Hachette Book Group’s Post

In today's global marketplace, organizations are recognizing the intrinsic value of diversity, equity, and inclusion (DEI). Yet, for DEI to make a genuine impact, it's essential for the person leading these initiatives — often titled the Head of DEI or Chief Diversity Officer — to be endowed with power, budget, and independence. Here's why:   Driving Real Change: For DEI to move beyond mere rhetoric and into substantive change, the Head of DEI needs the authority to implement policies, practices, and programs. Power ensures that DEI efforts aren't merely symbolic gestures but have the weight and influence of the company behind them.   Preventing Roadblocks: With a hierarchical structure, there's always the risk that managers with resistant or indifferent attitudes toward DEI can hinder its progress. When the Head of DEI has authority, it prevents such bottlenecks and ensures a smoother transition toward a more inclusive workplace.   Ensuring Adequate Resources: Without a budget, any initiative — however noble — remains an idea. A dedicated budget ensures the DEI head can roll out training programs, hire experts, implement software, and make tangible changes. It's an acknowledgment that DEI isn't a secondary concern, but a primary investment.   Maintaining Independence: For DEI strategies to be effective, they need to be unbiased and free from internal politics. The Head of DEI must have the freedom to assess the company's culture, policies, and practices objectively and then make recommendations based on these assessments.   Enabling Accountability at All Levels: If the Head of DEI can mandate, for instance, attendance at workshops for upper management, it sends a strong message that everyone in the company, regardless of their position, has a role in fostering DEI. It also addresses a prevalent issue where lower-level employees are often more exposed to DEI training, whereas the higher echelons, who have significant influence over company culture, might evade it.   Cultivating a Culture of Respect: When an organization empowers the Head of DEI, it conveys a message to its employees, stakeholders, and customers that it values and respects diversity and inclusion. It's a testament to the company's commitment to cultivating an environment where every individual, irrespective of their background, feels valued and heard.   In conclusion, as the corporate world evolves, the role of DEI becomes even more critical. But for its tenets to be embedded in the company's DNA, it's essential to empower the individuals leading the charge. Granting power, budget, and independence to the Head of DEI isn't just a nod to the role's significance; it's a commitment to a future where diversity is not just accepted but celebrated. Post in English: https://lnkd.in/dvRPYFaF Post in German: https://lnkd.in/d8GXMZs4 #diversity

This is a long read but for those of us that have a passionate interest in developing inclusive workplace cultures / climates, it’s a really timely overview of where DEI stands right now. And currently DEI seems to be at a bit of a crossroads, coming under a lot of scrutiny and questioning. I found the piece compelling and also uplifting in so far as it confirms the notion that driving inclusivity in the workplace can be good for business; for people; and for society. It encourages to persevere. But i’m left with a sense that we need to perhaps re-energise and renew the way we communicate our messaging, promote evidence based approaches, lead and role model our inclusive values, and look at the practical measures and tactics that can improve the actual outcomes in organizations.

Why is DEI failing? In recent years, There has been a growing focus on diversity, equity, and inclusion (DEI) in the workplace. Many companies have hired Chief Diversity Officers (CDOs) and created new DEI departments in an effort to create more inclusive workplaces. Maybe because of The Black Life Matters Campaigns and a boost in such kinds of activities. But there is clear evidence that DEI is failing badly. A recent study by the consulting firm McKinsey found that - “Companies with strong DEI programs are no more likely to have high-performing employees than companies with weak DEI programs.” But what can be the exact reason for it failing ? Lack of commitment to the DEI program by companies, They start with high energy and end up with Zero results because of unclear goals. Barriers to success are never resolved by anyone. They are still there and stopping the DEI community from achieving success. Efforts were treated as a check-box exercise. This has led to programs that are ineffective and even harmful. It is often poorly implemented, many companies have created DEI programs without a clear understanding of what they are trying to achieve! Some companies are starting to question the value of DEI. Several major companies have laid off their CDOs, including Disney, Netflix, and Warner Bros. Discovery. So, what can be done to make DEI work? We need to move away from a focus on division and towards a focus on unity. We need to celebrate our shared humanity and find ways to bring people together, not tear them apart. We need to implement DEI programs effectively and need to have a clear understanding of what we are trying to achieve and have to measure our progress. We need to be willing to have difficult conversations about race, ethnicity, and other forms of diversity. We need to be open to hearing different perspectives and we need to be willing to challenge our own beliefs. Leaders need to listen to different perspectives and points of view and allow different communication styles. DEI is a complex and challenging issue, But it is one that is worth fighting for. What do you think? comment below- #ProdHR #DEI #diversity #equity #inclusion #workplace

