Josue Juan’s Post

There is a growing trend of companies realizing that their DEI initiatives are not creating value to their organization. In particular, it appears many companies are seeing that these initiatives/agendas are actually driving more division internally and are alienating certain customer bases. This The Wall Street Journal article notes major companies like Ford Motor Company, Lowe's Companies, Inc., Jack Daniels, John Deere and Harley-Davidson Motor Company all making major changes to their approaches to DEI and also delves into changes just implemented at Molson Coors Beverage Company. The experts from the internal communication at Molson Coors says it very well. "Molson Coors’s human-resources team has been working on changing its culture since March to evolve from our work focused on DEI to a broader view in which all our employees know they are welcome" The driving force behind this shift "was the understanding that when all our people know they are welcome, they are more engaged, motivated and committed to our company’s collective success.” I could not agree more. and this is completely aligned with the Virtas Partners approach and culture from day 1 to make ALL of our employees feel welcomed and valued. #Coors #DEI #Diversity #Inclusion #talent #leadership

Diversity, equity and inclusion initiatives aim not only to increase diversity in entry-level positions, but also to provide concrete pathways for employees to advance into leadership roles. https://loom.ly/bOFqP8E

🌈 Is your company's approach to DEI reminiscent of choosing between 🍓 and 🍋 Skittles flavors? In this article, I attempt to highlight the overlay between marketing strategies—especially that of Skittles' various flavors—and diversity initiatives in the workplace, potentially unveiling a deeper issue beyond the colorful surface. While most of us applaud the push towards more diverse work environments, this blog strives to spell out a crucial point: having a diverse workforce doesn’t guarantee inclusivity or equity. Just as every Skittles pack includes an assortment of flavors, simply 'having' diverse employees doesn't mean they feel valued or heard. Drawing from my own experience in non-profit leadership, I’ve seen first-hand how easy it is to 'tick the box' on diversity without ensuring that these varied voices contribute to decision-making or receive equal opportunities. Like that pack of Skittles, where some flavors often remain at the bottom - unnoticed. 🚀 Companies need to go beyond seeing diversity just as a numeric or visual target. They should foster a genuinely inclusive culture, celebrating differences and promoting equality in every aspect of organizational operations. ### Let's engage: - Does your workplace truly embody the values of DEI, or are there 'preferred flavors'? - What steps do you think can bridge the gap between being diverse in appearance and inclusive in practice? 🤔 Every organization's journey towards genuine inclusivity is crucial, not just for the growth of its people but for its overall success. #DiversityAndInclusion #Equality #Leadership #CommunityDevelopment Looking forward to hearing how your organization is turning the illusion of diversity into a reality! Let's make workplaces not just colorful, but truly inclusive! 🌟 🤔

Oh, another one... So we've got... Ford Motor Company Lowe's Companies, Inc. Harley-Davidson Motor Company, John Deere and now Molson Coors Beverage Company... ...who else have I missed? Keeping a tally 📝 #JEDI #EDI #DEI #DEIA #InclusiveMarketing #InclusiveCommunications #InclusiveBranding #InclusiveBrands #InclusiveAdvertising #InclusiveResearch #InclusionMatters #InclusiveWorkplace #InclusiveCulture

I yearn for the day when representation DOES NOT MATTER: when we all feel that the KPI’s to score talent are equitable and that we all compete fairly for the same opportunities. That is not today! That is why we need these programs. Today you can do a quick self-audit of your team and your progress. 1) Do I get asked what should we do or do I get told what I should do? That is INCLUSION. 2) Would I feel comfortable inviting my colleagues to my home for a sporting event (World Cup/Cricket Match/Nascar/Super Bowl) without drastically altering the plans? If so, you may not have enough diversity in your team makeup to harvest ideas in today’s environment. People who grew up radically different than you see and feel the world differently. That novel approach enhances your overall approach to EVERY PROBLEM; that something we never thought of before might be possible. Molson Coors Beverage Company, Rolling back Diversity in a world where it is the best source of untapped opportunities for growth is a bit short-sighted and pandering to a really distasteful trend in society. For the rest of us, let’s spend more to our personal social goals.

Moving from survival to thriving🙇🏾♀️ I recognise that having moved into the aspired place, there is a sense of 'struggle'. While I know what to do to solve 'my problem', it is a challenge I would like to acknowledge. 20/20 Levels recently hosted a corporate roundtable address DE&I beyond ticking the boxes. How do companies create phycological safety in order to truly understand the dynamics of their diverse employees? Studies show the value in embracing diversity that translate to revenue and innovation benefits.....The reality is, before you get the best out of someone, they have to feel comfortable, they have to feel free in that they belong. That'll assist them in shifting from "surviving to thriving". One of Jacobs values is "We live inclusion". I look forward to seeing how that'll translate as I transition from survival mode to actualizing my greatest potential.

