Soteria International Group’s Post

Investing in diversity, equity, inclusion and belonging (DEIB) is the right thing to do and is crucial for building a successful and sustainable organization. However, DEIB initiatives are often like a guessing game unless you have the tools to measure progress and make data-driven decisions. Check out three reasons why data drives DEIB. To learn more about using data to implement DEI-related initiatives, please check out Sertrice Shipley book Inclusalytics. This book helped me better understand how to use data to make the case for DEIB. #DEI #DATA #DEIB #DiversityandInclusion #diversity #inclusion #equity 

Why the Pushback on DEIB? (Diversity, Equity, Inclusion, Belonging) Lately, we’re seeing a surge of skepticism and opposition to DEIB initiatives. Why are some people trying to dismantle these efforts? Here are a few common factors that often fuel this resistance: 1. Misunderstanding the Purpose of DEIB DEIB isn’t about placing one group’s needs above others. It’s about creating environments where everyone feels they belong and has equal access to opportunities. This misconception can lead to fear that DEIB “takes away” rather than “expands” possibilities. 2. Fear of Change Changing long-standing norms and practices can feel destabilizing. For organizations that have operated under certain norms, integrating inclusive practices might seem daunting or like an upheaval of “what has always worked.” But real growth comes from embracing change—even if it’s uncomfortable. 3. Seeing DEIB as a Threat to Meritocracy Some believe DEIB efforts conflict with merit-based advancement. In truth, DEIB doesn’t mean lowering standards; it means recognizing and removing systemic barriers that prevent everyone from having the chance to meet those standards. 4. The Myth of Reverse Discrimination A common fear is that DEIB initiatives discriminate against majority groups. But DEIB isn't about exclusion; it’s about creating a fair, balanced workplace where every individual, regardless of background, can thrive. 5. Viewing DEIB as a Passing Trend Some consider DEIB a “woke fad” rather than a necessary evolution in workplace culture. However, DEIB has deep roots in fairness, equality, and justice that transcend trends. It's a crucial part of creating lasting positive change. DEIB work is about building spaces where people of all backgrounds can succeed, connect, and grow. Acknowledging and understanding these fears is essential for moving forward, engaging in productive dialogue, and building truly inclusive workplaces. This is an invitation for others to reflect, understand the roots of their reservations, and foster a productive conversation about the lasting value of DEIB. (Coming soon: New book by Dr. Angela Cleo Smith on DEIB) #demystifyingDEI #DEIB #leadershipforall #diversityadvocate #diversitychampion #equitymatters #belongingatwork #strongertogether

I've been seeing a lot of stories like this one lately: https://bit.ly/4dqluA9 Diversity worriers doubling down on DEIB efforts despite receiving backlash. My first message is one of encouragement, gratitude, and admiration for all those working to move the needle on DEIB initiatives. This work is challenging on the best days and in the current climate, those who are dedicating themselves to continuing these efforts are true heroes. 🙏 My second message is one that every leader needs to hear. DEIB initiatives aren't a pathway to moral high ground that should be done because it's "the right thing to do." They're the answer to building a better business. Take a look at the example outlined in the article above: at its core, the governor of Massachusetts is motivated by the numbers. Healey's data-driven approach tells a clear story: DEIB initiatives are needed to bring people and talent to her state. In short, it's better business. If you have a question about how DEIB can help advance your business, I'd love to chat about it! Please leave a comment below or send me a DM and we'll find a time to connect. #DEIB #DEI #Diversity

Today was a day of reflection. A moment to pause to breathe, lean on one another, and remember our shared purpose. Together, we embody strength and resilience, and we are far from alone in this journey. The outcome may not have aligned with our hopes, and from a practitioner's standpoint I recognize that DEIB (Diversity, Equity, Inclusion, and Belonging) is facing heightened challenges. Still, my commitment, OUR committment to progress must remain unwavering. This is a time to focus, to find renewed purpose, and to press forward. The path to equity may be steep, but we MUST continue on—not just for ourselves, but for the generations who will inherit the future we shape. Let’s keep fighting, keep believing, and keep building a world rooted in justice and inclusion. #Resilience #DEIB #KeepFighting #TogetherWeRise #ReprsentationMatters #EquityMatters #InclusionMatters

