Alex Suggs, MBA’s Post

Navigating the Shifting Landscape of Corporate DEI: Insights from Dr. Love As corporate commitments to diversity, equity, and inclusion (DEI) face challenges, Roanoke-based DEI consultant Jamica Love, and owner of Higher Dimensions Consulting LLC, points out the trend of organizations pulling back from supporting DEI initiatives. 1.     Dr. Jamica Nadina Love, a seasoned DEI consultant, notes the significant shift in corporate DEI commitments, with organizations like Booz Allen Hamilton opting for a leadership team structure.   2.     Virginia-based Fortune 1000 companies, including Dominion Energy and Gannett Co., have witnessed restructuring in DEI leadership roles, with titles being rearranged or even omitting the term "diversity," signaling a broader transformation in approach. 💼   3.     Dr. Jamica Nadina Love emphasizes the impact of political pressure on companies, noting a trend of pulling back from DEI initiatives, citing the Supreme Court's affirmative action ruling and increased backlash since June 2023 as factors influencing corporate decisions. #JamicaLoveInsights 💡 #CorporateDiversityShift 🌍 https://lnkd.in/gQcauC5b

I watched my friend Jessica Kriegel's great interview with SHRM CEO Johnny Taylor, clearly a smart guy who tells a compelling story. I’ll give them the benefit of the doubt that they are dedicated to achieving the goals of DEI&B - even if they won’t include all of the words. Pealing back the onion on this decision does, however, yield several questions and concerns for me. My intent is not to attack him or SHRM. I am a member and frequent speaker at their events. 1. I am confused as to how they can take out the word equity, but maintain a “steadfast commitment to equity.” 2. I am not sure we can make people comfortable with an uncomfortable reality (disparate outcomes), regardless of what you label it. We must address the uncomfortable reality. I love that he indicated their decisions are informed by data, but don't we have to start with the data around past and present inequitable treatment of certain groups of people? 3. I never heard him question why people are so opposed to the term equity. That question unearths deeper issues. The divisions are not merely about language. Whether you lead with it or not, at some point you must confront the folks who have an issue with the concept of equity. (I think many people confuse equity and equality. Maybe some energy should be spent on clarifying that difference.) 4. Using the mixed results of DEI&B as an indictment on DEI&B is disappointing. There are active forces working hard to maintain the status quo (or take us backwards) no matter how comfortable you try to make the language. Why not double down on holding these forces accountable? 5. Regarding his apple pie example, where he mentioned people just want the pie, not the ingredient list, removing equity is essentially removing the apples from the apple pie recipe. It is the essential element. 6. I have an issue with “if we get the D and the I, we win.” Rosa Parks and the rest of the Black folks in Montgomery were allowed to get on the bus (D) and allowed to ride (I), but there was obviously no equity on those busses, which sparked a protest that inched the country forward. 7. Regarding his point about the unpopular donation he accepted while leading another organization. I enjoyed learning about the grateful former scholarship recipient, but anecdotes, while they capture our emotion and imagination, don’t always reflect the big picture. Suppose I were a wealthy businessman, for example, who mistreated and excluded thousands of people with disabilities in my businesses but followed up with a nice donation to a disability nonprofit. Does that erase my harm? 8. Finally, he talked about the need to do something differently, but I didn’t hear what they are going to do differently except not lead with equity. I am doubtful that alone will crack the code? Despite the issues I raise, to Johnny’s point, I am hopeful that SHRM can break through and be a leader in moving DEI&B efforts forward, regardless of what letters they use.

The principles of Diversity, Equity, and Inclusion (DEI) have emerged as the three driving forces captivating the world of businesses and professional service firms. Globally, organizations are increasingly prioritizing DEI initiatives in professional services to improve overall success. The significance of DEI in professional services remains a critical priority, as it fosters diverse and equitable environments that drive business success. Some key initiatives taken toward implementing DEI within firms encompass mentorship and sponsorship programs, bias training and awareness, flexible work policies, accountability and transparency, and cultivating inclusive cultures. How is your organization prioritizing Diversity, Equity, and Inclusion?

