MaryAnne Howland’s Post

🌟 In today's diverse and inclusive workplaces, it's essential to shine a spotlight on DEI (Diversity, Equity, and Inclusion) metrics in our WBR (Weekly Business Review) and MBR (Monthly Business Review) meetings. Here's why: 1. **Drive Accountability:** By including DEI metrics in our regular business reviews, we hold ourselves accountable for progress toward diversity and inclusion goals. It demonstrates our commitment to creating a more equitable workplace. 2. **Measure Progress:** Tracking DEI metrics allows us to assess our progress over time. We can identify areas of improvement and celebrate successes, ensuring that diversity and inclusion remain at the forefront of our organizational priorities. 3. **Inform Decision-Making:** DEI metrics provide valuable insights that can inform strategic decision-making. By understanding the impact of our initiatives on diverse talent, we can make more informed choices that drive positive outcomes for our teams and our business. 4. **Promote Transparency:** Transparent communication about DEI metrics fosters trust and confidence among employees. It shows that we are committed to openness and accountability in our diversity and inclusion efforts. 5. **Inspire Action:** Highlighting DEI metrics in WBR and MBR meetings sends a powerful message that diversity and inclusion are integral to our organizational culture. It inspires action at all levels of the company and encourages everyone to play a role in advancing DEI initiatives. Let's make DEI metrics a standard agenda item in our business reviews, demonstrating our dedication to creating a workplace where everyone feels valued and empowered to succeed. #DEI #DiversityandInclusion #BusinessMetrics 💼🌍

Excited to showcase one of Simon Quick's core values: collaboration and teamwork are vital to success! 🌟 It's inspiring to see how coming together can achieve incredible results. Watch this video of Managing Partners Chris Moore and Thomas Morr, CFP® from the Barron's Advisor Summit to learn more. #Teamwork #Collaboration

To achieve greater success, organizations must begin to see DEI efforts as an integral part of their operations rather than singular activities. Read more: https://hubs.li/Q02Bky650 Post written by Dave Barnett, Forbes Councils Member.

Questions business leaders need to ask to align DE&I efforts and ensure they are woven into the fabric of their strategy in the new year. #DEI #Diversity #Equity #RealWorldChange #BusinessOpportunities

NEW REPORT - business leaders across the UK were asked about their approach to DE&I, majority indicated it would gain importance for current employees (72%) and prospective hires (71%). Some anticipated no changes (21% and 23%, respectively), while only 6% and 5% believed it would become less significant. The trend is similar for existing clients and customers, with 70% of leaders expecting DE&I to grow in importance, compared to 7% who believe it will decline; 22% think it will remain stable. Regarding prospective clients, 67% of respondents indicated that DE&I would become more relevant in the procurement process, likely influenced by the increasing focus on #ESG considerations in RFPs. #Diversity #InclusiveHiring https://lnkd.in/eyJZTuRj

"It’s time for CFOs to pause and reassess DEI programs so they can be incorporated the right way," writes Jay T., vice president and general manager of workforce solutions at the University of Phoenix. "Still, there’s cause for criticism in how companies have approached diversity initiatives, and, like any new program, there were fits, starts and undoubtedly mistakes made along the way," Titus writes. "Some companies rushed to adopt DEI measures viewing them as beneficial to company culture rather than integral to business success." Read the full story here: https://lnkd.in/eSN6k6p5

#DEI in the workforce is both a moral imperative and a competitive advantage. One of the key components of DEI, and somehow less mobilized, is the Employee Resouce Group (ERG). #ERG are employee-led communities that come together around shared needs and experiences to make changes and improve DEI in the workplace, especially by offering a safe space to employees from historically excluded communities. Despite being a critical component of DEI infrastructure, ERG is often relegated to a tokenistic role wherein it is neither intertwined with the overall DEI strategy nor has a standardized toolkit and metrics to operationalize goals. #Business leaders seeking to develop their companies’ DEI infrastructure would do well to understand how ERGs can contribute. Some of the key determinants of ERG's key performance indicators, stratification, benefits, and best practices are listed hereinbelow: #diversityandinclusion #strategy #sdg2030

“They should be thinking about how to foolproof their existing programs even before the challenges start.” - how the article ends. https://lnkd.in/dVsMtyu3 Measured and accountable ,is what we need to ensure we see before elaborating in more DEIB efforts - otherwise it’s more tick box exercises ✅ Is yours? If not - contact us at TALC - workplace e mail to follow. How many DEI initiatives have you benefited from that you feel really worked to drive a sense of belonging? Warm and fluffy feelings 🫶🏽is what employees want - to be heard and feel like they are not alone, and empowered to feel respected ans wanted for their uniqueness that adds value - to the business they belong to. Commercial leaders listen up 📣📣📣 You can earn 48% higher revenues from having a diverse workforce. 🖤, check out some McKinsey Data reports for the UK 🇬🇧

Think DEI initiatives are failing and on the way out? Think again. Statistics have proven that a diverse workforce - at all levels - yields better results. "Companies should reposition the [DEI] initiative as outcome-based, and that means getting their CFOs involved to establish benchmarks that tie diversity to improved business results...Now is the time for a diversity reset with CFOs working closely with human resources to establish policies and metrics." https://lnkd.in/ge7auXuR