Molson Coors is discontinuing its diversity, equity, and inclusion (DEI) policies, opting for a broader approach where all employees are welcome. The company will no longer set specific hiring representation goals or participate in the Human Rights Campaign’s ranking program. Teamsters Canada, representing 750 Molson Coors workers, stated that the company is free to implement its own policies. However, they warned that swift action would be taken to correct any discriminatory practices. #TeamstersCanada #molsoncoors #WorkplaceEquality #LabourRightsLaw #InclusiveWorkplace #employmentlawyer #labourlawyer https://lnkd.in/gKdPAhc6

Coors Molson is the latest to dump stop their Woke-DEI agendas giving unfair competitive advantages to people that identify as a "woke" person (woman, traditional minorities, new minorities India Philippines, LGBTQ+, disabled, veteran). So now Coors Molson joins Ford and Lowes and Harley Davidson and John Deere and a growing number of other companies all dumping stopping Woke-DEI agendas even though many Woke-DEI #managment & #executive & workers they hired kept just because they are "entitled" woke people and not the best person available. But here is the reality I know many good-character non-toxic great African Americans and Women and was good friends of a #pub landlord gay couple in the UK once, that guess what none want special advantages as want to earn respect by treating people good plus get merit for doing a great job. Sadly as always it is the bad+toxic woke people that want these unfair competitive advantages inequality in favor of them as a "woke" type of person, who spoil things for the good/great ones. Noting I have a couple of times been the victim of race plus gender baiting taunting aggressiveness by bad+toxic African American plus females. And spit-on or abused by African Americans in #NYC normally on the #MTA Subway trains. And the Woke-DEI agendas all done by employers in terms of hiring promotion non-firing non-layoff and the woke-SBA plus cities/states with their with WOB MOB LGBTQ-OB Disabled-OB Veteran-OB and minimum 50% woke-women in #management including #executive level Woke-DEI agendas. Note I have also been the victim of rac*sm r*cist talk abuse by Irish + Caribbean Americans + in one case a US confederate supporter because I am British. Go Woke-DEI go broke and have a massive sales + recruitment boycotts backlash against your company/org. #RIP to Woke-DEI agendas and woke people taking unfair company & #business competitive advantages based them being a woke person. Stop minimum 50% woke-women in #management agendas. Stop giving WOB MOB LGBTQ-OB Disabled-OB Veteran-OB unfair competitive advantages for woke person owned business's. Stop giving unfair competitive advantages over hiring promotion non-firing non-layoff for woke people. WOKE-DEI AGENDAS AND ADVANTAGES FOR WOKE PEOPLE RESULTS IN MAJOR BACKLASH AND RESULTS IN COMPANY BOYCOTTS & BRAND SALES BOYCOTTS & RECRUITMENT BOYCOTTS & WOKE VENDOR BOYCOTTS. I am available for a #CEO / #CIO and #board positions or #advisor to, or high-paid Synon2e/RPG techie. FINALLY READY FOR ME TO HELP SAVE YOUR COMPANY OR BUSINESS OR GOV-AGENCY? Send me a #LinkedIn Message or InMail for real help before it is too late. I offer high-paid solutions. https://lnkd.in/dUPhEDv9 LinkedIn News #cfo LinkedIn #economy Fox Business Network #coo #finance

Interesting article outlining how three organizations are continuing to embrace DEI. Activists are pushing against the "woke agenda" but perhaps the point has been missed entirely. Espousing an environment that people feel safe, appreciated, and equipped to do their best work is not only a social issue, but also a substantial economic issue. Productivity requires culture and engagement. Radicalization has too much oxygen in the world. Organizations working towards fairness and creating sense of belonging will outperform their peers. It does not matter what it is called, it is about how an organization makes their team feel. Onward with the beauty of uniqueness and creating a culture of trust. #dei #belonging #trust #employeebenefits #groupinsurance #hr

We're committed to creating a diverse and inclusive business for our employees, guests, and the folks who grow and make our food! ✊🏾✊🏿✊🏽 Our commitment to diversity is woven into our longstanding initiatives like culinary cultural authenticity, commitment to small and non-traditional suppliers, and diversity training. But we recognize the imperative to go further. We are committed to disrupting bias and dismantling covert racism that may unintentionally be entrenched in our systems. Our four key areas of action are disrupting bias entrenched in our systems, strengthening diversity and equity in hiring, working with our Diversity and Inclusion Action Committee (DIAC), and committing to supporting Minority and Women-Owned Business Enterprises (MWBE) through our streamlined Locally Crafted and new Supplier Diversity purchasing programs. Read more about our commitments: https://ow.ly/TvzM50QHRgu