Candice Morgan

"Robust DEI actions make a difference—not just to historically excluded groups but to your organization as a whole. And companies that scale back on their DEI programs will likely miss out." I couldn't have said it better myself. When you find that you've inadvertently excluded someone with a disability, your solution will also likely include someone who has a chronic illness or an undisclosed disability. When we ensure that working spaces fully include neurodiverse employees, neurotypical employees often also benefit. DEI actions are about committing to a focus on your employees and other stakeholders that its thoughtful, intentional, and authentic. Authentic connections grow both of the lines we care about - top and bottom.

2

1 Comment

The assumption that technological advances equal human progress lies at the heart of what’s driven capitalism -  and of course, there’s so much to celebrate. But what if the less fashionable downsides will get to call the shots in the coming decade? Research by MIT Professors Simon Johnson and Daron Acemoglu highlights that the assumption that progress equals human advancement is far from always true – in fact the benefits in recent decades are accruing to an ever smaller part of society as are ‘good jobs’ that provide for the needs of a good life which are fast becoming accessible to only those with the best education. These underlying costs are shifting the social dynamic towards a more polarized society and, ultimately, the workplace.  In this show, we talk to the workplace culture expert, Jessica Kriegel at CULTURE PARTNERS , about what she’s observing as more workers are becoming frustrated with the deal that work offers them and what organisations can do about it to rapidly get ahead of this vast strategic leadership challenge before it gets to define their future in a limiting way. Tune into an important conversation

6

Adapting to shifting landscapes in corporate culture, we at Services for the UnderServed-for-the-UnderServed recognize the evolving dialogue surrounding diversity, equity, and inclusion (#DEI). While terminology may change, our commitment to fostering an inclusive workplace remains steadfast. We prioritize creating spaces where every person feels valued and empowered to thrive. https://lnkd.in/eqFUa8S7

7

Welcome to All Things DEI! We're thrilled to introduce our new LinkedIn community, All Things DEI, where we dive deep into the dynamic world of Diversity, Equity, and Inclusion. Whether you're a seasoned DEI professional or just beginning to explore these critical topics, this space is for you. Here’s what you can expect: Insights and Trends: Stay updated with the latest DEI news, trends, and best practices. Expert Perspectives: Engage with thought leaders and practitioners sharing their knowledge and experiences. Interactive Discussions: Participate in conversations that address real-world challenges and innovative solutions. Resource Sharing: Access valuable tools, articles, and case studies to support your DEI efforts. Networking Opportunities: Connect with like-minded professionals passionate about fostering inclusive environments. Join us as we explore the many facets of DEI and work together to drive positive change in our workplaces and beyond. Let’s collaborate, learn, and grow in our commitment to creating diverse and equitable spaces for all. Follow us for regular updates and join the conversation! #AllThingsDEI #Diversity #Equity #Inclusion #DEI #WorkplaceCulture #Leadership

6

What is misinformation and how does it affect our lives, our sense of well-being, our trust of institutions? How does the spread of misinformation increase workplace divides, incivility, and conflict? My friend & colleague, Dr. Michael Miller, is in the final push of a Kickstarter campaign with a book called, "Reversing Misinformation: A Book to Help You, Your Family, Friends, Community & World." If you're so inclined to help get this book into the world, please participate there. https://lnkd.in/gBupdAQW About Reversing Misinformation: Mike's book contains specific tips and strategies for having productive conversations with misinformed people: 1) Don’t correct someone’s misinformation with actual facts. That leads to counterproductive “my facts v. your facts” argument, and hardens their belief in the misinformation; 2) Do engage the person in conversations using non-judgmental questions, which will reveal: *What individuals and organizations they trust and why; *What are the sources for their (mis)information; and *What are their goals and motivations – in general and related to the misinformation? These structured “motivational-focused conversations” will reduce friction in relationships and loosen a person’s grip on their misinformation. The book contains insightful vignettes about people who have successfully increased flexibility in others' thoughts regarding misinformation so that they became accepting of vaccines. It also presents concepts and strategies for how to handle misinformation from people who you don’t know, and how to prevent misinformation from taking hold in your community. I'd love to hear your thoughts about your strategies to reduce misinformation and/or your thoughts about the impacts in your workplace of misinformation. The book also explores other aspects of the toxicity of misinformation (e.g., elections and climate change), and how to reverse and prevent it.  

