As we reflect on this year's Pride Month, we're immensely grateful for the impact our Outforce Equality Group leaders make year-round.
Vaishali (Staff Technical Writer) has been continually inspired by the dedication of these leaders — so much so that she's become one herself. 🏳️🌈 Learn more about her experience:
Looking for tips on how to promote LGBTQ inclusion in your business year-round? Look no further than this insightful Forbes article. Don't miss out on these valuable insights. 🌈👇
Honoring Latino Heritage Month! 🎉 Embrace our voices, combat imposter syndrome, and celebrate our rich culture together. Interesting article below on how to support Latino colleagues by amplifying their voices, mentoring, and fostering an inclusive culture. #LatinoVoices 🔊
https://lnkd.in/ei_aZ8_S
"Instead of thinking about inclusive assessment, we might also think about assessment for inclusion.."
Watch this clip from Dr Joanna Tai, our keynote speaker at Rethinking Assessment: Inclusive Assessment & Standards in a Dynamic and Changing World.
https://lnkd.in/edB8F8Cd
300 Top National & International Universities | Disrupting How We Think About Education and Career Planning | 2 Start Up Acquisitions | Author | Follow for insights on Education, Research & NEP 2020
In an age where equality is more than a buzzword, it’s worth thinking about our everyday language.
‘Man-Made’ - a term that traditionally blankets human innovation, neglects the contributions of so many.
Let’s shift our vocabulary to be more inclusive; ‘Human-Made’ or ‘People Made’ better reflects the collective effort of all genders in progress and creation.
It’s not just about semantics—it’s about recognition. Join the conversation.
Dear Companies, it is important to remain mindful of historical events such as the running genocide and to prioritize your diversity and inclusion initiatives.
choose the right side.
Check out my blog post
In the vibrant tapestry of humanity, diversity is not just a buzzword; it's the essence of our existence. As we celebrate National Diversity Month this April, it's an opportune time to reflect on diversity's beauty and richness in our lives and communities.
https://wix.to/5RAGyRh#newblogpost
Given the number of "DEI is over/under attack/ineffective, etc." click-bait articles, I thought I would share the attached, excellent article (as well as some portions of the piece below) which outlines the fact that DEI initiatives, done right, actually work.
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'Inclusion, as we define it, creates the conditions in which everyone can thrive and where our differences as varied, multidimensional people are not only tolerated but also valued. A willingness to pursue the benefits of D.E.I. — the full participation and fair treatment of all team members — renders organizational wholes greater than the sum of their parts.'
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'Erik Larson’s firm, Cloverpop, helps companies make and learn from decisions. When Mr. Larson and his research team compared the decision quality of individuals versus teams, they found that all-male teams outperformed individuals nearly 60 percent of the time, but gender diverse teams outperformed individuals almost 75 percent of the time. Teams that were gender and geographically diverse, and had at least one age gap of 20 years or more, made better decisions than individuals 87 percent of the time. If you’ve ever called a grandparent for advice or tested an idea with a skeptical teenager, you get what this research was trying to quantify. We often learn the most from people who think most differently from us.'
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'Individuals...are more likely to share their views in an environment that does not belittle, or worse, punish those who offer differing opinions, particularly to more powerful colleagues. In a recent study of 62 drug development teams, Ms. Edmondson and Henrik Bresman found that diverse teams, when assessed by senior leaders, outperform their more homogenous peers only in the presence of psychological safety. More diversity is not always better — from a performance standpoint, diversity without inclusion can actually make things worse.'
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'Inclusion work is a way to create the conditions where people you don’t already know — those who are separated from you by more than one or two degrees — can succeed. For example, many U.S. tech companies have successfully created workplaces where young, straight, white men they know can thrive, but have a harder time recruiting, developing, promoting and retaining women, people of color, people from the L.G.B.T.Q. community, people over the age of 35 and the young, straight, white men they don’t know. Organizations with these outcomes are typically relying too much on familiar networks — the people they know — and when they find someone good enough in those networks, they stop looking.'
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'We know that historical change is like sleep. It happens gradually, sometimes fitfully, then all at once. We are in the fitful stage of our evolution toward truly inclusive organizations. But let us not get confused: Inclusion is an end goal that channels universal hopes for meritocracy, reflects America at its best and creates the foundation for an even more competitive future.'
