Equal Measure’s Post

If you or someone you know is working to create a more racially equitable organizational culture, consider this intensive through Subduction Counseling. Through 8 collaborative work sessions, participants will develop an organizational racial harm policy, protocol & implementation plan tailored to their organizational context. The intensive will also provide expert guidance from Subduction Consulting’s senior consultants, peer support from past participants, and the opportunity to: --> Learn best practices for identifying, mitigating and repairing racialized harm in your workplace. --> Hone your tools and skills for advancing racial equity in your organization through (and beyond) formal policy. --> Strengthen your policy crafting skills. --> Develop strategies for incorporating community and stakeholder engagement in the policy revision process. --> Develop strategies for leveraging support & minimizing resistance to policy implementation. --> Expand your professional network & build community. Sessions will run every Friday from 9AM - 12PM Pacific, April 26 - June 14, on Zoom.

***Last Call*** 2024 Racial Equity Policy Intensive Fridays, 9AM - 12PM April 26 - June 14 Zoom While many organizations have formal sexual harassment policies, few have racial harm policies, leaving incidents of racialized harm to be managed (or ignored) on a case-by-case basis. When incidents of racial harm are addressed, they are often: met with defensiveness & dismissiveness or organizational paralysis. stuck in vicious cycles of victim-blaming, gaslighting and DARVOing that create additional harm. seen as “opportunities” to aid the perpetrator in “their learning journey” in which the harmed party is expected to “educate” the perpetrator out of their harmful ways, creating further harm. A 2021 gallup poll found that one of every four Black and Hispanic workers report recent discrimination at work. Three in four Black workers said the discrimination they felt was race-based. And more common and “subtle” (coded) forms of racial harm like microaggressions, ignorant comments, and implicit bias are likely much more common. These forms of racial harm can be hard to prove in formal settings, because they are coded and implied. They are also most often adjudicated by white HR personnel who don’t experience or understand these forms of racial harm. This leads to significant disparities in work satisfaction and retention rates for Black and Brown staff. Recent research shows that “33% of Black employees feel undervalued at work and more than one third leave their organization within two years of hire.” One step organizations can take to start creating a more racially equitable organizational culture is to create a formal Racial Harm Policy that documents specific steps to be taken towards repair and accountability when any form of racialized harm is experienced. A formal policy, when implemented well, keeps the focus on repair for the most impacted, and can provide: validity and recourse to those experiencing harm, step-by-step guidance for those managing the organizational response, clear expectations & consequences for those who have, knowingly or unknowingly, created racial harm. If you’d like to begin or continue leading your organization towards more racially just outcomes, please join us for the 2024 Racial Harm Policy Intensive. https://lnkd.in/gDPzGqtm

*The 2024 Racial Equity Policy Intensive begins April 26th!* If you are wanting to begin or continue leading your organization towards developing and implementing a formal Racial Harm Policy, we hope you will consider joining our 2024 Racial Equity Policy Intensive! Through 8 collaborative work sessions, participants will develop an organizational racial harm policy, protocol & implementation plan tailored to their organizational context. The intensive will also provide expert guidance from Subduction Consulting’s senior consultants, peer support from past participants, and the opportunity to: Learn best practices for identifying, mitigating and repairing racialized harm in your workplace. --> Hone your tools and skills for advancing racial equity in your organization through (and beyond) formal policy. --> Strengthen your policy crafting skills. --> Develop strategies for incorporating community and stakeholder engagement in the policy revision process. --> Develop strategies for leveraging support & minimizing resistance to policy implementation. --> Expand your professional network & build community. Sessions will run every Friday from 9AM - 12PM Pacific, April 26 - June 14, on Zoom. Click the link to learn more!

The link between #CSRperformance and CSR #disclosurequality: does board #diversity matter? The article by Denis Cormier, Luania Gomez Gutierrez, and Michel Magnan in the latest issue of JMG - Journal of Management and Governance shows that social performance exhibits a positive relation to a board’s demographic and cognitive diversities, while environmental performance relates to cognitive diversity, but not demographic diversity. https://lnkd.in/dxQae_ta

Interesting insights from Wharton, Harvard, and INSEAD on the current state of Diversity, Equity, and Inclusion (DEI). Transitioning from polarizing views, discussions focus on discrimination, recruitment, workplace dynamics, and compensation practices. Recognizing the impact of proximity bias in institutional attitudes, it's crucial to shift focus to embrace change. Personal experiences, external pressures, and fear can cloud judgment, hindering effective inequality addressing. Advocating for continuous dialogue and proactive steps to enhance workplace diversity and inclusivity, I emphasize cultivating equal opportunities, fair compensation, empowered self-care, and a safe environment fostering both personal and financial growth. Adding Belonging (B) to DEI is critical, focusing on acceptance, affiliation, connectedness, safety, friendship, and trust. Most humans thrive on these elements. One of my favorite quotes often heard in our firm is "Our job is to create opportunities for you to grow your knowledge, skills, and abilities to give you the freedom to work for anyone at any time, but it also our job to engage and reward you to earn the right for you to stay". I see my calling is a collaboration with clients to improve recognition programs (like benefits and group retirement plans), to reduce or remove barriers, eliminate unintended bias, boost engagement, enhance productivity gains, and foster inclusivity. #hr #benefits #groupbenefits #rightpath #deib

