Next Pivot Point

Struggling to get DEI buy-in? Start by asking the question, what business problem are we trying to solve (and how can DEI help)? Recruiting Talent retention Profitability Innovation Training costs #DEI #allyship #training

As much as the naysayers want us to think DEI is going away, that is just factually wrong. 1. The global market for DEI is estimated at $9.4 Billion in the year 2022, and is projected to reach a revised size of $24.4 Billion by 2030, growing at a CAGR of 12.6% over the analysis period 2022-2030.” This clearly shows a growth rate that exceeds economic growth expectations. Leaders are investing more in DEI, not less. 2. By 2030, 54% of the US workforce will be people of color and have equal representation from women. In order to prepare for this future workplace in the next five years, organizations need to be doing the work now. They risk no longer being relevant if they do not shift to more inclusive strategies that attract and retain the talent pipeline that is increasingly diverse. Diversity is a fact. Demographics are changing. Organizations need to change too. 3. Seventy-eight percent of U.S. employees would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives. #DEI #allyship #leadership

I'm reading through McKinsey's Women in the Workplace 2024: The 10th-anniversary report. I have a few thoughts. The report states: - Women hold only 28% of C-suite roles, with even lower representation for women of color. - For every 100 men promoted to manager, only 81 women are promoted. My takeaway: Companies where leadership is actively involved in diversity efforts see 25% higher retention of women. As alleys, we (meaning men & women) need to prioritize mentorship, sponsorship, and equitable promotion practices to make real change. If you are unsure where to start, I will shout out to Julie Kratz and her team at Next Pivot Point, who are amazing at helping to start the conversation. #Diversity #Equity #WomenInLeadership #InclusiveWorkplaces https://lnkd.in/gTAeu6uN

I absolutely cannot recommend Tiffany A. Yu, MSc's new book Anti-Ableist Manifesto more. As she defines, being an anti-ableist ally is critical because: 1. One in four adults have a disability. 2. 70 to 80% of disabilities are non apparent. 3. 37% of people with non-apparent disabilities choose not to disclose at work due to the fear of discrimination and lack of support. Full article here: https://lnkd.in/g8rRQNYF #disability #DEI #allyship

Loved being on stage with PFLAG National's Jamie Henkel talking about allyship for Employee Resource Groups at the ERG Leadership Conference. Here are my top takeaways from the conference... Philip Polk, MBA (he/him) - DEI pushback is not new. We need to remind people that there is data from McKinsey, HRC, HBR, etc showing it is good for business. They wouldn't be saying it was good for business if it wasn't. Erin O. - Just because you are not a part of the group, doesn't mean you cannot belong in that group. @Joy Hunt - When I do a land acknowledgment for my tribe, I also help amplify other tribes. Justin Gayliard - One way that ERGs can add value is to collaborate on diversity with competitors. People will be curious to learn and it is a rare collaboration opportunity. @Enrique Perez - One of our ERG strategies is to foster proximity so people can learn about other perspectives. @Rebecca Lee - Start with your ERG mission and vision, then set priorities and the structure for ERGs to be successful. Calvin Pegus (He/Him/His) - Our focuses are community, culture, and career with 2 sponsors for each ERG - one ally and one with lived experience. Kaitlin Vandemark - ERG executive sponsors can help ERGs map business goals to ERG goals authentically. Richard Mihalic - Allyship is about showing up for someone that is different and supportive and caring about them. Jamie Henkel - If you don't have the lived experience, think about a time when you have felt similar to empathize with the other's story. If you have ever had to keep a secret, you might know how someone feels when they are covering. #ERG #allyship #leadership

Identity is a critical component of DEI. One of my favorite activities to do with leadership teams is to talk about our unique identities and how psychologically safe we feel expressing our full identities at work. Spoiler alert, historically marginalized groups tend to not feel as psychologically safe expressing their most marginalized identities. #psychologicalsafety #allyship #leadership

To be more inclusive in succession planning, try: 🔎 Focusing on critical roles 💡 Identifying high-potential employees with diverse perspectives 🎱 Having a diverse pool of qualified candidates ready for unexpected changes to the business Love what Heather Doshay, partner, people and talent at SignalFire had to share for this piece. Full article here: https://lnkd.in/gmcv9X_X #diversityandinclusion #allyship #leadership

Be careful what you believe from news headlines. DEI work is not going away, it's just getting started. Despite public statements made over the last few weeks, most companies are embedding DEI into their cultures, and doing more work, not less. There are four primary reasons why: 🎯 DEI is good for business 🙏 Gen Z is unwavering on DEI 🔥 Employee resource groups are not going away ♥️ DEI is more than LGBTQ+ Full article here: https://lnkd.in/genJVQUY #DEI #leadership #allyship

You know the old saying, work hard, play hard? It may be cheesy, but I believe in having fun and getting work done. This is my team after our first annual International Allyship Day celebration event celebrating with a Broadway show of Suffs. If you have not seen it yet, highly recommend! Save the date for next year's International Allyship Day conference - 8/8/25! #allyship #leadership #diversityandinclusion

How do you know if you have an inclusion problem? 😏 The same people speak in meetings and make decisions 👨👨👦 Social outings are dominated by dominant group members 🧕 People do not share their ideas for fear of being judged unfairly 😨 Historically marginalized folks do not feel the workplace is as fair as the dominant group does 🤯 Leadership does not reflect the communities the organization serves #diversityandinclusion #leadership #allyship