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#Diversity and inclusion in the #workplace is not just about gender. I mean it’s 2024! Creating a culture that values and respects differences in race, ethnicity, age, sexual orientation and more should be a no-brainer. This report by KPMG is literally the highlight of my #day. When you think about it, it just makes total sense and right after diving deep into why social mobility was the missing part of the puzzle you just add one more bullet to your “must keep in mind when hiring” list in order to see your workplace culture #transform. #kpmg #socialmobility #socialinequalities #dimensionsofdiversity

This National Inclusion Week, we're looking at how share plan issuers can make sure their Save As You Earn schemes and Share Incentive Plans are truly inclusive. Read our thoughts here: https://lnkd.in/e_63-Gyw #NationalInclusionWeek #ImpactMatters #InclusionMatters

If you're new to DE&I, it's not too late to start your journey. This article shares four key things to keep in mind as you get started #betterlatethannever #peoplestrategies #diversity #equity #inclusion

For me, Diversity, Equity, and Inclusion (DEI) are vital in creating environments where everyone feels valued and can thrive. Growing up in Arkansas, I’ve witnessed the transformative power of inclusive initiatives that enrich our communities and support diverse identities. In the global mobility sector, we face unique challenges such as varying cultural attitudes and unconscious biases. However, through the help of WERC and the Emerging Leaders group; we are in a prime position to continue to drive meaningful change. By advocating for equitable relocation practices and promoting cultural sensitivity, we can ensure DEI principles are integrated into every aspect of global mobility. Let’s work together to create a more inclusive future for all! Check out this article to get my thoughts on DEI. https://lnkd.in/eg8ei8Cv #Diversity #Equity #Inclusion #TalentMobility

This week is National Inclusion Week in the UK which offers the opportunity for businesses to reflect on the effectiveness of their Diversity, Equity and Inclusion (DEI) strategies. Conexus Human Capital discusses the theme for this year, "Impact Matters" and how to ensure that DEI initiatives are genuinely impactful, rather than just ticking boxes. https://lnkd.in/eaQAQbi4

The article notes a decrease in funding for Diversity, Equity, and Inclusion programs due to multiple factors such as budget constraints and a lack of understanding about the value of #DEI. 🤔 It's crucial to remember that DEI programs are designed to correct systemic imbalances. 👉Steps like partnering with organizations like Pride at Work Canada, leveraging employee resource groups, and implementing mentorship and sponsorship programs are possible solutions your organization can take to make your #workplace more #inclusive and diverse.

One of the key challenges when striving to improve diversity, equity and inclusion in large organisations is the need for good and accurate data. We cannot address imbalances and improve outcomes without a clear understanding of the current situation and where there is room for improvement: as any good advocate knows, you need evidence to build a strong and persuasive case. That said, DEI issues are far more subtle and nuanced than any well-intentioned questionnaire can provide for. The need for measurable metrics can, if left unchecked, tend towards a superficial, label-based, tick-box, pigeon-hole approach. That’s why it’s so important, in my view, to make sure our DEI initiatives acknowledge two vital things: (1) who we are, and the life experiences we’ve had to get where we are today, are a result of a unique combination of social, cultural, geographic, economic and other factors - metrics and models are excellent tools, but they cannot and should not define who we are (2) no matter our backgrounds and the privileges and challenges they present, we are all fundamentally looking for the same thing, to be given a fair opportunity, to be treated with dignity, to be heard, to be included - DEI is and always should be a tool that is used to show us how much we have in common and how we can improve ensuring others receive what we all deserve, not what divides us This event was an excellent example of how coming together to share our unique experiences encourages us to transcend what sets us apart and to be more conscious of others’ perspectives. Thank you to everyone who came along and particularly the panel.

As we celebrate Indigenous Peoples' Day, it's crucial to reflect on the importance of amplifying Indigenous voices in the workplace. At Equity Through Action, we believe that true diversity necessitates creating space for Indigenous cultures, perspectives, and leadership styles to thrive. Supporting Indigenous team members fosters more inclusive decision-making, boosts innovation, and strengthens team dynamics. By acknowledging historical contexts and providing equitable opportunities, organizations can harness the unique strengths of Indigenous communities, building a workforce that’s truly representative and resilient. Let’s work together to elevate Indigenous voices and honor their many contributions in shaping more equitable workplaces. Check out this awesome article by The Diversity Movement: Amplify Native Voices for more insights. #IndigenousPeoplesDay #EquityThroughAction #WorkplaceInclusion #AmplifyIndigenousVoices

Juneteenth is a reminder of the importance of equity, inclusion, and belonging. Here are Forbes' top tips for corporate change and progress. #Juneteenth #Inclusion #Belonging

Juneteenth is a reminder of the importance of equity, inclusion, and belonging. Here are Forbes' top tips for corporate change and progress. #Juneteenth #Inclusion #Belonging