Diversity, Equity, Inclusion and Belonging (DEIB) should be woven into the very fabric of a company’s culture—not just as initiatives, but as core principles and frameworks that guide every decision. The true power of DEIB lies in how it strengthens teams and fuels innovation. Organisations that embrace diverse perspectives often see improved problem-solving, productivity and better financial outcomes. But, embedding DEIB is an ongoing journey. What strategies have you found effective in ensuring that DEIB goes beyond policy and becomes an integral part of your organisational ethos? Let’s connect or drop me a message if you would like advice or to further enhance and fine tune your DEIB. #DEIB #DataDrivenDEIB #Strategy #Productivity

🌍💡 Have you thought about the impact your Diversity, Equity, Inclusion and Belonging initiatives have on your organisation? Every time we speak with companies about their talent goals, DEIB is top of mind, with specific KPIs and initiatives in place to drive real change. It’s clear: Investing in DEIB isn’t just good for individuals - it’s as powerful for organisations. The key is knowing how to measure and understand the impact of your efforts and initiatives. Our researchers at Perceptyx have put together a roadmap to help you start with a clear vision and move from intention to impact with your DEIB program. Curious? More insights here! https://lnkd.in/eXvQhZ_c #EmployeeExperience #DEIB #DEI #Diversity #Impact

Stakeholder partnerships are becoming increasingly important for companies looking to put Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives into action. It is essential for DEIB professionals to collaborate with all stakeholders—both internal and external—in order to ensure that the initiatives are successful. By engaging with stakeholders, companies can gain valuable insights and create an environment that is more inclusive and equitable for everyone. Read on to find out more: #stakeholdermanagement #managingcompliance

📣 B Lab Supports New Reporting Standards for SMEs At B Lab, we support the new #SME Standards, including the Listed SME Standard (#LSME) and Voluntary SME Standard (#VSME). While both frameworks represent a significant step forward, we see opportunities to enhance the VSME standard for non-listed SMEs, especially in areas like Justice, Equity, Diversity, and Inclusion (#JEDI), as well as governance indicators. 👉 By adding more indicators to the VSME standard, we believe it can better reflect evolving societal expectations, fostering greater #transparency and #inclusion. Read more in our response paper: https://bit.ly/44UoTDk

Fostering a positive work and office environment while incorporating Diversity, Equity, Inclusion, and Belonging (DEIB) methods involves several key strategies: 1. **Leadership Commitment**: Ensure leadership actively promotes and supports DEIB initiatives, demonstrating a commitment to creating an inclusive culture from the top down. 2. **Education and Training**: Provide ongoing training and education on DEIB topics to increase awareness, understanding, and sensitivity among all employees. 3. **Open Communication**: Encourage open and transparent communication channels where employees feel safe to express their ideas, concerns, and experiences related to DEIB matters. 4. **Diverse Hiring and Promotion Practices**: Implement inclusive hiring and promotion practices to ensure diversity at all levels of the organization, fostering a sense of belonging for everyone. 5. **Equal Opportunity**: Ensure equal access to resources, opportunities, and career advancement for all employees, regardless of their background or identity. 6. **Supportive Policies and Practices**: Develop and enforce policies that promote fairness, respect, and inclusivity in the workplace, such as flexible work arrangements and accommodations for diverse needs. 7. **Employee Resource Groups**: Establish employee resource groups or affinity networks to provide support, networking opportunities, and a sense of community for underrepresented groups. 8. **Recognition and Celebration**: Recognize and celebrate diversity and inclusion achievements within the organization, highlighting successes and contributions from individuals of all backgrounds. 9. **Continuous Improvement**: Continuously assess and evaluate DEIB efforts, soliciting feedback from employees and making adjustments as needed to ensure progress and effectiveness. By incorporating these strategies, organizations can create a positive and inclusive work environment where all employees feel valued, respected, and empowered to contribute their best. #HRpolicies #DEIB #StudentAffiars #HigherEd

In today’s dynamic utility landscape, diversity, equity, inclusion, and belonging (DEIB) aren’t just aspirations–they’re essential for organizational success: bit.ly/DEIB-CHA. In the latest T&D World article, #CHAngemakers Frank Peverly, PMP, and Ishwarya Kumar share CHA’s DEIB value proposition, presenting paradigms of introspective and extrospective programs. From empowering diverse voices to fostering inclusive partnerships, we’re committed to driving meaningful change. #theCHAway #DEIB