Ashanti Bentil-Dhue’s Post

It's no secret that DEI training can miss the mark and become a tick-the-box exercise if it's not delivered sensitively and with attention to evidence-based solutions as part of a broader DEI strategy. All of our learning solutions at Culture Plus Consulting are evidence-based; meaning that they are designed to optimise learning outcomes including attitude and behaviour change. We don't deliver content. Rather, we facilitate conversations that encourage the exploration of participant values, hidden beliefs, and assumptions and prompt reflection and growth. Whether you are seeking to build the DEI capability of your executives, people leaders, HR BPs, ERG leads or workforce, we are committed to leveraging what the DEI research tells us works to optimise your return on investment. Learn more about our DEI programs and read recent testimonials below.

This will be my 6th year judging the CIPD's People Management Awards, referred to by Peter Cheese as the Oscars for the HR Profession. I am very blessed to be amongst some of the giants of the industry that I call friends, peers and mentors who have inspired me. There are many and they include all those featured below namely Michelle Parry-Slater, Lutfur R. Ali - Chartered FCIPD, Amanda Arrowsmith Chartered FCIPD, Janet Campbell, rachel suff, Adam Stanbury, David Hayden, Tim Pointer, Bijal Majithia, Oli Howard FIIC, Charles Cotton FCIPD, Dr. Paul Taylor-Pitt, Jonny Gifford, Esther O'Halloran, Giorgia Gamba Quilliam, Assoc CIPD, FRSA, Claire McCartney, Hayfa Mohdzaini, Daphne Doody-Green. My only regret is the judging day when we get to hear directly from those shortlisted shifted to on line after the pandemic so am missing the f2f with the fellow judges. This year, like the preceding 2 years, I am judging the Best Equality, Diversity and Inclusion Initiative and completed my shortlist over the last week. At this stage I cannot tell you who I have shortlisted. What I can tell you there were many entries to sift through and some that really shone and stood out. I am keen to learn who the other judges are and to hear who their top picks were. Watch this space. At a time when some will tell you EDI is falling off the agenda of many organisations and at a time where treating those who are different has dominated the political landscape, here in the UK and overseas in the Middle East, I am encouraged to see that the drive to create inclusive sustainable cultures is still paramount for many who are pushing boundaries and being creative across every industry, sector and geography. More details available here https://lnkd.in/eytRuGTu #cipd #peoplemanagementawards #equality #diversity #inclusion

Leading Diversity, Equity, Inclusion, and Accessibility (DEIA) Practices and Selected Key Considerations: 1. Top leadership commitment 2. DEIA as part of an organization’s strategic plan 3. Measurement 4. Accountability 5. Succession planning 6. Recruitment 7. Employee involvement 8. DEIA training 9. Communication

Get article: https://lnkd.in/eEjusR3Q 📢JUST PUBLISHED!📢 The resignation of #claudinegray from Harvard University is an example of #DEI #backfire, which occurs when well-intended initiatives result in unintended negative outcomes. Implementing #diversity, #equity, and #inclusion (#DEI) is an ongoing process that poses #benefits AND potential #risks. #Leaders need to understand how and why DEI practices may backfire. Avoiding DEI missteps is crucial. Here's a quick guide: 1️⃣ Expand targeted #recruitment efforts. 2️⃣ Tailor #diversity #training to your company's context. 3️⃣ Establish clear DEI #accountability. 4️⃣ Integrate DEI into #communication & #culture. 5️⃣ Regularly assess DEI practices at all levels. Avoid the pitfalls and embrace the potential of DEI! 🌍🤝 #InclusiveWorkplace #talentmanagement #leadership The George Washington University The George Washington University School of Business GW Latino Alumni Network GWSB Alumni Ellen Granberg Caroline Laguerre-Brown, JD Christopher Bracey Iberoamerican Academy of Management British Academy of Management Irish Academy of Management Society for Industrial and Organizational Psychology (SIOP) Society for Industrial & Organisational Psychology South Africa (SIOPSA) Diversity, Equity, & Inclusion Diversity, Equity and Inclusion Community of Practice Diversity, Equity, & Inclusion Strategies by Slone Partners Diversity, Equity, Inclusion & Belonging at CUIMC Hogan Lovells Diversity, Equity & Inclusion - Americas Nielsen Diversity, Equity and Inclusion

Vales and behaviours can be incredibly motivating and useful, depending on how committed employers are to upholding them. I love these, from Nationwide Building Society: 1. Say it straight. 2. Push for better 3. Get it done There's more behind this, of course. But these are values and behaviours I could sign up to.

Love Nela's insights here on how soft skills are developing the future of work

Just finished Diversity, Inclusion, and Belonging! This is the three most important fundamentals when it comes to a classroom and not only to the workplace or coworkers. It have brought deeper understanding and have enhanced my learning and teaching skills for classrooms management.

According to the Harvard Business Review, only 8% of companies have age diversity as part of their DEI programme. With five generations working in today’s workforce, there’s an opportunity for organizations to ensure that each employee feels seen and heard when they're going through a different stage in life. An important part of the success of any company is to meet an employee where they're at. "Many of our clients express deep concern about recruiting, retaining, managing, training, and onboarding an age-diverse workforce. Failing to consider how employees learn, how they want to be treated, what their values are, can lead to missed opportunities and lost curiosity". - Danielle Reilly, CIH, Senior Vice President of Consulting Services, BSI. Learn more about supporting age diversity in our new report exploring the future of work: https://bit.ly/4d0CuLI #BSIUSA #AgeDiverseWorkforce #WorkplaceWellBeing #BSI

See how DEI assessments compare. The only way to see the whole diversity, equity and inclusion (DEI) picture is by gathering the full gamut of DEI metrics. But most DEI assessments only give you part of the picture. The Spectra Diversity Inclusion Assessment™ is the only validated DEI assessment that enables you to measure both individuals and the entire organization in a single survey. PLUS we offer 13 custom sub-category questions and two open-ended questions. See how we compare. https://lnkd.in/gW5xsZAW"

[Part 2] "Where does DEI Go from Here?" Are you having a hard time implementing DEI initiatives in your workplace? This morning we highlighted the Four Freedoms as a means to continue and strengthen DEI initiatives in your organization. So what are the Four Freedoms and and how can we work them in to our day to day interactions? Lets take a look together: ❗ The Freedom to Be: "The ability to bring our full, authentic selves to the workplace." ✅ Promote inclusivity through nondiscrimination policies, antibias training, and fostering allyship to exceed legal standards and cultivate a supportive and diverse workplace culture. ❗ The Freedom to Become: "The ability to improve our best selves and our situations." ✅Implement strengths-based development programs to address praise deficits experienced by marginalized groups and enhance feedback mechanisms by coaching managers to deliver positive, objective, and constructive feedback universally. ❗ The Freedom to Fade: "The ability to periodically step back from the spotlight and performance pressure." ✅Promote diversity by normalizing heterogeneity within the organization, shifting focus away from traditionally underrepresented groups, and foster a culture of flexibility by providing benefits like customizable schedules and empowering managers to trust employees to manage their workload effectively. ❗ The Freedom to Fail: "The opportunity for a second chance after a mistake." ✅Create a culture of psychological safety where failure is destigmatized, and intelligent risks are celebrated, while applying antidiscrimination and antibias principles to ensure fairness in inclusion efforts, even in moments of falling short. Which of the Four Freedoms do you think you think is most intimidating or challenging to implement? Let me know below! Author: Laura Morgan Roberts