HEATHER HOLLAND, SPHR

The State of Work Today: Building Empathy and Inclusive Workplaces In this episode of The State of Work Today, I interview Dennis Okema (Denis Okema), Director of Diversity, Equity, and Inclusion at SEI. Dennis shares how "building empathy is my job description" and explores how DEI efforts, backed by strong leadership, can transform workplaces into more inclusive environments. From employee resource groups to creating safe spaces for neurodivergent individuals, learn how Denis is building a culture where everyone can thrive. Tune in to discover why DEI is a journey—and why younger generations are demanding more from organizations on social justice and inclusivity. Listen today! https://pod.fo/e/26ff7f #Diversity #Inclusion #Leadership #EmployeeEngagement #Neurodiversity #CorporateCulture #SocialJustice #TheStateOfWorkToday #HRpodcast

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Corporate executives and boards are ramping up communication efforts to prepare for attacks from activists linking business performance to DEI policies. #diversity #waronDEI #equity #inclusion #diversityequityandinclusion

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The sky is not falling: Forty-three percent of companies continue to maintain and promote quantitative, time-bound #DEI goals, and 80% of #DEI goals remain unchanged from 2023. Sixty-seven percent of companies have targeted talent programs for diverse talent. Seventy percent of companies have supplier-diversity programs. To get a more accurate idea of companies' commitment to #DEI, it's important to look at these three areas: #DEI goals, DEI talent programs and supplier-diversity programs.

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A new report from The Executive Leadership Council (ELC) surveyed 180 C-Suite and senior-level Black executives to get their perspective on the impact that DEI has—and should have—in business. 73% of executives who responded rated their companies as "high performing" on DEI strategy and implementation and credited their CEO's advocacy and leadership for driving progress.  From the report: "ELC respondents advise companies to treat DEI like every other known business driver; hold as a guiding principle that evident, accountable fairness and opportunity for all should underpin DEI initiatives; and even as attacks on DEI increase, remain steadfast in commitments to and actions that advance performance-based DEI." Read the full report here: https://bit.ly/4b2ZBnQ #inclusiveleadership #DEIandBusiness #diversityandinclusion #DEI

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Let's talk about EQUITY! I am going to share a podcast episode I recorded in 2023 because it is applicable to the SHRM discussion about burying Equity under Inclusion and throwing dirt on it when we talk about DEI. #Equity #LetsTalkAboutEquity #Inclusion https://lnkd.in/eUpVc5Kq

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In what stage of the DEI journey are you in? Aware, Compliant, Tactical, Integrated or Sustainable? What is the one move that could help you move forward? Ella F. Washington's spotlight on the DEI journey challenges assumptions on what we can and cannot do. So, what is your next step? #DEI #inclusion #inclusiveleadership #coaching #teamcoaching #business #development https://lnkd.in/gSGsmxSS

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Perhaps it could have been worse, if SHRM had eliminated DEI completely. I guess I'll take D&I over nothing, and yet, the decision by SHRM to eliminate "equity" is disappointing and demonstrates a deficiency in their leadership. While It is important to offer alternatives to HR specialists and businesses that meet their goals, there is no need to cede the high ground. This "high ground" is an approach that helps organizations achieve better reputations, higher productivity and retention rates. . Additionally, ,it cedes power to the most skeptical and ignores the members that still advocate for equity. Frankly, it's a shame. Does SHRM’S Removal Of ‘Equity’ From Inclusion, Equity And Diversity Point To A New Strategy Or Signal Something Much Bigger?

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If you are a People Professional leading or supporting diversity, equity, and inclusion initiatives, then you know that stakeholder management is a huge part of the job. Often, it's helpful to have a plan for each of your stakeholders. Here's a list of five of the many partners DEI practitioners must have on speed dial and on rotation. And here are some questions you might find helpful to ask yourself: ❓ Are any of the stakeholders listed missing from your rotation? ❓ Do you have an intentional plan for engaging each of these stakeholders? ❓ What stakeholders are not mentioned here but should be on your list? #StakeholderManagement #DiversityEquityInclusion #ProjectManagement

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ARE HR DIRECTORS ABOUT TO PUT DEI ON THE BONFIRE? Will it still exist in the corporate world in a year's time - or are we about to see it rebranded and/or embedded across the business? Are lots of people about to lose their jobs? How can we make sure we keep the good bits of DEI, while binning the bad bits - and who gets to decide which is which? Proposed glossary: Good DEI = Genuinely inclusive, productive, and legally sound Bad DEI = Divisive, unproductive, and legally iffy Thanks to The Telegraph for quoting me in this groundbreaking story, alongside fellow sensible, centrist HR-watchers Simon Fanshawe (author of The Power of Difference), and Neil Morrison (#HR director at Severn Trent). On the question of what to do about #DEI, the Telegraph's employment editor Lucy Burton writes: "It is a debate that is being had across boardrooms across the country, as HR chiefs admit among themselves that some of their peers have embarked on passion projects that have little to do with the workplace. "Some worry that the advice they have taken on diversity could have misrepresented equality laws, placing little scrutiny on unaccredited external training providers. "Others fear that DEI teams are simply silencing anyone with a different opinion rather than seeking to improve the diversity of their employees." Ouch. No wonder they are worried. Simon, Neil and I seem to agree we must do everything we can to build on the good bits of DEI - but HR directors have already concluded that bad DEI is bad business. And we don't just mean: 'Go woke, go broke'. As this story explains, bad DEI is also bad for the people side of businesses: think productivity, retention and grievances. So it's no surprise that, as organisations face economic uncertainty and restructures, HR directors would see an opportunity to make big changes that will save money and cure some current headaches. Neil thinks many will declare that 'diversity is everybody's responsibility.' My prediction? We are entering a period of deep soul-searching. 'No debate' is ending, and the days of robust discussion will return. DEI will look very different in a year's time. External DEI #training providers and consultants will face much tougher scrutiny - and many won't shape up. The smartest in-house DEI professionals will demonstrate what value they bring to their organisation, acknolwedge the current problems with DEI, and propose solutions. Those who aren't paying attention will need a new career plan. Too apocalyptic? Perhaps Simon, Neil and I are wrong! Please tell us if you disagree with us... If, on the other hand, you agree that the end of DEI (as we know it) is coming, what do you think it will it look like? Will it be an earthquake - or a quiet, low-key crumble? What could a reimagined, improved version of what was once called 'DEI' look like? And do you share my hope that it will ultimately lead to healthier, happier, *genuinely inclusive* workplaces?

