Exploring the challenges of cultivating a diverse workforce? Gain key insights and strategies from industry experts. #Diversity #Inclusion #WorkforceDevelopment #Leadership
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Seeking top tier talent for Paramount- (BET Media Group), Author, Public Speaker, Mentor, Master Networker, Career Advisor, #ForbesBLK member
Forbes article on Diversity in Leadership...."What does success look like for Diversity & Inclusion?" HR Dive finds that companies that prioritize diversity and inclusion are: Twelve times more likely to engage and retain employees 8.4 times more likely to inspire a sense of belonging 8.5 times more likely to satisfy and retain customers #DEI #leadership #OneParamount #OGI
Diversity In Leadership Increases Chances Of Success By 39%
forbes.com
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🌟 Embrace Diversity, Foster Belonging! 🌍 Studies confirm diverse teams excel, but it's not just about numbers. It's about creating a culture where everyone feels they truly belong. Belonging goes beyond inclusion—it's about valuing unique perspectives. Look for signs like high turnover or lack of diversity in decision-making to know if it's time to strengthen belonging. Take action: 1️⃣ Encourage Open Communication 2️⃣ Assess Policies for Bias 3️⃣ Train for Inclusive Leadership True diversity isn't just a checkbox—it's a catalyst for innovation and success. Let's champion it! 💪 #DiversityandInclusion #BelongingAtWork #InclusiveCulture #BetterWorkingWorld
Inclusion Vs. Belonging: How To Foster True Diversity In The Workplace
ey.smh.re
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Business Support Team Coordinator @ Cardo (South) | MSc Strategic Entrepreneurship & Innovation | BA (Hons) Business Management | Former BAME Ambassador | DE&I Advocate
"Conscious Inclusion: Mitigating Unconscious Bias at Work" Last night, I came across a fascinating article by Peter Hall (FIEDP) on the importance of identifying unconscious biases to effectively address them. Read the article here: https://lnkd.in/en6y-kMG Key takeaways: - Unconscious bias training must be part of a broader culture of inclusion to drive real change. - Not actively combating these biases can make employees feel uncomfortable, increasing staff turnover. Thank you for such an informative & insightful research article - I really enjoyed reading it. #diversityandinclusion #leadership #inclusion #diversity
Conscious inclusion: How to mitigate unconscious bias at work
fairerconsulting.com
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Did you know that organizations with diverse leadership teams are 39% more likely to have higher financial success? Let's work together to promote diversity and inclusion in the workplace! Learn how below. #diversity #inclusion #leadership
Diversity In Leadership Increases Chances Of Success By 39%
forbes.com
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Inclusion Unlocked: Pre-order Your Copy I am pleased to announce the book my fellow co-authors Marc Woods, Melissa C. Thomas-Hunt and I have worked on so hard for 1 year is finally ready for release. A little more about the book and authors below: It is the role of leaders to ensure that inclusion endeavors not only survive but thrive. Good intentions alone are insufficient; leaders need the right strategies, frameworks, and support to transform inclusive cultures and brands from mere concepts into tangible realities. In their groundbreaking book, "Inclusion Unlocked," a unique team comprised of a distinguished Professor, a gold-medal winning Paralympic athlete, and an award-winning Organizational Psychologist provides an insightful guide for leaders to take meaningful action. Within the pages of this book, you'll discover the Inclusive Leader Scorecard model, a behavioral roadmap consisting of 12 essential dimensions for building an inclusive organization and brand. This model is complemented by an online diagnostic tool that allows you to precisely assess your strengths, identify gaps, and uncover blind spots, thereby enabling you to focus your efforts where they matter most. In essence, "Inclusion Unlocked" is an indispensable resource tailored for business leaders, Chief People Officers, and Chief Diversity Officers. It provides a practical and easily navigable guide to advance your organization's diversity and inclusion initiatives. For leaders seeking to expedite progress but who, until now, lacked a clear and impactful roadmap, this book is a must-read. About the Authors: Dev Modi is an acclaimed HR thought leader and a chartered organizational psychologist with a track record of assessing, coaching, and developing senior leaders from some of the world's largest brands across various industries and geographies. He is the author of "The Inclusive Leader Scorecard" and the Inclusive Leader Scorecard online diagnostic. Melissa C. Thomas-Hunt holds the title of John Forbes Distinguished Professor of Business Administration at the Darden School of Business and is a Professor of Public Policy at the Batten School of Leadership and Public Policy. Her past role as Head of Global Diversity and Belonging at Airbnb equipped her with the expertise to lead global diversity, inclusion, equity, and belonging programs. She continues to serve as a senior advisor focusing on advancing connection and belonging research. Marc Woods boasts 17 years of experience as an international athlete and two decades of experience working with senior executives. He delivers motivational presentations to approximately 25,000 people annually, inspiring and engaging audiences worldwide. https://amzn.eu/d/h1ygDGr
Inclusion Unlocked: A Guide for Leaders to Act
amazon.co.uk
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Marketing Director, Gerflor | Experience in Construction & Architecture sectors | MBA | Passionately Seeking Innovation in Contech and Proptech | Leading the Future of AEC
DEI is more than meeting targets; it’s about creating genuine #inclusion. Rather than only focusing on a few one-off workshops and diversity targets, ensure you are creating a company culture with organic and supportive inclusivity for all. Leaders play an active role in this mission due to their ability to shape the work environment of their teams. A leader who practices compassion, empathy and support will infuse these traits into their team, resulting in the team naturally becoming more inclusive and respectful. #DEI #Inclusion
Council Post: Why Leaders Need To Focus On The ‘I’ In DEI
forbes.com
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MPA Next Gen Member Strategy Professional | Driving Brand/Product Success and Growth | Passionate about Market Analysis | Masters in Business Management at Durham University
Difference between Diversity and Inclusion Lets talk! All the international students and peers I speak to have at least once mentioned that they don't want to be just another headcount or a poster person for the company they work in, they want to feel like they're included, without having to feel like they need to push too much to just be included in a small talk. Diversity is about counting heads, whereas inclusion is about making heads count. Another method to distinguish between diversity and inclusion is to define diversity as a noun describing a state, whereas inclusion is a verb or action noun, implying that inclusion involves action. Inclusion is the process of building an atmosphere that acknowledges, welcomes, and accepts varied methods, attitudes, perspectives, and experiences in order for everyone to attain their full potential and contribute to organisational success. It HAS to be driven both by top-down leadership and bottom-up engagement.
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Chief Diversity, Equity and Inclusion Officer | Author | LinkedIn Top Voice | Board Member | Fellow | TEDx Speaker | Non- Exec Director
An inclusive leader is someone who not only values diversity but actively creates an environment where all individuals feel welcomed, respected, and empowered to contribute their best. They make an effort to understand the unique experiences and perspectives of each team member. This means taking the time to listen actively and with compassion, ensuring everyone feels heard and valued. They are knowledgeable about different cultures, customs, and perspectives, and they continuously seek to educate themselves and others. This understanding helps them to create policies and practices that respect and celebrate diversity. They are willing to acknowledge their own biases and limitations, and they actively seek feedback from others. This humility allows them to learn and grow, improving their ability to lead inclusively. They also hold themselves and others accountable for fostering an inclusive environment, setting clear expectations and following through on commitments. They actively promote initiatives and policies that support a diverse workforce and inclusive culture. This advocacy is not just about words, but about taking concrete actions that drive meaningful change. #diversity #equity #inclusion #leadership
This Is What An Inclusive Leader Looks Like
crn.com
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