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📣 "This is why we can't have nice things." 📣 It's an idiom used to express frustration about a situation where something desirable or enjoyable is ruined by certain behavior. When I speak about diversity, equity and inclusion (DEI), the first statement I make is, "I am not here to tell you what to believe. I am not here to persuade you to value what I value. In fact, we don't want everyone to believe and value the same things. That's the *opposite* of diversity and we cannot grow and evolve as humans [or as a company] if we all think alike. I am here to facilitate behaviors that allow all our diverse perspectives to work together in a respectful manner and give everyone the same opportunities for joy, love, and success in our lives." Our polarized political discourse has continuously sought to create faux outrage by hijacking words and phrases and twisting them into something they're not. It has happened for centuries, designed to maintain a certain status quo and stifle evolution. The phrase "DEI" is one of those casualties but rest assured, the practices will continue. "DEI work" has never been about taking power away from a certain group and giving it all to a different group. It has always been about ensuring ALL humans -- not just those in the majority -- are seen, heard, included, and respected. Whether we are a combat Veteran reentering the corporate world or a person recently diagnosed with a degenerative disease requiring more access to our physical surroundings, we should be included. Whether we are a person discovering more about their gender identity or a person of color seeking to better their life in some way, we should all be included. We want our communities and workplaces to embed the fundamentals into everything they do. Demonizing the term and forcing us to use different words won't change our desire to ensure all humans (employees) are treated with equity and respect, including YOU. #DEI #Diversity #Equity #Inclusion #Community #WorkplaceCulture #Respect #HumanRights

The evolving landscape of DEI is fascinating and crucial to discuss. With mounting legal and political pressures, many companies are rebranding their DEI initiatives to focus on broader inclusion and avoid potential legal challenges. This shift underscores the importance of inclusion as the core challenge, moving beyond the initial focus on diversity alone. It's intriguing to see how companies like Starbucks, Eli Lilly, and others are adapting their strategies and terminology to navigate this complex environment while still aiming to foster inclusive workplaces. The emphasis on creating a culture of belonging and maintaining diversity goals, albeit under different names, reflects a nuanced approach to advancing equity and inclusion in today's polarized climate. As someone dedicated to increasing the number of women in leadership roles in aviation and aerospace, I see this as an opportunity to reinforce the importance of inclusive practices in all industries. The rebranding of DEI efforts highlights the ongoing need for thoughtful, inclusive strategies that can withstand evolving legal and societal landscapes. #DEI #Inclusion #Diversity #Leadership #CorporateStrategy #WorkplaceCulture #Equity #LegalCompliance #Adaptability #WomenInLeadership #Aviation #Aerospace #stem #steam #womeninaviation #womeninaerospace #womeninstem #womeninsteam

"Last year, Eli Lilly’s annual shareholders letter referenced the acronym for diversity, equity and inclusion 48 times. This year, “DEI” is nowhere to be found." 🙃 This Washington Post article, the latest in a crop from different sources on the topic, brings to light what many DEIB professionals have been feeling for a while — the energy and investment that 2020's societal reckonings ushered in is disappearing. It echoes what I discussed in Backstory Consulting's most recent Peaks and Valleys newsletter. In it, I talk about a conversation I had with my mom, Myrnia Bass-Hargrove, who has been doing inclusion and equity work for longer than I've been alive. When I brought up my fears, she was quick to remind me of the cyclicality of impact work. And that over the course of her career, public interest has changed, along with concept names, position titles, and the investments that go with them. But, what has never changed is the need for the work. And it never will until we create a world where all people are treated with equality and respect, and have what they need to feel safe, seen, heard, and accepted. As I mentioned in the newsletter: Acronyms may change, but the need for the work remains. ❗️ Read more from the newsletter here: https://lnkd.in/eE5d4X7D And read more of the Washington Post article here: https://lnkd.in/eEkzzReq #dei #diversityequityinclusion #deib #inclusionmatters #deistrategy

Like so many other topics, DEI has been weaponized as a political debate. Companies are grappling with their stances and decision-making around diversity, equity, and inclusion programs. It’s one of the most visible civil rights initiatives of the past decade. But once you strip away the backlash and external distractions, what you actually have is:  1️⃣ General agreement on the importance and *impact* of core diversity, equity, and inclusion practices.  2️⃣ A misunderstanding or divide over what these terms actually mean. 3️⃣ A growing number of leaders who are adapting and adjusting to the current climate, yet strongly rooted in the business case for a diverse workforce. I recently spoke with Taylor Telford at The Washington Post about the importance of effectively communicating the purpose of DEI—especially during this time of confusion. #inclusion #diversity #leadership https://wapo.st/3woCA0r 