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Representation matters, but substance matters much more than identity! Representation is a cornerstone of #DEI, and I’m a strong advocate for purpose-driven women in leadership. I would support a woman who strives for meaningful change in a heartbeat. But just as firmly, I believe that relying solely on identity for advancement, without proving the required skills and vision for the role can undermine the progress that representation aims to achieve in the first place. Identity alone cannot substitute for vision and capability in leadership; in fact it becomes counterproductive and reinforces biases that women often face in leadership. I find it bizarre that so many women and DEI champions are taking Kamala Harris's (KH) defeat as a personal loss. Leadership goes far beyond identity and Harris leaned on her identity as a woman to the point of entitlement missing the bigger picture. Leadership demands clarity of purpose - In an election centered on economic issues, her campaign focused heavily on social issues. Justifying the actions of her government, to priotise funding war when the average American struggled to make ends meet, was a classic faux pas. Leadership is about doing the right thing, even when it’s unpopular - Harris often deferred to Biden’s legacy rather than presenting her own vision and purpose. She chose to stay safe in the shadows of Biden and avoided asserting her opinions on critical issues. In her own confession she said, she ant think of anything she would have done differently from Joe Biden. This suggests a lack of strategic vision, conviction and inability to influence even when you are in a powerful position. Leadership is about elevating self not dragging opposition down - Harris’s campaign relied more on opposition and rhetoric than on highlighting her strengths and presenting her unobstructed vision for the country.  It was a lost a lost opportunity to showcase leadership maturity. Most importantly, a true leadership is authentic. A leader needs a clear, genuine, consistent viewpoint, which they unapologetically own. In today’s social media age, where campaigns are seen globally, it is unwise to play both sides. Let's not forget you are being observed all the time and everywhere you show up in the position of a leader. Genuine leaders don't need scripts and teleprompters. I have always maintained that leadership is about what you do when you are in a position of power, not what you promise to do if you get there. Women in power are expected not just represent but to drive change through their pioneering efforts and unflinching determination. A role that KH was simply not ready for YET and that’s a fact. I would not support a woman just because she is a woman. Respect is earned by women who make a mark in what is still often a man’s world, based on the merit of their caliber, not merely the identity of their gender. #Leadership #DEI #Womenleaders

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Coaching can be a game-changer for Black executives, providing essential support, guidance, and strategies for overcoming unique challenges and maximizing potential. This is a great article by Black Enterprise. https://lnkd.in/eW7RKnS3 If you're passionate about fostering better leaders, or if you're a Black executive seeking to elevate your career, this is a must-read. I help leaders be more authentic, navigate the challenges of being the “Only” and keep them from feeling like an impostor.  Comment "CoachMe" below to start a conversation about working together. #Leadership #CareerDevelopment #ExecutiveCoaching #careerstrategy 

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"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.

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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.

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Diversity, equity, inclusion, justice and belonging are not interchangeable. Years ago, I was introduced to the words of Dr. Dafina-Lazarus Stewart (below). Now tell me SHRM how does removing and deprioritizing equity promote truly people-centered workplaces? Fighting polarization should not equate to placating those who want to hold onto power. *** Diversity asks, “Who’s in the room?” Equity responds: “Who is trying to get in the room but can’t? Whose presence in the room is under constant threat of erasure?” Inclusion asks, “Has everyone’s ideas been heard?” Justice responds, “Whose ideas won’t be taken as seriously because they aren’t in the majority?” Diversity asks, “How many more of [pick any minoritized identity] group do we have this year than last?” Equity responds, “What conditions have we created that maintain certain groups as the perpetual majority here?” Inclusion asks, “Is this environment safe for everyone to feel like they belong?” Justice challenges, “Whose safety is being sacrificed and minimized to allow others to be comfortable maintaining dehumanizing views?” Diversity asks, “Isn’t it separatist to provide funding for safe spaces and separate student centers?” Equity answers, “What are people experiencing on campus that they don’t feel safe when isolated and separated from others like themselves?”

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This article delves into the shortcomings of conventional DEI strategy, emphasizing the need to go beyond superficial efforts. It highlights the importance of differentiating between equity and equality to address pressing issues such as pay disparities and the underrepresentation of certain groups. By making CEOs accountable for DEI and empowering every leader to take ownership of the process, organizations can foster genuine progress toward becoming empowering and inclusive environments that celebrate diversity. Read Article: https://bit.ly/3ykeKUF

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