MCCA (Minority Corporate Counsel Association)’s Post

Schulte Chief Innovation Officer and Chief DEI Officer John Kenneth Johnson recently authored the article, "Schulte's Culture of Connection and Belonging," for Savoy Magazine, offering insights into the firm’s commitment to diversity, equity and inclusion (DEI). He outlined the firm's DEI efforts, which are guided by four foundational principles: ensuring workplace equity, nurturing diverse talent, cultivating a sense of belonging and making a meaningful societal impact. Schulte's inclusive approach—embodied by the "one firm, one team" ethos—paves the way for industry-leading inclusivity policies that extend to business professionals as well as lawyers. This inclusiveness is integral to the Schulte Code of Civility, fostering an environment of respect and trust. Read more: https://bit.ly/3AinMlx #SchulteLaw #DEI #DiversityandInclusion

Creating a culture where engagement and inclusion are not just buzzwords to achieving high performance in the organisation. To learn more how I can better do this, I have just finished Connecting Engagement and Inclusion to a Culture of Performance! Check it out: https://lnkd.in/dtcQ3h3t #diversityinclusion #organizationalculture

Embracing diversity is at the core of our values as we make strides toward a healthier, more equitable future. In honor of Black History Month, learn how Navitus fosters a diverse and inclusive workplace. https://lnkd.in/gazuwUbb

BLACK ENTERPRISE hosts its second annual Chief Diversity Officer Summit, highlighting the importance of corporate diversity, equity, and inclusion (DEI) amidst recent legal challenges. The summit emphasizes the business case for DEI and the role of Chief Diversity Officers in corporate success. #corporateequity #blackenterprise https://lnkd.in/eSJfYnQk

Get ready to be inspired by the trailblazing Nicholè McGill-Higgins MCC ~ Queen of The Hive™️🐝. A Master Coach, keynote speaker, and belonging consultant, Nicholè is dedicated to empowering professionals to reach their full potential. With a rich and diverse background, she instills confidence, assertiveness, and leadership in her clients. As the founder of BEE-Longing LTD, Nicholè has led transformative workshops, keynote talks, and training programs. Her approach combines practical strategies with a deep understanding of the unique challenges women face in the corporate world. Through her guidance, countless individuals have learned to embrace their power, find true belonging, and lead with unwavering confidence. Join Nicholè McGill-Higgins at the BWHR Conference 2024, where she will be speaking on the topic: “ELEVATING BLACK EXCELLENCE AND OWNING YOUR LANE IN HR” 🚀 Key takeaways include: - Embracing your identity and leveraging it as a strength in HR. - Building confidence in your skills, recognizing the significant value your perspective brings to HR practices. - Networking and seeking mentorship to foster relationships that support professional growth and elevate Black excellence. - Committing to continuous learning and staying informed about HR trends and best practices. - Owning your career trajectory with confidence. Whether you’re looking to advance your career, drive meaningful change, or become a more impactful leader, Nicholè’s session will provide you with the tools and strategies to own your lane and elevate Black excellence in your workplace. Be there to transform your career and the future of HR. Click the link below to secure your spot now!👇🏾 https://lnkd.in/dCAJjfzy To the #BWHR CEO and Founder Adese O. and the #BWHR Advisory Team Fiona Daniel Sandy Lucas Frank Douglas Oli O'Donoghue - MBE Bernadette T. Simon Hunt, we extend our appreciation for your unwavering dedication and visionary leadership. Your guidance and insight have not only shaped the direction of our organization but have also inspired countless individuals to strive for excellence🤲🏽 #blackwomaninhr #bwhrconference2024 #networking #leadership #empowerment #humanresources #blackexcellence #inclusion #diversity #equality

“In my experience, the pursuit of diversity and inclusion within companies has often been championed by a lone voice or a small group of passionate individuals, rather than being embraced as a collective responsibility. While there are certainly pockets of genuine commitment, the broader culture often fails to prioritise diversity and inclusion as integral components of business strategy. This fragmented approach not only limits the scope and impact of diversity initiatives but also perpetuates a cycle of tokenism and surface-level engagement. It’s time for companies to shift from individual advocacy to institutional commitment, embedding diversity and inclusion into every facet of their operations and fostering a culture where everyone feels valued and heard.”