Today, as we honor Juneteenth, we recognize our nation's progress and — perhaps more importantly — the work still ahead. It's been four years since the largest civil rights protests in U.S. history, and three since this date was declared a federal holiday by President Joe Biden.
Yet, despite many companies offering Juneteenth as a day off and continued disparities in the workforce (and beyond), #DEI efforts are increasingly sidelined in the corporate world, and DEI leaders are often the first to face job cuts as companies rethink their budgets and the spotlight moves away from what they once claimed were critical priorities.
Now is not the time to reduce our focus on diversity, equity and inclusion. Instead, it’s THE moment to double down on our commitment to creating equitable workplaces.
As DEI Leadership Institute CEO Maria Putnam said at our 2023 Annual Conference, “We aim to create a more conscious, engaged, and active DEI community through the cultivation and sharing of ideas, as well as creating spaces of belonging. This mission has never been more important.”
That message still resonates deeply today.
At the DEI Leadership Institute, we see this as a unique opportunity to unite under a common mission and drive meaningful change. Let’s ensure that our efforts to build inclusive communities continue with vigor and determination.
#Juneteenth#Diversity#Equity#Inclusion#Leadership#Community
Revisiting equality, diversity and inclusion today and had forgotten how powerful this video is - tears in my eyes watching it again, if you can spare 3 minutes to watch this, please do!
Servant Leader with a Human-centric Approach: My leadership legacy and Milestones as Servant and Transformational Leader, CEO, Quintessential Intellectual, Risk MGMT Advocate, and Consummate Civil Servant.
The Macroeconomics of Artificial Intelligence (AI) in Designing the right Organizational Model, Corporate Human-centric Culture of Trust in Collaboration, and Hierarchical Structure to Transform Global Challenges into Great Opportunities: Learn more from the right skilled, experienced, and talented High-Tech experts on how to leverage cutting-edge technologies, harness artificial intelligence (AI), and maximize the power of core algorithms to help organizations save millions, billions, and trillions of dollars.
The Macroeconomics and Geo-politics of Artificial Intelligence (AI) in Assessing Competencies, Measuring Performance, and Mitigating Organizational Systemic Risks. How to design the right organizational model, corporate human-centric culture of trust in collaboration, and hierarchical structure to drive digital transformation and innovate bold solutions?
The Macroeconomics of Artificial Intelligence (AI) in Forensic Audit to eliminate Fraud, Corruption and Bribery to safeguard the global financial systems and help organizations save millions, billions, and trillions of dollars. Is your organization at risk? How do you assess organizational readiness?
Research the list of the TOP 50 Global High Risks and Challenges in 2024. And learn more about the World's TOP 30 most in-demand skills, abilities, and core leadership digital competencies required and necessary for the positions of C-suite executives. Is micromanagement ONE of the TOP Organizational Systemic Risks? What is the C-suite? About the fiduciary duty of the Board of Directors?
I am a firm believer in Bold Action to Drive Bold Solutions. Is bold action needed to translate ambitious ideas into insights and strategies. As a successful visionary and servant leader and quintessential academic intellectual, I take pride in motivating, inspiring, coaching, mentoring, and preparing the Next Generation of highly successful Tech-Savvy executives, thoughtful leaders and talented High-Tech experts to tackle challenges, innovate bold solutions and deliver sustainable quality results.
As a lifelong learner, voracious reader, and world-class traveler with intellectual curiosity, I was honored by the opportunity to read the January 2024 report of the IMF on the World Economic Outlook Update and the Growth Projections by Region: " We forecast 3.1% growth in 2024 and 3.2% in 2025. Many economies continue to show great resilience, but important divergences remain."
"Dear Mr. Beuns, thank you for your contributions to making the World Economic Forum (WEF) 2024 Annual Meeting an impactful global event from Jan 15-19 in Davos, Switzerland, Europe. We look forward to continuing our work together and converting new ideas into positive outcomes throughout the year."
CTO/Co-Founder iOPTIME Pvt Ltd, 12 Years of Salesforce Exp,4 x Certified Salesforce
3moImpressive growth!