5

1 Comment

A must read for those, like me, who think equity is vital to the equation. "Focusing on inclusion without acknowledging the unique importance of equity can lead to organizations adopting identity-blind policies and practices, which suggest that all employees should be treated the same and receive the equal opportunities. Research has shown that identity-blind policies allow for the perpetuation of discrimination and stereotyping more so than identity-conscious policies (i.e., policies that recognize and celebrate employees’ differences). Identity-blind policies also create environments where everyone acts in accordance with the status quo — which in most U.S. companies is historically white and male — stifling opportunities to learn from the unique experiences of those from marginalized identities. https://lnkd.in/eBg2ujns

19

We kicked off Chief Disruptor LIVE with an incredible panel on "Harnessing the Transformational Impact of Adaptive Leadership and Strategies for Competitive Advantage." Here's what we learned: Key Leadership Capabilities:   - Clarity of Mission & Purpose: Essential for aligning and motivating teams.   - Psychological Safety: Creating a culture of trust to foster innovation.   - Empowering Agile Teams: Focus on 'the why' and create value.   - Reflection & Adjustment: Crucial for continuous improvement.   - Adaptive Leadership Mindset: Embrace change and stay ahead with innovation. Panellists: Aruj Haider, Senior Director Emerging Technology Development and Innovation, The Crown Estate Khaliq Akbar, Strategy Director - UK & Ireland Strategy Director - UK & Ireland AXA UK Major General Robin Lindsay CBE, Military Secretary and General Officer Scotland, British Army Matt Robinson, Chief Technology Officer, FairPlay Sports Media #ChiefDisruptor #ChiefDisruptorLIVE #Connect #Learn #Disrupt #BusinessLeaders #Leadership

16

4 Comments

👋🏼 SAY HOWDY TO THE ANTIDOTE 👋🏼 After a decade of searching for materials to help me bridge the gap between theory and praxis within social movements, I launched The Antidote — a newsletter on “how to be in the movement for the long haul” — filled with interviews with some of the leading organizers & activists of our time. While there are substantial resources to turn to as it relates to theories, themes, and trends within movement building, there exists very few resources that give practical guidance and support as it comes to navigating inherent contradictions present in daily decision making. Our stance on the issues might be straightforward but the tactics to get there aren’t — instead they’re riddled with nuanced contradictions and these contradictions are often most present in the daily decision making. The Antidote seeks to fill this gap  by conducting and sharing interviews where we can learn from one another and gather practical tips in an effort to build more sustainable and impactful organizers, leaders, orgs, and movements. Only a few months old, I’ve already had the pleasure of sitting down with some absolute titans including: Renee Bracey Sherman — reproductive justice activist, Founder and Co-Executive Director of We Testify Jaimee Swift — creator, founder, and Executive Director at Black Women Radicals & The School for Black Feminist Politics Dionna Dorsey — creative entrepreneur, designer, Co-Founder and CEO of The Creative Ladder Charlotte Clymer — writer, communications consultant, trans activist, and military veteran I invite you to mosey on over, subscribe (it’s free!), and stay awhile. Each interview offers its own unique gems for unearthing. I’d love to hear where these convos take you (and who you want to see interviews from next!). Until we’re all thriving,  Michelle https://lnkd.in/etbU5eZP 

10

2 Comments

For those of you working in women's health or LGBTQ health -- how we think about lesbian health could help you improve the health of everyone. I wrote this in 2017 for the now shuttered lesbian magazine "Curve" and it continues to resonate today: Since 2001, I have been an LGBT health advocate. I learned the most about this type of advocacy from my five years as the executive director of the Lesbian Community Cancer Project in Chicago. It was there that I met lesbians like Peggy, who died of ovarian cancer. She was without her partner at the end because her homophobic parents flew in and seized control of her care. And then there was Shannon, who died of breast cancer. She was an artist, didn’t have health insurance, and had never had a mammogram—until it was too late. My dear friend Lisa died of lung cancer. She ignored the signs for months because she was busy organizing our support groups, taking care of her partner and everyone but herself. Lesbian health is about all of this—homophobia, access to health insurance, and the challenge of putting ourselves first in a busy, stressful world. But to hear most doctors talk, you would think tackling our BMI (Body Mass Index) would magically solve all these problems. Obesity is often the first thing out of their mouths when it comes to lesbian health—but it shouldn’t be. What we really should be talking about is strength. How are we building strength in our bodies, our muscles, our bones? How are we building strong hearts, relationships, and communities? In what ways are we already strong, and where do we need to get stronger? Me? I'm 44 years old and keep suffering from lower back pain. As soon as my doctor described how core strength would support my back, it all made sense. Suddenly, it wasn’t a conversation about weight but about strength. Many of us avoid going to the doctor because we don’t want to talk about our weight—especially with a straight doctor. Prioritizing a strong back and core was exactly what I needed to motivate my feminist lesbian soul. I propose centering lesbian health—our health—on strength and resilience. Lesbians building muscles. Lesbians with strong hearts. Lesbians whose backs can bear the weight of it all. Resilience is the ability to bounce back or quickly adjust to change. As lesbians, we should see this as a crucial and powerful goal. Resilience is built on strength. Read more here: https://lnkd.in/dpsusc6

