Jessalin Lam (林 子 明)

Helpful to see this US data and the point about going back to basics to ensure that DEI interventions are closely tied to the business goals of individual organisations. There is a distinct difference in appetite now for trying to spread resources too thinly and do many things for the sake of it without real outcomes. To combat the noise and stay relevant in this environment, practitioners have got to continue to focus on the actions that are going to deliver measurable change for their organisations. #DEI #strategy #progress #data #reporting #outcomes

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#NancyOnBusiness This is an insightful discussion on why the current pushback against #DEI is not in the interests of minority groups or commercial organizations. Listen here: https://lnkd.in/dVGMFHjt #DEI #InclusionMatters

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The lack of progress toward diverse leadership teams, particularly when it comes to Black representation, is a persistent problem. Organizations invest heavily in diversity initiatives, but many of these efforts fall short. ⬇️ Shoshana Schwartz, Traci Sitzmann, and Mary Lee Stansifer’s research study in the Harvard Business Review highlights the need for a new approach. Here's what struck me from a Black representation perspective: • Family support matters: Implementing family-friendly policies like childcare and parental leave demonstrates a commitment to supporting Black talent and fostering their career advancement. • Targeted recruitment is key: Waiting for a diverse pool of candidates to appear organically isn't enough. Organizations need to proactively seek out Black talent and create pipelines for leadership positions. • Empowerment, not blame: Current diversity training often alienates Black employees. Revamp training to focus on empowering everyone to be active agents for inclusion. This creates a more welcoming environment where Black professionals can thrive. Businesses need to critically evaluate their DE&I strategies and prioritize evidence-based approaches that address the specific barriers hindering Black leadership opportunities. #BlackLeadershipMatters #DiversityandInclusion #ActionNotWords #DEI

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My latest op-ed with @MahletGetachew, Managing Director at @PolicyLink, delves into businesses' need to stand firm and articulate the true value of diversity, equity, and inclusion (DEI) efforts. It's clear that DEI initiatives go far beyond hiring practices—they foster healthy, thriving workforces that bolster communities and the economy. Studies show that companies committed to DEI outperformed their peers by 400% post-2008 recession. DEI efforts also lead to supplier diversity, pay equity, and skill-based hiring, benefiting the 60% of adults without a bachelor’s degree. We need more initiatives such as JP Morgan Chase’s $30 billion commitment to closing the wealth gap, which is yielding positive results. This is a call to action for business leaders to champion DEI and translate its benefits into tangible, nonpartisan messages. Now is the time to make lasting progress, ensuring shared prosperity and well-being for all. Read the full op-ed and join the conversation on reclaiming DEI for the betterment of business and society. https://lnkd.in/gzs7P2xv #DEI #Inclusion #BusinessLeadership #Equity

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In my 20 years in the people space, I've observed that many companies inadvertently create disjointed employee experiences. The key to transformation? Focus on what truly matters: 1. Prioritize inclusion to ensure employees feel valued 🚀 2. Leverage AI for deeper insights into employee sentiment📊 3. Implement Nike’s "Edit and Amplify" strategy:📝 - Edit: Cut ineffective programs - Amplify: Double down on successful initiatives and broadly communicate them - Align: Ensure consistency in policies across the organization Remember, true transformation is an ongoing journey. By concentrating on high-impact efforts, it’s possible to change the DNA of you organization for the better. #EmployeeExperience #WorkplaceCulture #InclusiveLeadership #AI4HR #Nike #Justdoit https://lnkd.in/gixWxkgx

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"Robust DEI actions make a difference—not just to historically excluded groups but to your organization as a whole. And companies that scale back on their DEI programs will likely miss out." I couldn't have said it better myself. When you find that you've inadvertently excluded someone with a disability, your solution will also likely include someone who has a chronic illness or an undisclosed disability. When we ensure that working spaces fully include neurodiverse employees, neurotypical employees often also benefit. DEI actions are about committing to a focus on your employees and other stakeholders that its thoughtful, intentional, and authentic. Authentic connections grow both of the lines we care about - top and bottom.

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My latest Forbes article is live 🎉 🎉 The Truth: Employees determine whether your organization creates psychologically safe spaces - not those in positions of power. And here's the harsh reality: In many workplaces across America, Black leaders and those from diverse ethnic backgrounds often don't feel psychologically safe. Whether it's the presence of a 'good ol' boys club' gatekeeping upward mobility, or the daily grind of covert and overt microaggressions - The ability for Black leaders to show up in their full authenticity, without feeling the need to code-switch or downplay their cultural identity, is frustratingly rare. The research backs this up, and the numbers are stark. That's why in my latest Forbes article, I'm breaking down 4 crucial questions Black leaders can use to assess whether their organization truly cultivates an environment of psychological safety. I'd be honored if you'd give it a read, share it with your network, and let me know your thoughts🤓

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