Companies are backing away from DEI. Or are they? In 2020 we saw a surge in companies pledging their commitment to DEI. But recently, whispers have echoed that some are backing away. Is this true? Or is it just a perception problem? Dig deeper, and you'll find an interesting dynamic at play. Some companies, after initiating DEI programs, have hit pause. Not because they've lost faith in the cause but because they're reassessing their approach. They've realized that a surface-level commitment isn't enough. Meaningful change requires a shift in company culture, not just policies and procedures. On the other hand, some organizations have scaled back on their DEI efforts due to public backlash or fear of controversy. Comfort zones are hard to leave. But let's remember, transformation isn't a walk in the park. It's a journey that involves addressing uncomfortable truths. So, are companies really backing away from DEI? Or are they recalibrating their approach? Share your comments below. https://lnkd.in/gcrT_5QH

The principles of Diversity, Equity, and Inclusion (DEI) have emerged as the three driving forces captivating the world of businesses and professional service firms. Globally, organizations are increasingly prioritizing DEI initiatives in professional services to improve overall success. The significance of DEI in professional services remains a critical priority, as it fosters diverse and equitable environments that drive business success. Some key initiatives taken toward implementing DEI within firms encompass mentorship and sponsorship programs, bias training and awareness, flexible work policies, accountability and transparency, and cultivating inclusive cultures. How is your organization prioritizing Diversity, Equity, and Inclusion?

The principles of Diversity, Equity, and Inclusion (DEI) have emerged as the three driving forces captivating the world of businesses and professional service firms. Globally, organizations are increasingly prioritizing DEI initiatives in professional services to improve overall success. The significance of DEI in professional services remains a critical priority, as it fosters diverse and equitable environments that drive business success. Some key initiatives taken toward implementing DEI within firms encompass mentorship and sponsorship programs, bias training and awareness, flexible work policies, accountability and transparency, and cultivating inclusive cultures. How is your organization prioritizing Diversity, Equity, and Inclusion?

Deloitte's Well-being at Work survey highlights the need for organisations to integrate diversity, equity & inclusion (#DEI) into their well-being strategies to build a thriving #CompanyCulture. Acknowledging how identity intersects with well-being is key to addressing the contrasting needs of a diverse workforce. A DEI-informed approach to well-being can: - Activate efforts equitably - Support workforce well-being holistically - Advance equitable outcomes By embracing DEI in well-being initiatives, we can create a truly inclusive #WorkplaceCulture where all employees thrive. https://lnkd.in/eBZsdWWt via Deloitte

Although Talent Acquisition leaders largely remain committed to #DEI, it’s no secret that corporate DEI has faced increased scrutiny in 2024. Whether through legal action or contentious discourse from public figures, the voices of DEI dissenters have been amplified this year, leaving TA leaders wondering how to navigate the shifting landscape around DEI. That’s why at our webinar, The Business Case for DEI in 2024, we’ll be sharing the information you need to navigate the current DEI climate, including: • Why corporate DEI efforts are facing significant headwinds • How TA leaders plan to prioritize DEI in 2024 • Concrete changes TA teams are making to their DEI initiatives Plus, we'll equip you with hard data demonstrating how diversity, equity, and inclusion improve business outcomes. So, join us on Wednesday, April 24th at 12PM EST for the information you’ll need to build a case for DEI in 2024. Register here: https://hubs.li/Q02t7LJd0 #VerisInsights #Strategy #Recruiting #TalentAcquisition

💡 Looking to improve DEI in your organization? Join our FREE webinar to identify resources, action steps, and best practices for DEI success. Register here: https://lnkd.in/gkKy967g #DEIB #DEI #diversity #equity #inclusion #belonging #transformaccounting #betterbizculture

Companies are backing away from DEI. Or are they? In 2020 we saw a surge in companies pledging their commitment to DEI. But recently, whispers have echoed that some are backing away. Is this true? Or is it just a perception problem? Dig deeper, and you'll find an interesting dynamic at play. Some companies, after initiating DEI programs, have hit pause. Not because they've lost faith in the cause but because they're reassessing their approach. They've realized that a surface-level commitment isn't enough. Meaningful change requires a shift in company culture, not just policies and procedures. On the other hand, some organizations have scaled back on their DEI efforts due to public backlash or fear of controversy. Comfort zones are hard to leave. But let's remember, transformation isn't a walk in the park. It's a journey that involves addressing uncomfortable truths. So, are companies really backing away from DEI? Or are they recalibrating their approach? Share your comments below. https://lnkd.in/gNkSCS8w