In today’s diverse and dynamic workplace, Employee Resource Groups (ERGs) serve as vital platforms for fostering inclusion, belonging, and professional growth. For Black professionals, ERGs can provide essential support networks, mentorship opportunities, and a collective voice to advocate for equitable policies and practices. These groups are instrumental in creating a sense of community within organizations, where members can share experiences, celebrate cultural heritage, and navigate the unique challenges they face in their professional journeys. ERGs empower Black professionals by offering leadership development programs, workshops, and networking events that enhance career advancement. By participating in these groups, individuals gain access to resources and allies that can help them overcome barriers to success. Additionally, ERGs often collaborate with senior leadership to influence organizational policies and practices, ensuring that diversity, equity, and inclusion (DEI) remain central to the company’s mission and operations. This proactive approach not only benefits the members of the ERG but also enriches the organization as a whole by fostering a more inclusive and innovative work environment. However, the journey of leveraging ERGs is not without its challenges. One significant drawback is that ERGs, while beneficial, can sometimes inadvertently create silos within the organization, leading to a separation rather than integration of diverse groups. Additionally, there is the risk of ERG members facing increased visibility and scrutiny, which can lead to additional pressure and stress. Balancing the responsibilities of ERG participation with regular job duties can also be taxing, potentially leading to burnout if not managed properly. It is crucial for organizations to recognize these challenges and provide adequate support to ensure the sustainability and effectiveness of ERGs. Despite these challenges, the positive impact of ERGs on Black professionals and the broader organization cannot be overstated. When effectively supported, ERGs can drive meaningful change, promote cultural competence, and contribute to a more equitable workplace. By acknowledging both the benefits and the potential pitfalls, organizations can better leverage ERGs to create an environment where Black professionals not only survive but thrive. Through a committed and thoughtful approach to ERG implementation and support, companies can harness the full potential of their diverse talent, leading to greater innovation, engagement, and success. Join us for an online "Lunch and Learn" to discuss Leveraging Employee Resource Groups on Tuesday, July 30th at 12:00 pm. Register Here: https://bit.ly/EAWJULY

“In the business world, I have also seen the power of DEI (Diversity, Equity and Inclusion) first-hand. DEI work helps to foster a workplace culture where everyone, regardless of faith, race, or upbringing, has access to the same opportunities and feels like their voice matters. It also leads to better business outcomes. Studies show diverse and inclusive teams perform better, innovate more and, ultimately, deliver a better bottom line for companies.” In a recent blog post, Sanger Advisory Board member and Arm's Chief DEI Officer, Tamika Curry Smith, outlines the value of Diversity, Equity, and Inclusion in business and the world overall. Read the full post: https://lnkd.in/e8Y98_bz

Navigating the DEI landscape can be complex, requiring nuanced understanding and dedicated focus. This is a Fractional Chief Diversity Officer (CDO) comes into play, offering a solution that marries expertise with flexibility.

Navigating the DEI landscape can be complex, requiring nuanced understanding and dedicated focus. This is a Fractional Chief Diversity Officer (CDO) comes into play, offering a solution that marries expertise with flexibility.

