Alfa Employment’s Post

Diversity, equity and inclusion (DE&I) programmes need for careful planning and integration into core business priorities to ensure efforts are beyond reproach. Partner and employment lawyer Kelly Thomson spoke with Ben E. from Raconteur about DE&I in the face of criticism. #EmploymentLaw #Diversity #Equity #Inclusion

Shifting from Equality to Fairness ⚖️ In the evolution of employer practices, the shift from mere equality to genuine fairness is a game-changer. Treating employees equally might seem straightforward, but the essence of fairness lies in recognizing and addressing individual differences. Just as in the classroom, where students have diverse needs, the workplace thrives when employers understand and adapt to the unique strengths and challenges of each team member. It's about transforming procedures to go beyond uniform treatment, focusing on tailored support that ensures every employee has the resources and recognition they need to excel. Let's embrace fairness as the compass guiding our decisions, fostering an environment where each employee's unique contributions are not only acknowledged but also celebrated. #equalisnotfair #fairness #bestpractices #Capgemini

🌟 Elevate your workplace with Pinnacle Consulting's Employment Equity Advisory & Consulting Services.  We're here to help you navigate the complexities of compliance, foster an inclusive culture, and build a diverse team that drives success. Transform your organisation into a beacon of equality and opportunity.  Let's create a future where everyone belongs. 🤝💡  #EmploymentEquity #DiversityAndInclusion #PinnacleConsulting

Earlier this year the independent Inclusion at Work Panel published a report on the state of diversity and inclusion practices in UK workplaces. It concluded that employers are spending huge amounts of money on D&I training that's ineffective because it doesn't focus on the specific problems they have in their organisations and argued that employers needed a new approach. A new report Flying Flags and Ticking Boxes covers some of the same ground; it looks at what has gone wrong with workplace initiatives to improve equality, diversity and inclusion (EDI) and suggests how leaders can fix it. One of its suggestions is to create a culture of ‘productive disagreement’. This quote particularly resonated with me: ‘Diversity of thought, regardless of groups or categories, is a real win for business. Inclusion doesn’t mean: think like this, speak like this, behave like this, otherwise we will exclude you’. We’ve been saying for a long time that businesses shouldn’t shut down reasonable debate and should give their staff the confidence to disagree agreeably and it’s good to see that this is approach is gaining real support. #diversity #inclusion #legalupdate #EDI #hr #training Irwin Mitchell

In her latest for Bloomberg News, Simone Foxman covers the SHRM situation and includes some of my (maybe controversial? or at least nuanced...) views. In short - I don’t believe there’s one “correct” acronym to use to describe our work. Any name choice is inherently a decision to give some concepts above-the-fold coverage over others. Equity is obviously a critically important part of the work, and a prerequisite to achieving representation, fairness, or even what so many leaders claim to care about most: meritocracy. But I think it's not just reasonable but actually *smart* for organizations to be open to refining the way they communicate about this work in whatever way they believe will maximize impact. I think reasonable, values-aligned people can disagree on how best to do this - that's healthy, and actually *good,* in my view. SHRM’s decision poses a different issue for me. One of the core reasons SHRM gave for its rebrand is that it wants to “address the current shortcomings of DE&I programs, which have led to societal backlash and increasing polarization.” In other words, SHRM said it was evolving its branding because the very practitioners it exists to support have been doing a bad job. Nowhere in the announcement did SHRM talk about the extremist groups who have launched a very intentional attack on DEI, blaming this acronym for everything from a train derailment to a bridge collapse to antisemitism on college campuses. Yes, we’re facing backlash and polarization. And I’ve been outspoken in acknowledging that practitioners should consider what we can be doing differently to minimize that. But to place all blame on polarization on “DE&I programs,” and none on anti-diversity activists intent on dismantling every component of this work - from corporate DEI to decades-old civil rights protections - is not just offensive, it calls into question the credibility and awareness of the organization. https://lnkd.in/gn8rfUP7

"Recently, the Society for Human Resource Management (SHRM), a leading voice of HR professionals, announced that it was abandoning the acronym “IE&D” — inclusion, equity, and diversity — in favor of “I&D.” This decision removes “equity” as a necessary component of the work required to create a workplace where all employees thrive. Removing equity sets a dangerous precedent that flies in the face of decades of research about diversity, equity, and inclusion (DEI) in the workplace." Read more at https://ow.ly/QYjZ50SS5gU #BrazilUSCham #HarvardBusinessReview #HBR #Diversity #Equity #Inclusion #People #Organization Via Harvard Business Review

Leaders and teams are witnessing a pivotal moment in the evolution of workplace diversity strategies. This article from The Wall Street Journal examines how companies across America adjust their approaches amidst new pressures. #TheLadipoGroup #Equity #InclusiveLeadership #BusinessStrategy #DEI https://ow.ly/JiSg50R4ezB

Being transparent about unfavorable outcomes signals that an organization’s commitment to strengthening diversity is real: As of January 2021, approximately 95% of the largest organizations in the U.S. — many of whom publicly committed to increasing diversity — did not disclose the diversity of their workforce to the public. And that’s not because they didn’t have the data. In fact, for most large organizations, numerical breakdowns of their workforce data by race/ethnicity, gender, and job categories are readily available because they are required to collect and confidentially report them annually to the U.S. Equal Employment Opportunity Commission (for example, in EEO-1 reports). They did not disclose the data because they chose not to.

#TheMorningInclusive What is a “DEI Hire” really? Considering recent discussions around DEI initiatives, it’s crucial to emphasize why companies must intentionally focus on fostering an inclusive culture, a diverse workforce, equitable policies and practices, and an accessible organization where everyone can thrive regardless of their identities. The recent comments by Tennessee Representative Tim Burchett, dismissing the qualifications of Vice President Kamala Harris and former Secret Service Director Kimberly Cheatle as mere “DEI hires,” highlight the ongoing challenges and misconceptions surrounding DEI efforts. These initiatives are not about tokenism but about creating environments where all individuals are valued and given equitable opportunities to succeed. Why is this important? Inclusive Culture: An inclusive culture ensures that all employees feel welcomed, respected, and valued, leading to higher employee engagement, satisfaction, and retention. Diverse Workforce: Diversity brings a variety of perspectives and ideas, driving innovation and better decision-making. It reflects the diverse customer base and effectively helps understand and meet their needs. Equitable Policies and Practices: Equity ensures all employees can access the same opportunities and resources. It addresses systemic barriers and creates a level playing field for everyone. Accessible Organization: Accessibility means creating an environment where everyone, including those with disabilities, can fully participate and contribute. This is not just a legal requirement but a moral imperative. Focusing on these pillars can help companies build more resilient, innovative, and successful organizations. Let’s continue championing DEI initiatives and creating workplaces where everyone can thrive! #Inclusion #Diversity #Equity #Accessibility #Leadership #WorkplaceCulture

Helpful to see this US data and the point about going back to basics to ensure that DEI interventions are closely tied to the business goals of individual organisations. There is a distinct difference in appetite now for trying to spread resources too thinly and do many things for the sake of it without real outcomes. To combat the noise and stay relevant in this environment, practitioners have got to continue to focus on the actions that are going to deliver measurable change for their organisations. #DEI #strategy #progress #data #reporting #outcomes