Diana Mirakaj-Finnerty’s Post

Hallelujah! While the goals of DEI (diversity, equity and inclusion) go towards defining modern civilisation its bureaucratic implementation and policing by individuals who crave power where any ideological stance will do, has polarised society. Long may the ideas be upheld while ditching the fasco-communist style implementation. "Amid growing legal, social and political backlash, American businesses, industry groups and employment professionals are quietly scrubbing DEI from public view — though not necessarily abandoning its practice. As they rebrand programs and hot-button acronyms, they’re reassessing decades-old anti-discrimination strategies and rewriting policies that once emphasized race and gender to prioritize inclusion for all." DEI is getting a new name. Can it dump the political baggage? https://lnkd.in/g7t2wRTB (Subscription may be required) #dei #equity #politicalcorrectness

Interesting article on the future of #DEI -- #diversity #equity #inclusion -- in #employment practices and corporate #strategy.

Here's what I tell anyone concerned about the "attack" on DEI: this work is fundamentally about cultivating environments where everybody thrives. Pure and simple. Who can argue with that? From there, the work becomes: ➡ Identify the obstacles in your specific org that hinder this. ➡ Develop the list of actions that you'll take to address those obstacles. ➡ Establish a system to track progress ("accountability) and have regular check-ins to adjust as you go. Yes, language is important and yes, we need to be able to openly address the issues of race and gender and discrimination that are huge problems in our workplaces and our world. And we also need to think about how we invite everyone in to this conversation, and motivate everyone to take action every single day -- actions large and small. So for anyone struggling to get their colleagues on-board with DEI work, ask them how they feel about this framing and see what they say... https://lnkd.in/eUdrXpnk

Latest in America. The trends in reporting and policy adjustment do not sound comforting. Inclusion is great, and “safe”. However, equity and inclusion come hand in hand such that we can help everyone thrive. And we all know diversity is instrumental for the best outcome. I’m not so sure if the “rebranding” is leading to the right direction. How will DEI evolve in the U.K. and Europe? #DEI #inclusion #equity #diversity #rebranding #talentdevelopment #reporting #peoplepolicy

This The Washington Post article and LinkedIn headline about the demise of #DEI breaks my heart. I don't buy the argument that it's a "change in name only." Creating more diverse, equitable, and inclusive workplaces has fallen under the weight of social pushback, greater tolerance for "fill in the blank" -isms, and the bogeyman called "wokeness." If "woke" up means caring about equal opportunity for all, which includes making room for the qualified to have a chance to reach the top, create wealth, and access the best roles, projects, and opportunities, then sign me up. At one of my past employers, I heard many white, straight men lament, "This place is not a place for a white guy to get ahead." Welcome to the world of everyone else! If promotion and hiring targets create more competition for straight white males, isn't this just fair? Might it mean they may never reach the top because they compete with a larger slate of equally qualified people? Isn't this just fair? Doesn't the rising tide lift all boats? To be biased is to be human. DEI is a proven approach to opening the talent aperture with anti-bias training, targeted talent development, and intentional talent decisions. As leadership turnover accelerates and the younger generations take the helm, we can hope to be more naturally inclusive, but that will take time. Call it what you want, but keep the call to action. It's been proven that diversity of lived experience—which will bring other types of diversity—makes for better decisions, performance, and value. I don't care what we call DEI, but I do care that this name change is far from a name change only. It is a full-scale pullback on investments in all people, tough decisions that drive real and sustainable fairness, and hope for greater representation of racial and ethnic, LGBTQ+, disability, and gender diversity at all levels of the corporation—not just at the bottom. #diversty #equity #inclusion #fairness #belonging

As we celebrate Pride month, we recognise the importance of addressing microaggressions, those subtle yet harmful behaviours that can impact marginalised groups. Check out Dr Tim van Wanrooij's video, one of our Wellbeing Hub practitioners delving into the nuanced nature of microaggressions and their detrimental effects on individuals. From seemingly innocent comments to behaviors in the workplace, the video sheds light on how these actions can perpetuate stereotypes and invalidate personal experiences. Microaggressions are not just words; they are reflections of deeply ingrained biases that can erode the sense of belonging and acceptance. By raising awareness and fostering understanding, we can create a more inclusive environment where everyone feels heard, respected, and valued.

This is an interesting read. While, it is focused mainly in how businesses in the US are responding to the legal implications related to their #DEI initiatives, there are a few points that we all need to ponder over. 1. Can DEI be counter-productive and create reverse discrimination? 2. Is the skepticism caused because DEI initiatives are mere lip-service, without being embodied in spirit? 3. Does the focus remain only on #diversity in talent acquisition and development and not so much on #equity and #inclusion? DEI initiatives and goals are likely to face resistance, and even backlash, if they do not promote fair and equitable work environment for everyone. Inclusion of some specific groups should not result in exclusion of others. Effective DEI practices are ones where every individual, department, organization is a stakeholder. Like everything, our approach to DEI has to evolve beyond terminology. https://lnkd.in/dWQUxWz2

As we see more companies grappling with legal pressures and public scrutiny around DEI, it's clear that the journey toward genuine inclusivity can be complex and often filled with hurdles. However, while terms may change and evolve, the goal of DEI remains the same: building workplaces where everyone has the chance to succeed. It’s about balancing strategic objectives with a genuine commitment to inclusivity, and it's important to keep the conversation going to ensure our efforts are meaningful and resonate with everyone involved. https://lnkd.in/gwhZyFyz #DEI #Inclusion

DEI is getting a new name. Can it dump the political baggage? Under mounting legal and political pressure, companies’ DEI tactics are evolving. Read this #TheWashingtonPost article and hear Elevated Diversity's founder and CEO, Rhonda Moret's approach on the landscape shifts for DEI programs: https://lnkd.in/ec6XbZdq #DEI #Inclusion #ElevatedDiversity

Did you know +50% of Gen Z identifies as multiracial? It would be hard to not find good candidates from a diversity group. This is a fascinating short read. Did you see this evolution coming? For me, it's personal. Obviously I am in a protected class. And I have experienced privilege. I feel responsible to pay it forward and give people a chance to prove themselves and earn their big break. Here are some ways I do it at work. I participate in our DEIB group. We are reinventing ourselves. Moving from educating to something more tangible and strategic for the business. Sounds like we are not alone. And I lead one of these ERGs that are not tied to a race or gender. Eightfold For Good is an employee resource group for those who want to volunteer and or give to the community. Truthfully, participation is our #1 challenge. A previous Women's ERG I led voted to keep the meetings to only women (80%+ felt that way). Eightfold's Women ERG is open to allys and I love it. When women have access to and support from men with insights to share, we all do better. That is why I mentor as much as I can and I appreciate my male mentor peers in #GirlsClub. I set diversity goals in my candidate interview process. To me diversity is any protected class: veterans, disabled, neurodivergent, LGBTQ, minority races and genders. I see this as inclusion - getting invited to the dance - giving people a chance. Sounds like I need to rename it to people goals.