55

3 Comments

Such a great article, thank you Debbie Moore. Are people who are managing personal responsibilities alongside their roles(often balancing constraints around time or flexibility) less committed than those who don’t have these constraints? Of course not! And yet, sadly, employees with boundaries are constantly having to manage this perception gap with their manager and co-workers. Commitment isn’t about hours logged or availability at every turn. It's about the focus and impact people bring and their desire to grow and progress within those boundaries. A powerful step managers can take, as highlighted in this article, is to have open, ongoing conversations about career goals and growth opportunities that fit within these boundaries. Managers who approach these discussions without assumption or bias, create pathways for Boundaried Workers to thrive, rather than stall. This is inclusion in action. #BoundariedWorkers #InclusiveWorkplace #Empathy #EqualOpportunities

1

1 Comment

Pivot Point: In the tumult of modern discourse, where the voices of exclusion and division echo relentlessly, there exists a sanctuary of profound wisdom, nestled within the sacred pages of John 15. As the tendrils of Christian nationalism entwine with rhetoric that opposes Diversity, Equity, and Inclusion (DEI) efforts, it is imperative to turn to the timeless teachings of Christ for guidance and illumination. Amidst the din of intolerance, John 15 emerges as a beacon of hope, offering not only solace but a compelling narrative that intricately weaves together the spiritual essence of Christianity with the principles of DEIB. As we embark on a journey through this sacred text, we are called not only to reflect on its profound truths but to confront the stark realities of our time, challenging us to transcend the barriers of prejudice and embrace a vision of unity and justice. Thus, it is within the depths of John 15 that we discover a transformative power, igniting within us a fervent resolve to champion the cause of inclusion and equality, and to stand steadfast against the forces of division and hatred.

2

Just a few of my thoughts as shared with DiversityEmployment.com: - Getting the real voices in the room is key to understanding how successful the DEI program really is. To ensure people feel psychologically safe enough to express their true thoughts and feelings, we as leaders and as companies also need to get good at creating safe spaces – free of retribution, judgement and gossip. - The key trend I see shaping the future of workplace diversity is not needing to put so much focus on ensuring diversity and inclusion. Instead, people will be dealt with exactly as they are – human beings. Indeed, one of the bright spots to all of the chaos in the world over the past few years is that more and more leaders want to know that their work will make a difference in the world. In this meaning, they are bound to begin seeing their colleagues as the humans they are – regardless of the seeming outside differences. What do you think? What's your experience? Would love to hear.... #meaningatwork #makingadifference #diversityandinclusion https://lnkd.in/d2kUt-CM

2

I’m not sure I agree with the sentiment of the guest of this podcast. But, companies abandoning DEI is real. We should all not stand for that. Diverse organizations make an impact and are more successful. The idea that DEI undermines the success and increased profit of an organization is asinine. If you look at the data, those organizations that are more diverse, have increased levels of equity, and are inclusive, are more successful by orders of magnitude. It is vital that we all make sure the organization that we work with and work for don’t blink in this moment.let’s all stand up for diversity, equity, and inclusion.

10

2 Comments

A ROUNDTABLE EXPERIENCE: BLACK WOMEN EXECUTIVES NAVIGATING CHANGE Join us for Part 1 of the Roundtable Experience on Wednesday, May 15th at 6:30 pm EST, where we'll dive into the topic of empathetic communication, particularly when sharing difficult decisions with your team. Here are a couple of nuggets to stimulate your thinking and prepare you for the conversation: 1. Emphasize the "why." Help your team understand the context and reasons behind the decision. Explain how it aligns with the company's goals, values, or current circumstances. 2. Listen actively.  Demonstrate empathy by giving your team the opportunity to express their thoughts and concerns. Show that you value their input and care about their well-being by giving them your undivided attention, asking questions to better understand their perspective, and acknowledging their emotions. Active listening helps team members feel heard and valued, even in challenging situations. In addition to these foundational tips, we'll be sharing more strategies for guiding your team through change. You'll have the chance to discuss these ideas with like-minded peers and contemporaries and take away practical approaches for your own leadership toolkit. Let's work together to make a positive impact as leaders, strengthen our resilience, and support each other. USE THE LINK IN THE COMMENT SECTION TO LEARN MORE AND RESERVE YOUR SEAT.