Diversity and inclusion are vital to our mission to encourage economic growth and financial stability. Each year, we host the Diversity, Equity, and Inclusion forum to engage in thoughtful conversations about the opportunities and challenges of fostering diverse, inclusive, and equitable workplaces. We're excited to welcome you back to join us in Philadelphia on December 14. Keynote speaker Katie Oertli Mooney, managing director at Seramount, will discuss how organizations can make a clear connection to business outcomes and ways to empower DEI leaders when making the case for progress over the bottom line. https://bit.ly/3SNvGuF The following panelists will join us tol share their insights and answer questions about ensuring progress in DEI during times of uncertainty and change. Erika Whyte, MBA, VP, Director of DEI, Janney Montgomery Scott LLC David Rhoden, VP, Culture & Inclusion, Chubb Leigh Morrison, Learning & Innovation Manager, The Winters Group, Inc. Virtual registration is also available for those unable to attend in person. #diversityandinclusion #diversity #DEI #DEILeader

As someone who has dedicated my career to bringing First Nations perspectives, lived experiences, and cultural understanding into professional spaces, I've seen firsthand the challenges that arise when these contributions are not fully recognized or supported. While many organizations acknowledge that systemic racism exists, they often struggle to see how it exists and manifests within their own structures. Systemic racism isn’t about overt acts—it’s often the subtle, everyday practices that create environments where First Nations individuals feel they can’t fully bring their selves to work. This isn’t just about individual bias; it’s about systems and norms so deeply ingrained that they often go unnoticed and unchallenged. When non-Indigenous employers require First Nations employees to bring their ways of being and racial identity into the workplace, it is essential to navigate these conversations with respect. Without this understanding, there’s a risk of unintentionally discrediting the person as a whole. For First Nations people, these incidents can trigger trauma, reinforcing harmful stereotypes. Though unintended, the impact is profound, which is why recognizing systemic inequality and co-creating environments open to learning is crucial. Leadership in these contexts demands navigating intersecting worldviews, prior to problems arising. Co-creating this kind of workplace requires adjustments. Relying on existing systems will perpetuate harm, even if unintentionally. Building meaningful relationships with First Nations means more than allowing us to be our selves—it requires actively working to decolonize systems and build equity. This responsibility requires accountability and a commitment to change. For many First Nations People, our conviction and purpose in these roles go beyond any job title or position. We carry the weight of our communities and ancestors, committed to creating change for future generations—so they can live more freely, with the economic freedom that has been denied to us by design. While perfection isn’t expected, accountability and a commitment to change are integral. Sharing stories in this context is crucial for learning from our collective experiences and working toward better systems and environments for everyone. We may not have all the answers yet, but we must keep trying until we get there, it's worth it for everyone.

Domonique Revere, Ph.D. is entering the chat... Removing the "E" from DEI is not just a change in terminology—it's harmful and deeply problematic. It's easy to make this decision if you've never faced inequities. It's even easier to ignore if there's no language, commitment, or community to support and advocate for it. Leaders shouldn't believe the hype. Equity is necessary; removing its focus is short-sighted, hurtful, and harmful. Equity is as important today as it was four years ago. Why, you ask... ✔ Systemic Barriers Persist. Inequities in access to education, healthcare, and economic opportunities remain pervasive. Without equity, these barriers go unchallenged. ✔ Workforce Disparities. Pay gaps, underrepresentation in leadership, and discriminatory practices still affect underrepresented groups. Equity addresses and rectifies these issues. ✔ Inclusive Innovation. Diverse perspectives are essential for innovation. Equity ensures everyone has an equal opportunity to contribute, leading to thriving organizations with new ideas. ✔ Community Trust. Commitment to equity builds trust within communities, which is vital for attracting and retaining diverse talent and fostering a loyal customer base. ✔ Sustainable Growth. Organizations prioritizing equity are better positioned for long-term success, with engaged and productive workforces driving sustainable growth. Equity isn't optional in DEI; it's the foundation ensuring everyone, regardless of background, can succeed. https://lnkd.in/ehzEDYyG

Excited to share the latest publication from the USC Sol Price School of Public Policy's CLEAR Initiative, made possible by the JOHN RANDOLPH HAYNES AND DORA HAYNES FOUNDATION grant. The work, conducted by Brian An, PhD, Cynthia Barboza-Wilkes, PhD, and me, explores the intersection of multiple identities in the workplace. Our study of City of Los Angeles employees reveals how certain intersectional identities engage in more uncompensated extra-role behavior, leading to emotional exhaustion on the job. Our findings, published in Public Administration, shed light on how underrepresentation can increase transaction costs and ultimately impact employee well-being. Check out the ungated article here to learn more! https://lnkd.in/gje_YGnD

Meet Corey Lee (Capital One Commercial Bank), Erinn Corbett-Wright, MS, CPC (Salesforce), and Ken O. (Checkr, Inc. Foundation)—corporate Changemakers leading the charge for racial equity. Our in-depth discussions with them reveal three key factors in fostering racial equity: access and career advancement, mentorship, and culture. Explore how these factors can drive positive change in your organization—their insights provide a roadmap to making a meaningful impact.