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There is a lot of deserved woke and DEI pushback. Google's recent AI release is making the conversation more politicized. I personally am committed to diversity and am unashamed. The threshold is really simple per the Rooney rule developed in the NFL. They required at least one candidate of color to be interviewed for each coaching job. That seems like a pretty light lift. For Bonbon we want to make sure that every senior level position we make sure that we consider at least one woman or person of color. It is a small step that allows us to look beyond our immediate periphery for candidates that statistically produce better business outcomes. Yes diversity is good for business and it is proven to drive better business growth and enterprise value. https://lnkd.in/gT9dGShj

In light of comments made by Donald Trump about Madam Vice President Kamala Harris, it's crucial to reflect on the importance of cultural competence in leadership. Cultural competence involves understanding, communicating, and effectively interacting with people across cultures. It is essential for promoting inclusion, enhancing communication, fostering collaboration, and building trust. Madam Vice President Harris, as the first female, first Black, and first South Asian Vice President, represents the rich diversity of our nation. Recognizing and respecting her heritage and contributions is vital. Leaders must demonstrate cultural competence by setting the tone for their organizations and communities, educating themselves about cultural differences, promoting inclusive dialogue, and standing against divisive comments. Let's commit to fostering cultural competence in our workplaces and communities to create a more inclusive and respectful society. #CulturalCompetence #Leadership #Inclusion #Diversity #KamalaHarris

Intersectionality plays a crucial role in understanding and addressing workplace diversity. In the context of workplace diversity, intersectionality emphasizes the need to recognize and address the complexity of employees' identities. Here's how it impacts workplace diversity: 1. **Recognizing Multiple Identities**: Intersectionality calls attention to individuals with multiple social identities that intersect and interact with one another. This means that someone's experience in the workplace may be influenced not only by their gender or race but also by factors such as sexual orientation, disability, socioeconomic status, and more. 2. **Understanding Unique Challenges**: Different individuals face unique challenges and forms of discrimination based on the intersection of their identities. For example, a person with a disability (visible or invisible) faces distinct obstacles compared to a person without a disability. Recognizing these differences is essential for creating inclusive workplace policies and practices. 3. **Inclusive Policies and Practices**: Intersectionality informs the development of diversity and inclusion initiatives that consider the needs and experiences of all employees. This might include implementing inclusive hiring practices, providing diversity training that addresses multiple dimensions of identity, establishing support networks for employees from underrepresented groups, and ensuring that company policies accommodate diverse needs. 4. **Promoting Equity**: Intersectionality underscores the importance of equity, which goes beyond diversity and inclusion to focus on creating fair and just opportunities for all individuals. This may involve examining power dynamics within the organization, addressing systemic barriers to advancement, and actively working to dismantle structures of oppression. 5. **Enhancing Organizational Culture**: By embracing intersectionality, organizations can foster a culture that values diversity, equity, and inclusion at all levels. This can lead to increased employee engagement, innovation, and overall organizational success. Intersectionality highlights the interconnected nature of identity and the importance of considering multiple dimensions of diversity in the workplace. By understanding and addressing intersectional experiences, organizations can create more inclusive environments where all employees feel valued and empowered to contribute their best work. Have your voice be a part of the discussion and your organization be part of the action steps. Register today!

When it comes to racial equity and inclusion, we know there’s work to do. Through leadership programs, community service and elevating their voices on critical issues, young people are inspired to build a world where everyone can thrive. #bgcnw #greatfutures #blackhistory #blackhistorymonth #blackhistoryisamericanhistory

*Key Takeaways from Honorable Prosecutor General Loyce Matanda Moyo:* 1. Stay determined and persevere; great opportunities will arise for professional women. 2. Remember your purpose: it’s about paving the way for future generations. 3. Build networks for mentorship, participate in professional groups, and engage in leadership training. 4. Cultivate confidence, create a portfolio, and believe in yourself despite challenges. 5. Support each other; more women in leadership creates greater opportunities. 6. Document any workplace backlash or abuse for future redress. 7. Seek professional help and understand your rights. 8. Reject racial discrimination; do not let it define you. 9. Stay grounded by establishing your values: humility, kindness, composure, and determination. To get updates on our monthly Women's Conversations, join our Channel: https://lnkd.in/dpF4E7Wz

🚺🚀 Achieving Gender Parity in the Workplace: A Necessity, Not an Option 🚀🚺 In a world where gender equality is increasingly recognized as not just a moral imperative but a catalyst for business success, it's bewildering that gender parity, especially in leadership roles, remains elusive. Despite societal pressure for change and clear evidence linking diversity in leadership to better business outcomes, the representation of women in senior management and board positions is far from equal. 📊❗️ 🤝🌈 Understanding the Difference Parity vs. Equality While gender equality focuses on the treatment of individuals regardless of gender, gender parity measures representation, aiming for an equal presence of genders in all areas of the workplace. Achieving true parity requires a deep dive into equality, considering the needs and barriers faced by all genders, including non-binary identities. 🌍⏳ Regrettably, progress toward gender parity has been painfully slow. With global employment gender parity at just 68.6% and corporate boardrooms faring even worse, it's clear that without significant, immediate action, the dream of gender-balanced leadership could remain just that - a dream. 📈💡 The link between diversity at the leadership level and improved business performance is undeniable. Innovation thrives in diverse environments, and gender parity in leadership not only promotes a richer, more varied perspective on business challenges but also reflects positively on the bottom line. 🌟🏆 Organizations like CBC/Radio Canada and companies recognized by Parity.org, including Adobe, Best Buy, and PepsiCo, demonstrate the attainability of gender parity. These success stories highlight the importance of intentional recruitment, promotion practices, retention policies, mentorship, and diverse decision-making bodies in fostering gender equity. Actions for Change To drive the shift towards gender parity, businesses must: ✨ Adopt thoughtful recruitment and promotion practices ✨ Implement policies that support the retention of female talent ✨ Establish mentorship and sponsorship programs ✨ Ensure diversity among decision-makers ✨ Show a consistent, genuine commitment to a diverse culture through both words and actions The path to gender parity is challenging, but necessary. By drawing inspiration from organizations making strides in this direction and embracing comprehensive strategies to promote gender diversity, we can begin to dismantle the barriers to parity. Let's prioritize gender parity not as a distant goal but as an immediate, actionable objective for the betterment of society and the business world alike. #GenderParity #DiversityAndInclusion #LeadershipDiversity #WomenInBusiness #GenderEquality #BusinessInnovation

In this third installment of the "Exploring Leadership Diversity in Educator Preparation Programs: An Asian/American Perspective” series, Nicholas Hartlep, Ph.D., and Rachel Endo, Ph.D., discuss the challenges faced by deans in education, highlighting the predominance of white faculty and leadership in educator preparation programs. https://lnkd.in/ewfaGwmr #diversity #inclusion #equity

Inclusion goes beyond diversity. It's about ensuring every voice is heard and valued. Discover actionable steps leaders can take to promote equity and create inclusive workplaces, shared by Regina Curry and Katrina Dudley of Franklin Templeton. https://lnkd.in/dPF6sMqd.

Inclusion goes beyond diversity. It's about ensuring every voice is heard and valued. Discover actionable steps leaders can take to promote equity and create inclusive workplaces, shared by Regina Curry and Katrina Dudley of Franklin Templeton. https://lnkd.in/e8UXwx2y.

Women in educational leadership, and aspiring to leadership positions, continue to face marked bias and discriminatory behavior when it comes to their responsibilities, salaries, and opportunities. Learn more in this report from Women Leading Ed. https://ow.ly/7gwB50Sv1b1