Danielle Antes’ Post

The DEI Backlash is not a right-wing conspiracy. It's a wake-up call. The backlash against Diversity, Equity, and Inclusion (DEI) initiatives isn't a fringe movement. It's a significant signal from our colleagues that many DEI programs have lost their way, as the SHRM decision rightly pointed out. We swung for the fences and too often missed. DEI programs were supposed to inspire: • Fairness • Inclusion • Respect • Opportunity • Growth • Innovation • Collaboration • Productivity • Progress • Change But we can't achieve these things while running afoul of Title VII. We can't fight inequity with more inequity. Embrace the wake-up call. Reevaluate your DEI strategies. Make meaningful changes. Bring more people to the table - even those you disagree with. Instead of complaining about the SHRM decision, have the courage to engage in dialogue that makes you uncomfortable.

Coming back to work after a period of parental leave can be incredibly challenging. A reintegration program spearheaded by my colleague Maria del Mar Martinez aimed to improve the experience here at McKinsey & Company for returning parents and others returning from longer periods of leave. It's fantastic to see this program recognized by the World Economic Forum. Their report here further explores emerging best practice in fostering diversity, equity and inclusion in organizations around the world: https://lnkd.in/gUGaGkEw

Rethinking DEI Strategies: The Case Against Removing Equity 🚫 The recent decision by SHRM to remove equity from their overall DEI strategy has stirred up considerable debate. While diversity and inclusion are crucial, equity plays a pivotal role in ensuring fairness and leveling the playing field. Equity focuses on addressing historical and systemic barriers that affect marginalized groups. By removing equity from the DEI framework, are we neglecting these critical issues? Can diversity and inclusion truly thrive without addressing the underlying inequities? Removing equity from Diversity, Equity, and Inclusion (DEI) strategies typically means shifting focus away from addressing systemic barriers and historical disadvantages that certain groups face. In practical terms, it could mean: 1. Ignoring Structural Inequalities: Organizations may no longer prioritize identifying and dismantling systemic barriers that hinder equal access to opportunities and resources. 2. Focusing Solely on Diversity and Inclusion: While diversity (representation of different demographics) and inclusion (creating a welcoming environment) remain important, equity ensures fairness and equal treatment, which might be sidelined. 3. Risking Inequality: Without equity, there's a risk that efforts to promote diversity and inclusion might not lead to meaningful changes in workplace fairness and opportunity distribution. 4. Potential Backlash: Removing equity from DEI strategies can lead to criticism from stakeholders who believe that true diversity and inclusion cannot be achieved without addressing underlying equity issues. 5. Impact on Reputation: Organizations accredited for their DEI efforts might face scrutiny if their strategies are perceived as regressive or insufficiently addressing systemic inequalities. In essence, removing equity from DEI strategies shifts the focus away from achieving substantive equality and may undermine efforts to create genuinely inclusive workplaces. #Workplaceequality #Leadership #Workplaceculture #humanresources

In a time where corporate DEI efforts seem to have taken a back seat, our new work feels especially relevant. In "An Unjust Demise: Has Diversity, Equity, and Inclusion Met Its End in Corporate Settings?" we rely on a breadth of HR and employee data to provide concrete guidance on advancing workplace DEI. https://lnkd.in/eYNuVMiR Now, I wouldn't be me if I didn't acknowledge that this publication comes with its own dose of apparent irony. This chapter was written while I was employed by SHRM; with experts who were/are also employed by SHRM; and relies on data collected by and paid for by SHRM. Yet SHRM has recently made big headlines for dropping the "E" out of their commitment to "IE&D." While I can only begin to guess for the reasons behind this move, it does seem to echo a large obstacle to DEI we discuss in our chapter: employees—and primarily those from historically advantaged groups—see DEI efforts as inherently unfair. Whether redirecting the conversation to "inclusion" will do much to alleviate such concerns remains to be seen. In the meantime, I continue to believe in our #1 recommendation for organizations that want to keep advancing their DEI efforts: to demonstrate their organizational values through consistent and transparent action by, for example, being very clear about the key knowledge, skills, and abilities employees need to succeed in each role.

Despite the uncertainty in the workplace around diversity measures, triggered by the termination of race-based affirmative action in higher education, it seems that the DEI movement in the workplace is here to stay! According to DDI | Development Dimensions International, organizations with above average diversity are 2.4 times more likely to outperform competitors. See how those embracing DEI efforts are setting themselves apart in Boston Globe Business. #DiversityAndInclusion #LeadershipDevelopment #DEI

We help the world’s largest companies and social impact organizations scale their DEI programs so that, by offering increased employment opportunities and greater career mobility, they can access the talent they need to achieve business success. Krystle highlights a few ways on how our DEI services can drive lasting change in these organizations. Hear from Krystle and others in our 2023 DEI report: https://lnkd.in/e86vwZ9t

The impact of a fully supported and engaging diversity, equity, and inclusion (DEI) program can be significant for any organization. Discover what effective DEI programs look like in practice, as well as what it will take for an organization to fully embrace DEI. https://lnkd.in/ehXUPWVi

How to keep the faith with Diversity & Inclusion 🗒️🌍This post by Paul Modley at AMS raises a poignant question. In the face of changing economic and political landscapes, it's a challenge for businesses to remain unwavering in their DEI commitments. But as history has shown us, challenges are often gateways to innovation and recalibration. 🌉💡 🔦It's disheartening to read about the recent exits of DEI Leaders from eminent companies. However, these incidents shine a spotlight on a much-needed conversation: the allocation of appropriate resources and genuine investments behind DEI initiatives. A mere seat at the table isn't enough. It's the resources and freedom given to that seat that matter. 🪑➡️🏰 🚨💎At 55/Redefined, our focal point has always been on ensuring age diversity remains at the forefront of DEI strategies. And from our vantage point, age-inclusivity is the hidden gem of talent acquisition and retention. We believe that a truly inclusive workforce extends beyond gender, race, or physical ability – it's also about harnessing the rich tapestry of experiences and perspectives that different age groups bring. 🌐 Having said that, I absolutely agree with Paul that even amidst these pressures, it's the organisations that continue to embed DEI into their EVPs that will win in the long run. By doing so, they not only project themselves as industry leaders but also, and more importantly, they harness the manifold strengths that come with a diverse team. 🚀 As proud founding partners of the AMS D&I Alliance, we at 55/Redefined applaud and celebrate Paul's and AMS's unwavering commitment to DEI. Together, we can create workspaces that truly value diversity in every sense of the word. Here's to more collaboration and pushing the boundaries on what inclusivity truly means! 🤝🌍 #DEIStrategies #TalentAcquisition #FutureOfWork #AgeInclusivity

Couldn't agree more Paul Modley. The focus on this subject matter needs to remain a focus, despite the changes within our economy. The facts are still the facts, right? More than ever, we need to all continue the conversation, drive those strategies further to encourage more progressive change and generate those positive outputs. #diversityandinclusion #positiveoutcome #impactosocial #weareams #socialmobility #equalityanddiversity #inclusionmatters