equity from their DEI framework, now focusing on Inclusion and Diversity (I&D). This shift aims to address the #whytelash and polarization caused by current DEI programs. #HR professionals are divided: 👉 Some (#whyteFolks) see it as a necessary change to refocus on inclusion and practical diversity (i.e. focus on their #whyteComfort and not do the work). 👉 Others (any body with sense and sensibility) feel it's a step back in addressing systemic inequities. Equity will still be a priority but integrated under a broader inclusion framework. This decision will impact hundreds of thousands of companies worldwide, influencing how #DEI is implemented across various sectors. 🗣️ Let's discuss: Do you think this change will lead to more effective inclusion? Or is it abandoning the fight for equity? Share your thoughts below! 👇 #Inclusion #Diversity #HR #SHRM #WorkplaceChange #DEI Elizabeth Leiba Thanks for bring this further elaboration on what can be concluded is an abhorration.
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Alex Suggs, MBA
As a founder of a DEI consulting firm, I've been having internal discussions with my fellow founder Milka Milliance, MBA about how we continue to position our company, Different, given the backlash we are seeing around DEI and SHRM's recent pivot. By doubling down on our commitment to equity in DEI work, we may be garnering attention from like-minded professionals advancing this work. On the other hand, we may be limiting our potential market reach because we've been so outspoken about where our priorities are today – priorities that may be different from organizations who are changing their approach or language around this work. To be clear, I'm not just referring to companies who are rolling back their DEI efforts entirely...because those probably aren't the client partners we want to work with anyways. I'm speaking to organizations who want to find ways to advance DEI in a meaningful way but are fearful of getting it wrong, making public missteps or facing resistance before they can even enact change due to the misunderstanding and controversy around equity and DEI work as a whole. At the end of the day, I continue to land in the same place. That organizations need equity to advance diversity and inclusion. And when equity is bucketed under the broad category of inclusion, it is often overlooked, deprioritized or misunderstood. I've seen this again and again in the last decade of me doing this work. My hope is that this is a moment in time where we begin to attract aligned partners who believe in what we are doing. Where we lack appeal for those who are pushing performative measures and instead invite in innovative, bold and brave leaders who are steadfast in their commitment to changing their workplace cultures for the better. While some organizations have chosen to answer to the DEI naysayers, we are choosing to answer to the people we serve, which includes forward-thinking leaders and thousands of employees across industries wanting equitable opportunities to add value and be recognized for that value. Is it still scary to speak up? Hell yeah. But I've built my career over the last decade by trusting my intuition and centering integrity in every decision I've made. For those of you that are grappling with similar decisions in this moment, especially those who have relied on certifications to land your current position, I see you. And, I urge you to make the decisions today that you can look back on with pride tomorrow. If you need support please reach out, I'd love to connect with you. #DEI #equity #diversityandinclusion #shrm #humanresources #HR #culturechange
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Stanley K. Ridgley
"Inclusion and Belonging" has cult-like resonance, and that's no accident. Many colleges and universities embrace this infantile cult mantra in their public messaging. The cringe-worthy "inclusion and belonging" is soft gibberish suitable for insecure pre-teens, not for mature young people entering the world of adults. Yet many schools have adopted this creepy baby-talk of “inclusion and belonging” with its clear cultic links and therapeutic overtones. It shows a stupendous lack of administrative due diligence and an inability to self-examine, let alone to self-police and exercise prudent oversight. As long as colleges and universities continue to use this risible baby-talk they will find it increasingly difficult to attract top-caliber students committed to rigorous instruction in an academically demanding environment.
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