Exodus Consulting Group, LLC’s Post

No matter how fast-paced our workplaces become, we need to remember DEI can’t ever be on the backburner. And diversity and inclusion come from leaders — specifically the skills they develop. Agility, emotional intelligence, and empathy are all key markers for a more diverse, inclusive culture — so leaders, gear up those skills 💪 #diversity #inclusion #leadership

Check out this insightful article on how intentional Diversity, Equity, and Inclusion (DEI) initiatives can enhance leadership development by fostering essential interpersonal skills like active listening and emotional intelligence. The author delves into uncovering the hidden human experiences of women of color in leadership roles. #DEI #LeadershipDevelopment #InclusionForAll [Link to the article: https://lnkd.in/gUH47shf]

We’re more than halfway through 2024, and it’s a good time to remember that leadership — and by extension, the workplace — is changing for the better. It’s also a good time to remember that leadership skills that support DEI are more essential than ever. The ability to look into the future, be agile, and be empathetic are all key skills leaders need to keep developing. In fact, according to the Word Economic Forum's Future of Jobs 2023 report, qualities associated with emotional intelligence such as resilience and empathy are still highly revered by employees. #DEI #skillsdevelopment #leadership #emotionalintelligence

🌟 Reflecting on the relevance of this article today, a year after its publication. In our current election year, navigating increased politics and attacks on diversity, equity, and inclusion (DEI) initiatives feels more crucial than ever. 📅 Exactly a year ago, I explored the complexities of sustaining DEI commitments amidst political polarization. I highlighted strategies to foster inclusive dialogue, harness storytelling, and strengthen leadership accountability. These insights are now invaluable as we confront new challenges in maintaining organizational equity. 🔗 Read the full article here: https://lnkd.in/e5nnBxCT Let's continue to prioritize DEI efforts and overcome polarization through informed dialogue and proactive leadership. Together, we can build more inclusive workplaces and communities. 🌈 #DiversityandInclusion #DEI #Leadership #Polarization #ElectionYear

The corporate DEI landscape is at a turning point. After two decades of solid research, the business case for diversity, equity, and inclusion has never been clearer: racially diverse teams consistently outperform, and companies with women on over a quarter of their executive committees experience profit margins up to 10 times higher than those with no female board members. Yet, despite an uncertain future for DEI, addressing bias—at the root of most DEI challenges—remains essential. In this Harvard Business Review article, Anu Gupta offers some ways managers and leaders can implement these tools in their workplace. Read more here: https://lnkd.in/g4jA-AXD #leadership #DEI #teams #performance 

Adding “inclusive” to leadership doesn’t make it so. Too often, trust, vulnerability, and cultural competence are used as surface-level fixes, but they don’t go deep enough to dismantle the entrenched biases and barriers in our institutions. Traditional #inclusiveleadership models are generic frameworks that do not address real legacies of discrimination embedded in the workplace. Instead, they repackage general leadership and team-building concepts under the label of inclusivity. Cultural competence, trust, and vulnerability equate to generic and shallow catch-all phrases. How do you get inclusive leadership right? You work to understand the specific dynamics affecting your team members. You may not fully know the life experiences of your Black, Disabled, Veteran, LGBTQIA+, Indigenous, Neurodivergent, Latine, or 50+ employees. But you can develop a nuanced understanding of the organizational and societal barriers that impede their advancement, promotion, and well-being. Here are three things you can and should learn about if you’re serious about inclusive leadership… 1. Examine structures, assumptions, and decision-making processes that reinforce exclusion or limit opportunities for certain groups. 🔹Look at frameworks for performance evaluations, promotions, and conflict resolution. 2. Gain awareness of the historical power dynamics that affect interactions today. 🔹Know how marginalized groups have less access to influence and decision-making 3. Interrogate the role of privilege and power in shaping workplace dynamics. 🔹Analyze your own identities, backgrounds, and positions that influence your perspectives and decision-making. Don’t settle for taken-for-granted assumptions about what inclusivity means. Push beyond usual practices. AND Commit to breaking down real barriers that hold people back. 🔹🔹🔹Want to dive deeper into creating real inclusion? Send me a message to get your free R.I.S.E. Framework guide! ********************************* Did you know that I own CoLou Consulting? And you can work with me to improve your employee experience by integrating diversity, equity and inclusion, to create cultures with decisive leaders and thriving teams. #colouconsulting #colou_consulting #organizationalculturechange #employeeexperience #employeeengagement #leadership #peoplemanagement #everydaypractices