Check out the 𝐌𝐞𝐝𝐭𝐫𝐨𝐧𝐢𝐜 𝐆𝐥𝐨𝐛𝐚𝐥 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧, 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 & 𝐄𝐪𝐮𝐢𝐭𝐲 𝐫𝐞𝐩𝐨𝐫𝐭 𝐟𝐨𝐫 𝟐𝟎𝟐𝟑 to get an insight on how Medtronic has been instrumental in fostering a culture of belonging, tearing down barriers to education and career growth, and promoting inclusive leadership. We're stoked to share that our 𝐄𝐌𝐄𝐀 𝐑𝐞𝐠𝐢𝐨𝐧-𝐋𝐞𝐝 𝐌𝐚𝐫𝐤𝐞𝐭𝐬 𝐖𝐨𝐦𝐞𝐧 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐀𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐨𝐫 𝐩𝐫𝐨𝐠𝐫𝐚𝐦 got a shout-out this year, showcasing how we're backing women with aspirations of leadership through hands-on learning pillars like mentorship, coaching, and leadership training. This program helped us boost the representation of women at Manager and Above level in commercial roles from 25% to 40% in only 3 years, outperforming external benchmark by 15%. That's a rock-solid commitment right there. I like to believe that it's not just a win for us but also empowers women beyond our company when they see our Medtronic female leaders pulling in outstanding business results, leaving a mark on the future of the healthcare ecosystem in the region. #diversityinclusion #medtronic #medtronicproud Shereen Ghanem Frederic Brouard Heimo Grasser, MA, CISM Tanya Gildea Noor Jibril Layal Khayyat, MPH Shatha Alwahidi Murtaza Badri Rana Chamoun Sevilay Pezek Yangin Irene Rajah Lama El Khatib Carmen Cucek Klanac Katerina Nedvedova Maria Kalabusheva Nazley Bayat Rozan Al-Musharraf Dalia Almushaikeh Melis Yanik Ceyda M. Alena Lapaeva

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It's important to recognize that the essence of DEI extends far beyond mere semantics. At its core, DEI represents a commitment to dismantling systemic barriers, addressing inequalities, and fostering an environment where every individual, regardless of background, feels valued, respected, and empowered to contribute fully. This commitment remains paramount, regardless of the specific language used to articulate it. Sustaining a commitment to equity and inclusion requires ongoing reflection, learning, and adaptation. Companies must be willing to engage in courageous conversations, challenge the status quo, and embrace change, even when it is uncomfortable or inconvenient. This means actively seeking out feedback from marginalized voices, being open to criticism, and holding themselves accountable for driving meaningful progress. Ultimately, the true measure of success lies not just in the diversity of the workforce or the adoption of inclusive language, but in the tangible outcomes experienced by individuals from historically marginalized groups. It lies in the lived experiences of employees who feel valued, respected, and empowered to bring their whole selves to work, knowing that they will be supported and affirmed. #diversityandinclusion #DEI #inclusion https://lnkd.in/gYDem7yX

When we began discussing the refresh of our core values earlier this year, we knew that inclusivity had to have a spot on the list. We see great value in having diverse skills and perspectives on our team, and we’re always asking for team feedback, whether you’ve been with us for 10 years or 10 days. For a closer look at how we value diversity at Connico, check out our recent blog!

The Washington Post is reporting what we at RW3 CultureWizard have known all along: That the focus shouldn't be on diversity or on politically-charged terms, but rather on the concept of inclusion. Though that, of course, does not mean you can't focus on diversity or on building equity, inclusion is key. At RW3 CultureWizard, we define inclusion as the behaviors that allow others to feel welcomed, valued and appreciated. It's really hard to be against letting others feel welcomed, valued or appreciated.

What even IS diversity? At Connico, diversity means differences in background and differences in ways of thinking - not differences in traits or characteristics that can be readily seen. As a certified Disadvantaged Business Enterprise (DBE) firm in 29 states (as of this writing) across the country, we have a special role in promoting different perspectives and leadership in game-changing ways. In our recent blog, we share three ways our approach to diversity has unlocked value for our team and clients. Check it out! https://lnkd.in/gs4T6Ch7