Just finished the course “Individual Accountability for Equity and Inclusion” by Nika White! I found Nika's presentations relatable and insightful, making me rethink my own notions of inclusivity and diversity in the workplace. I also appreciated her every-day examples and practical ways to promote and support inclusion and equity in the workplace. Nika's overall positivity lifted this course from a "gotta do" work expectation to a "glad I did this" experience. The modules are a workable 2-3 minutes each, making it simple to complete at ones' own pace, bonus. Check it out: https://lnkd.in/dwP4p8ar #accountability #diversityequityinclusionandbelonging.

In today’s diverse and dynamic workplace, Employee Resource Groups (ERGs) serve as vital platforms for fostering inclusion, belonging, and professional growth. For Black professionals, ERGs can provide essential support networks, mentorship opportunities, and a collective voice to advocate for equitable policies and practices. These groups are instrumental in creating a sense of community within organizations, where members can share experiences, celebrate cultural heritage, and navigate the unique challenges they face in their professional journeys. ERGs empower Black professionals by offering leadership development programs, workshops, and networking events that enhance career advancement. By participating in these groups, individuals gain access to resources and allies that can help them overcome barriers to success. Additionally, ERGs often collaborate with senior leadership to influence organizational policies and practices, ensuring that diversity, equity, and inclusion (DEI) remain central to the company’s mission and operations. This proactive approach not only benefits the members of the ERG but also enriches the organization as a whole by fostering a more inclusive and innovative work environment. However, the journey of leveraging ERGs is not without its challenges. One significant drawback is that ERGs, while beneficial, can sometimes inadvertently create silos within the organization, leading to a separation rather than integration of diverse groups. Additionally, there is the risk of ERG members facing increased visibility and scrutiny, which can lead to additional pressure and stress. Balancing the responsibilities of ERG participation with regular job duties can also be taxing, potentially leading to burnout if not managed properly. It is crucial for organizations to recognize these challenges and provide adequate support to ensure the sustainability and effectiveness of ERGs. Despite these challenges, the positive impact of ERGs on Black professionals and the broader organization cannot be overstated. When effectively supported, ERGs can drive meaningful change, promote cultural competence, and contribute to a more equitable workplace. By acknowledging both the benefits and the potential pitfalls, organizations can better leverage ERGs to create an environment where Black professionals not only survive but thrive. Through a committed and thoughtful approach to ERG implementation and support, companies can harness the full potential of their diverse talent, leading to greater innovation, engagement, and success. Join us for an online "Lunch and Learn" to discuss Leveraging Employee Resource Groups on Tuesday, July 30th at 12:00 pm. Register Here: https://bit.ly/EAWJULY

We're committed to creating a diverse and inclusive business for our employees, guests, and the folks who grow and make our food! ✊🏾✊🏿✊🏽 Our commitment to diversity is woven into our longstanding initiatives like culinary cultural authenticity, commitment to small and non-traditional suppliers, and diversity training. But we recognize the imperative to go further. We are committed to disrupting bias and dismantling covert racism that may unintentionally be entrenched in our systems. Our four key areas of action are disrupting bias entrenched in our systems, strengthening diversity and equity in hiring, working with our Diversity and Inclusion Action Committee (DIAC), and committing to supporting Minority and Women-Owned Business Enterprises (MWBE) through our streamlined Locally Crafted and new Supplier Diversity purchasing programs. Read more about our commitments: https://ow.ly/TvzM50QHRgu

Did you know that only 23% of employees believe their workplace fully respects their human rights? While organizations are waking up to DEI, human rights issues like fair pay, safe conditions, privacy, fair treatment and freedom from discrimination are often still overlooked in the US workplace. Violations happen more often than we think - and undermine talent retention, company culture, and living our values. It's why our team is in support of #ProjectTryton Ambassador Jeannette Matta and her Tampa, FL workshop for business leaders on proactively addressing human rights in the workplace. Let's lead positive change and demonstrate our commitment to upholding universal human rights, dignity and justice in this next era of conscious business and inclusive leadership.