Paola Accettola’s Post

A recent industry whitepaper says that Diversity, Equity, and Inclusion DNA takes a business beyond simply racing to comply with DEI-related legislation.  The way you assess that is by asking questions about the themes below:  • Embracing and appreciating individual differences • Supporting workplace DEI policies • Believing in the positive effects of inclusivity for individuals and the company • Avoiding discriminatory and biased thinking The research also shows that staff now expects DEI as part of the company culture. Further, hiring practices must be scraped clean of biases for more diverse hiring practices.  How are you increasing diversity in your hiring practices? Not sure how to go about it? Let's talk: https://lnkd.in/gA8Gsdpx #dei #diversity #diversehiring #hiringpractices

Conference Board survey finds Four-fifths of #employees support their organization’s #DEI efforts overall, and more than two-thirds believe DEI has a positive impact on their work experience. #HR #talentmanagement #diversity #equity #inclusion #employeeexperience https://lnkd.in/gsFWzKux

Meaningful DEI work requires openness and a willingness to reflect. When diversity leaders uncover issues, companies must genuinely consider their perspectives. Shutting down constructive feedback blocks progress and disempowers employees of color. Companies that assign DEI roles but ignore their insights sabotage real change. While individuals of color should not bear the full weight of reform, their knowledge is invaluable. Fostering an inclusive culture demands humility and collective effort. But the rewards of equitable, welcoming workplaces are immense. #lawyer #equity #inclusion

I'm excited to share an article I co-authored on the evolving landscape of DEI initiatives in the workplace. 💼 "Considerations in Rebranding DEI" dives into the challenges companies face in navigating the political climate surrounding diversity, equity, and inclusion efforts while staying true to their values and legal obligations. 🧭⚖️ As businesses adapt to shifting sentiments, it's crucial to align DEI with strategic objectives, assess risks, engage employees, and foster a genuine sense of belonging. 🤝🌟 Check out the article for insights on practical steps companies can take to build stronger, more inclusive workplaces in an increasingly diverse world. 🌍💡 Let me know your thoughts! I'm eager to hear your perspectives on this important topic. 💬🤔 #DEI #Belonging #BusinessStrategy #EmployeeEngagement https://lnkd.in/gR-S_bJG

Check out this article featuring Franklin Reed on the benefits of having a #DEI strategy in place. "[Companies are] missing out on unrealized gains, and they're missing out on great talent, because the vast majority of the workforce want to work for a company that has some sort of [DEI] strategy.” Please reach out with any questions regarding: - Attracting & Retaining Diverse Talent  - Building an Inclusive Culture - Inclusive Employer Brand and Communications #TEKsystems #DiversityinTech #Inclusivity #OwnChange https://lnkd.in/dejjPeR4

I've recently read the Report on the Inclusion at Work Panel’s recommendations for enhancing diversity and inclusion (D&I) practices in the workplace. (link in comments) Do you know what caught my eye? You guessed it, “Recommendations on Sophisticated Recruitment and Retainment.” The report stresses the significance of broadening diversity efforts beyond conventional dimensions like gender and race to encompass disability, sexuality, socio-economic status, and neurodiversity. It's great to see the improvement in workforce representation, with notable increases in employment rates for women (from 66% in 2012 to 72% in 2023), ethnic minorities, and people with disabilities - definite win for building a more inclusive workforce! But here’s the problem. While the numbers are rising, the way we're getting there is often shaky ground. Many companies resort to risky moves like positive discrimination, which not only create unfair advantages but also fall short on sustainable talent retention. Ever heard of the Furlong v Chief Constable of Cheshire Police case or the Royal Air Force recruitment inquiry? They're classic examples of how surface-level diversity efforts can backfire, leading to some seriously sticky legal situations. It's a clear call for a balanced approach that champions real diversity without treading into unfair territory. Now, while DEI initiatives are essential, they shouldn't overshadow the basics of solid recruitment practices. Let's not forget that disparities in outcomes can often be chalked up to individual differences, not just discrimination. The report's recommendations lay down a solid foundation for stepping up our game in fair recruitment and inclusion. As leaders, it's on us to push for thoughtful strategies that prioritise genuine diversity of thought and strong recruitment practices for truly inclusive workplaces. Here's my Two Cents: • Bias-Conscious Recruitment Strategies: Implement processes that reduce bias and increase fairness in recruitment - enhancing diversity without compromising rigorous recruitment and management practices. • Inclusive Cultures: Foster environments where all feel safe to express their views without fear of retribution, addressing issues of wrongful dismissals and perceived censorship. • Holistic Diversity: Embrace a comprehensive approach to diversity, fostering cognitive and experiential diversity to ensure a range of perspectives are valued. What did I miss? How do you think we need to address diversity in recruitment and Hiring? 🚀 #InclusiveHiring #FairRecruitment #BiasConscious #DEI

As a recruiter, I see firsthand the transformative power of Diversity, Equity, and Inclusion (DEI) in the workplace. DEI isn’t just about meeting quotas—it's about fostering a culture where diverse perspectives drive innovation and success. Creating an inclusive environment means valuing every individual’s unique background and ensuring equitable opportunities for all. By prioritizing DEI, we’re not only enriching our teams but also contributing to a more dynamic and forward-thinking industry. Let’s champion DEI in our hiring practices and beyond and build workplaces where everyone can thrive. #Diversity #Equity #Inclusion #Recruitment #WorkplaceCulture #DEI

Diversity, Equity, and Inclusion (DEI) initiatives are crucial for creating a fair and inclusive workplace, fundamental to long-term business success, and a key part of sustainable business practices. DEI promotes ongoing innovation and improvement, making it essential for leaders to enhance their commitment to DEI as an indispensable aspect of sustainable business strategies. #Diversity #Equity #Inclusion #Sustainability

For me, true inclusion means recognising neurodiversity, religious backgrounds, and all the unique aspects people bring to work. It’s encouraging to see companies starting to move toward a more holistic approach, where the focus is on belonging, fair pay, and true support for everyone. Data-driven DEI feels like a step in the right direction, helping companies create long-term, meaningful change that benefits both employees and the organisation. #DEI #TrueInclusion #DiversePerspectives

Diversity, Equity, and Inclusion (DEI) initiatives are crucial for creating a fair and inclusive workplace, fundamental to long-term business success, and a key part of sustainable business practices. DEI promotes ongoing innovation and improvement, making it essential for leaders to enhance their commitment to DEI as an indispensable aspect of sustainable business strategies. #Diversity #Equity #Inclusion #Sustainability