Spirit of Purpose · How to Create Diverse, Equitable and Inclusive Workplaces You may remember the call and response of last summer concerning creating more diverse, equitable and inclusive workplaces and communities. Many organizations, perhaps yours, asserted commitment to the cause. Some made meaningful progress. Others, not so much. The Gallup organization says to create and sustain progress […]
Read More →Spirit of Purpose · The Long & Challenging Road to Real DEI Change If your organization is committed to creating and sustaining a diverse, equitable and inclusive workplace, you can be certain getting to success will be a long and challenging journey. To make meaningful progress, change must occur at two levels – the individual and […]
Read More →Spirit of Purpose · Corporate America After George Floyd Brand new research released by Seramount, provides a perspective on what corporate American has done to address racism, since the murder of George Floyd. Here are some of the interesting takeaways from the findings: 83% of corporate employees, and 95% of those in leadership, say they’re […]
Read More →Spirit of Purpose · How Are Asians Faring In Your Workplace? Korn Ferry reports hate crimes against Asians in the US increased by a stunning 150% in 2020. We’ve heard about the murder of six Asian women in Atlanta, and the assaults on elderly Asians as they move through our city streets, going about their daily […]
Read More →Spirit of Purpose · Many Shades of Microagression As we engage with members of culturally marginalized groups, our words and actions can cause hurt and do harm. In his book, “Microaggressions in Everyday Life,” Derald Wing Sue teaches us about our impact, whether intended or not, through three types of microaggressions. Micro-insults. Micro-assaults. Micro-invalidations. Micro-insults are rude, insensitive […]
Read More →Spirit of Purpose · Look for Learning Opportunities Learning opportunities abound, especially when you’re in culturally diverse groups. To wake up your awareness of the disparate impact of certain behaviors on people of color and white women, take a more objective look at the dynamics that occur during meetings, in public spaces, even in personal relationships. […]
Read More →Spirit of Purpose · Challenge Your Biased Assumptions A few days ago, I went to the hardware store in search of four M4X16 screws. While I needed expert assistance, none was available. Another shopper – a white man – was searching through a neighboring rack of fasteners. His sleeveless shirt and shorts revealed heavily tattooed arms, shoulders, neck […]
Read More →Spirit of Purpose · Unintended Impact of Bias & Prejudice In any context in which we find ourselves, bias and prejudice are harmful. A sponsor of indifference, exclusion, unfair treatment, hardened divisions, even violence, bias and prejudice hinder teamwork, diminish workplace productivity, detract from customer satisfaction, and devalues those who are the subjects of such injustice. […]
Read More →Studies have shown that well-managed, diverse teams outperform homogenous teams. But, even companies with the best intentions struggle to create the inclusive workforces they say they seek. Since bias in recruitment, selection and development is extremely hard to eliminate, HBR recommends interrupting it. The first step is to understand how bias plays out in everyday workplace interactions. For […]
Read More →Diverse teams outperform homogenous teams. According to Harvard Business Review, they’re more committed, have higher collective intelligence, and are better at making decisions and solving problems. Diversity starts with inclusive hiring practices. Here are two to consider. Insist on a truly diverse candidate pool. Not just one person of color or one white woman. Why? HBR says research shows that the odds […]
Read More →This week’s reports have focused on interrupting workplace bias. According to Harvard Business Review, hiring and maintaining a diverse workforce comes with many proven benefits. To get an inclusive staff you must start with hiring. Here are two ways to adjust your practices. Limit referral hiring. Hiring from within or from employee’s social networks can perpetuate homogeneity. Instead, actively […]
Read More →I don’t know a soul without bias of some kind. Even the best intentioned among us harbor some degree of conscious or unconscious bias. It impacts workplace productivity and, as we’re reminded — seemingly daily — it determines the level of peace in our communities. In the workplace, and in every part of life, […]
Read More →