7

1 Comment

My friend Debra Sabatini Hennelly is a coauthor of this great Harvard Business Review article on carewashing, which has a long history, but has really emerged since the pandemic. They coined the term “carewashing”, but actually I think most of us are instantly familiar with these cultures… The job is hell but there’s free access to a yoga app You get trained on psychological safety, but have never seen a senior person attempt to create it There’s a lot of bring your whole self to work rhetoric, but it’s soon blindingly obvious that only a fool would say what they actually think They also nail the root cause of this practice, which is a knee jerk effort to attract more people with family responsibilities and commitments, as well as young people who care about values, but *arent prepared to follow through*: “Carewashing also happens when leaders, in order to meet immediate hiring and retention challenges, claim to prioritize employee well-being but fail to follow through to ensure that their employees have the skills and resources to bring those commitments to life. For example, consider a CEO who, as part of their efforts to improve their organization’s hiring profile, insists that HR leaders include language in job descriptions that references a caring, safe, and inclusive culture and touts the organization’s commitment to flexibility. The idea is to attract women candidates, who are more likely to have caregiver roles that limit their ability to spend eight to 10 consecutive hours in the office, five days a week. Unpaid caregiving hours almost tripled between 2020 and 2023, and millennials have now become the largest cohort of caregivers who also work full time — enlarging the pool of candidates who may seek out organizations with flexible policies. However, while this tactic may improve diversity and hiring metrics in the short term, the new hires may quickly leave if nothing is changed within the organization to ensure managers know how to create psychologically safe environments where team members can ask for support and flexibility when needed.” A great read on why our siloed defaults don’t work, also a big focus of my own work!

202

33 Comments

Chief Diversity Officers face a tough road and often manage three particularly challenging aspects: 👎🏾 Picking Up Where Others Left Off: Many CDOs inherit roles from predecessors who left due to burnout, creating a cycle that often feels unsustainable. 👎🏾Shifting Organizational Mindsets: They’re expected to drive emotional and cultural change—an incredibly complex task that goes far beyond traditional DEI work and requires both patience and deep behavioral insight. 👎🏾Building Lasting Change with Limited Resources: Creating meaningful, long-term impact with few resources is a tall order, leaving CDOs to often do a lot with very little. My own DEI journey spans multiple roles—as a consultant, internal team member, and fractional CDO. Though I enjoy fresh starts every few years, my DEI tenures were notably shorter. Now, with a better understanding of the nervous system, I realize the burnout was from being stuck in unsustainable states (both understanding my body AND due to external limitations). The stress was real—and ultimately, not sustainable. What's interesting is that one of the largest barriers to human sustainability in the workplace is stress, yet I've seen very few integrative strategies to help employees manage it. This conversation with Raven Solomon, CSP®and Tonya Ladipo, LCSW is going to be insightful! Join us to explore solutions and sustainable paths forward. Registration in comments!

16

3 Comments

Absolutely love this callout Kristin Bower. 💚 This question from the article really resonated, "What constitutes “effectiveness,” how is that determined, and according to whom? Whose values, priorities, and worldviews are shaping the evaluation?" Further to that, "Decolonizing evaluation requires us to focus on who is doing the work and how that work is done. First, it means leveling the playing field between funders, evaluators, implementers, and communities. Second, it means identifying and addressing power imbalances across the evaluation system, from the design and implementation of an evaluation to the dissemination and utilization of its findings." When discussing #decolonization, #EDI, #DEI or #IDEA strategies, are you as a leader also reflecting upon your #RFP and #procurement practices? If not that's ok, the perfect time to make that change it right now. Imagine the incredible ideas and people being passed over because of these outdated practices. Imagine the amazing future we can build together, with more voices at the table. Leda HR #HR #Leadership #LeadershipDevelopment #Equity

4

DEI is here to stay--despite the noise. Kenji Yoshino Excerpts from #NeuroleadershipInstitute on three criteria that can put a DEI program in legal hot water: 1) suggesting a preference for certain individuals over others, 2) demonstrating a preference for a legally protected group, and 3) conferring a “palpable benefit” on a specific group, such as an employment opportunity, pay increase, or development perk. So, for example, efforts to increase job applications from historically underrepresented groups would typically not be a problem, but programs exclusively for hiring these candidates may raise concerns. Evaluating pay parity to meet broader equity goals may not be a problem, but adjusting team compensation based on diversity could be. And requiring certain training for everyone in an organization would not carry legal risks, but offering development opportunities for only a select group could.

17

7 Comments

Have you downloaded the formatted copy of the Strategic IMPLICATIONS yet? As corporate responses to DEI backlash continue to make headlines, now is the perfect time to explore the questions you are asking your teams: ★ How are you positioning your company to address diverse DEI opinions while maintaining talent acquisition and stakeholder trust? ★ Are inconsistent DEI strategies across industries creating opportunities that you could be capitalizing on? ★ What adjustments should boards and executive teams make to navigate complex consumer expectations tied to DEI challenges? What questions would you add? Join the conversation today! Download the full, formatted version by subscribing here: https://lnkd.in/gi37Jedc #Newsletter #SubscribeNow #Leadership #StrategicPlanning #ExecutiveInsights #BoardGovernance #BusinessStrategy #DEI

4