Despite the trend of organizations like the National Diversity Council disbanding and companies stepping away from DEI initiatives, the business case for diversity remains strong. Research shows racially diverse teams consistently outperform competitors, and companies with over 25% female executives see 10x higher profit margins compared to those with no female board members. These facts highlight that diversity isn’t something to fear, but an asset to embrace. Let’s keep advocating for inclusive workplaces. #DEI #DiversityAndInclusion #Leadership #BusinessGrowth Check out the full article here: https://lnkd.in/gKevf4GS

Today is International Women’s Day. Who cares? Is this another Hallmark holiday? Is it really that big of a deal? It certainly is…research supports it… Did you know that research shows that “companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average $$ profitability than companies in the fourth quartile.” 𝗪𝗛𝗔𝗧? 25%? - Wouldn’t you love to achieve those types of numbers? Did you know that research shows that when women lead… …𝘁𝗿𝘂𝘀𝘁 is built …employees feel 𝗵𝗲𝗮𝗿𝗱 …𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 increases …employee 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 increases …financial 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 increases Is that a company culture you’re looking for? YES, it’s that big of a deal! So, TODAY, I’m super excited to announce that we’re on the cusp of something great! As many of you know, I left my comfort zone in corporate America in 2019. Making a greater impact to help women navigate their workplace was my mission in 2019 and 𝗜𝗦 𝗺𝘆 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝘁𝗼𝗱𝗮𝘆. It’s time to take my business to the next level. 𝗖𝗢𝗠𝗜𝗡𝗚 𝗦𝗢𝗢𝗡…the Grace & Salt Leadership Academy’s digital online group coaching program! This program is for both the individual and the company. If you’re a team leader and want to invest in your high performing and high potential women team members but are tired of leadership programs that don't stick…don’t have time to coach them…aren’t sure how to uplevel their skills…then CALL me, DM me, TEXT me for more details. If you’re a woman who wants more but doesn’t know what to say to your boss…suffers from imposter syndrome…lacks confidence…too busy doing “all the things” at home and at work…then CALL me, DM me, TEXT me for more details. In the meantime, go to https://lnkd.in/duve2N_z to understand my platform, philosophy, and program. CHEERS! To the organizations that understand the power of gender diverse leadership teams and organizations. Let’s reach new heights together! #graceandsaltleadership #womenleaders #IWD2024

In a study analyzing over 20,000 workers across more than 250 organizations, a striking 76% of top-performing women received negative feedback from their bosses, compared to just 2% of men. Nearly all of the criticism focused on perceived lack of likability rather than job performance. Men were four times more likely to be described as likable, while Asian and White employees were twice as likely to be labeled as intelligent. As a Macro Social Worker promoting systemic change, I recommend we all continue to address unconscious bias in work settings by: 1. Implementing bias training: Regularly educate teams on recognizing and mitigating unconscious biases. 2. Creating standardized feedback processes: Ensure performance reviews focus on objective, work-related criteria. 3. Promoting diverse leadership: Advocate for diverse representation in decision-making roles to create a more equitable work environment. Citations: https://lnkd.in/gf97u3HE and https://lnkd.in/gepDYPhZ and here:

🌟 **Transformative DEI Strategy for Modern Workplaces** 🌟 In today's fast-paced work environment, embracing Diversity, Equity, and Inclusion (DEI) is more critical than ever. The NeuroLeadership Institute's DEI Impact Case offers a groundbreaking, science-based framework that integrates DEI into the core of organisational practices. This approach goes beyond moral and business imperatives by emphasising diversity tied to business goals, fostering inclusive habits, and systemising equity through strategic policies. Discover how prioritising DEI can enhance problem-solving, boost performance, and create a sustainable, just workplace for all. 🧠💼✨ Learn more about this transformative strategy and how to implement it effectively here: https://lnkd.in/eAugXie3 #DEI #Leadership #WorkplaceCulture #Inclusion #Equity #NeuroLeadership #Productivity