Why is DEI failing? In recent years, There has been a growing focus on diversity, equity, and inclusion (DEI) in the workplace. Many companies have hired Chief Diversity Officers (CDOs) and created new DEI departments in an effort to create more inclusive workplaces. Maybe because of The Black Life Matters Campaigns and a boost in such kinds of activities. But there is clear evidence that DEI is failing badly. A recent study by the consulting firm McKinsey found that - “Companies with strong DEI programs are no more likely to have high-performing employees than companies with weak DEI programs.” But what can be the exact reason for it failing ? Lack of commitment to the DEI program by companies, They start with high energy and end up with Zero results because of unclear goals. Barriers to success are never resolved by anyone. They are still there and stopping the DEI community from achieving success. Efforts were treated as a check-box exercise. This has led to programs that are ineffective and even harmful. It is often poorly implemented, many companies have created DEI programs without a clear understanding of what they are trying to achieve! Some companies are starting to question the value of DEI. Several major companies have laid off their CDOs, including Disney, Netflix, and Warner Bros. Discovery. So, what can be done to make DEI work? We need to move away from a focus on division and towards a focus on unity. We need to celebrate our shared humanity and find ways to bring people together, not tear them apart. We need to implement DEI programs effectively and need to have a clear understanding of what we are trying to achieve and have to measure our progress. We need to be willing to have difficult conversations about race, ethnicity, and other forms of diversity. We need to be open to hearing different perspectives and we need to be willing to challenge our own beliefs. Leaders need to listen to different perspectives and points of view and allow different communication styles. DEI is a complex and challenging issue, But it is one that is worth fighting for. What do you think? comment below- #ProdHR #DEI #diversity #equity #inclusion #workplace

I think it’s fair to say that all employees seek organizations that cultivate an inclusive and nourishing environment. One that allows them to show up as their authentic selves and organically grow their personal brand. For some diverse employees, the transition from an HBCU to being the minority within any organization can be challenging.  As part of our research and learning process, my Talent & Organization colleagues and I interviewed several HBCU Alumni within our own Accenture organization to better understand what was helpful to them. Employee Resource Groups (ERGs) hands down were the change makers. The research we found supports this viewpoint.   As an example, AT&T reported an 85.6% retention rate in 2015 for its Black employees. They attributed their success in part to the stand up of their Black ERG, The NETwork, which had more than 11,000 members [1]. AT&T credits the NETwork as a prime resource for identifying candidates for leadership as well.  ERGs create a sense of belonging and togetherness based on shared social factors that might not be present in work-focused teams [2]. ERGs also help reveal employees' "pain points" that, left unaddressed, increase absenteeism and lower productivity [2]. This year alone, research shows that absenteeism due to anxiety, worry, stress, or frustration stemming from experiencing or witnessing unfair treatment based on race or ethnicity in the workplace may have cost U.S. businesses up to $54 billion [3].  As my T&O colleagues and I round out our research over the next few months, we’ll continue to highlight other impactful actions that enable our diverse employees. While ERGs are instrumental, allies, and self-branding are also impactful. I look forward to sharing more on these topics as we continue our learning journey…stay tuned!   Anna Pham Scharpf, Ayana Greer, Ikya Kenyatta, Shaqil Hogan, MPH, Jessica Van Singel, Elizabeth Coulton, Ryan Sather, Chris McManus, Marty Rodgers, David Wilson, Nikki Payne, Atieno Obala, Nicole Crowder, Skye Mann-Evans [1] What Black Employee Resource Groups Need Right Now  [2] Employee Resource Groups Create a Sense of Belonging, Foster Engagement  [3] SHRM Report: Racial Inequity Persists, Costs American Workplaces Billions Annually 

Few days back I pushed myself to learn more regarding the DEI Strategy ( As i found it interesting xD) -Diversity, Equity, and Inclusion (DEI) are vital components for establishing a thriving workplace. Diversity celebrates our unique differences, equity ensures fair treatment and opportunities, and inclusion makes a welcoming environment where everyone can fully participate. According to the research, diverse teams are more innovative and perform better, enhancing both engagement and profitability. To promote DEI as it is a strategy which can make miracles happen, organizations should invest in ongoing education, listen to employee experiences, review policies for fairness, celebrate diverse cultures, and ensure leadership commitment. By championing DEI, we not only create improved workplaces but also a more equitable and inclusive world. Have A Great Weekend Ahead