Susan David, Ph.D.’s Post

Is your organization S.A.L.T.Y. enough? Take this test and find out 🔽 Recently, I came across an interesting acronym on Instagram called S.A.L.T.Y. This is used to really get to know people. It stands for: ▶ S: Say no to them and see how they react. ▶ A: Anger—observe what they do when they're angry. ▶ L: Live with them. ▶ T: Travel with them. ▶ Y: Youth stories—listen to their childhood and past experiences. Inspired by this, I thought, why not create a S.A.L.T.Y. checklist for employees and job seekers Wouldn't you want to know whether your organization is truly inclusive? Here’s what it could look like: ▶ S: Speak Up —Can you freely voice your concerns and opinions without fear of backlash or exclusion? ▶ A: Access —Does the organization provide equal access to opportunities, resources, and support for everyone? ▶ L: Listen —Does the leadership genuinely listen to diverse perspectives and act on them? ▶ T: Transparency —Is the organization transparent about its diversity and inclusion goals, policies, and progress? ▶ Y: Your Experience —Reflect on your own experience: Does the company value and respect your unique background and identity? How does your organization measure up on this S.A.L.T.Y. scale (1-5)? 🔁 Repost so others can check too! Cheers! Sonali

These days, navigating a conversation with someone who holds very different views than your own can be beyond challenging. I found Gina Vild's recent article very helpful. Here are the five questions she suggests to jumpstart your journey across the great divide:  1. Politics aside, what experiences have shaped your worldview? 2. What issue matters most to you and why?  3. What do you wish I, and others with differing views, understood about your perspective?  4. How do you view the balance between individual rights and collective responsibility in areas like health care, education, and the environment—- and why? 5. What party and candidates best reflect your values? https://lnkd.in/g_jCHN8P

Companies can become relevant by putting first the people they serve.

We couldn't agree more. DEI work has never been about creating unfair advantages for some--it's about eliminating unfair advantages to create a truly level playing field where everyone has a chance to compete. In fact, hundreds of organizations worldwide have taken our ParityPLEDGE in that very spirit. By taking the pledge, they are committing to simply INTERVIEWING a diverse slate of candidates for any open leadership role. No HIRING expectations or quotas, just an interview--i.e. an opportunity to be considered. And the results are nothing short of transformative. 💡WHY DOES IT WORK?💡Women and people of color tend to be significantly underrepresented on most candidate slates, due to unconscious bias, sourcing in the wrong places, and other factors (e.g. hiring managers recruiting people who are already known to them, for expediency) that are wholly unrelated to the talent, desire, and expertise of those underrepresented groups. AND IF THEY'RE NOT IN THE RUNNING, THEY CAN'T WIN. But when companies simply slow down and become more intentional and proactive about diversifying their interview pools, they frequently find that the "best person for the job" is in fact one of those previously unexplored candidates! Visit parity.org to learn more or take the ParityPLEDGE. Mark Cuban

The PR industry has a diversity problem, and Observer’s annual lists are a stark reminder of how much work still needs to be done. Two years ago, Hold The PRess called attention to the lack of diversity and representation in Observer's annual PR lists. We find ourselves in 2024, once again disappointed by the glaring underrepresentation of Black talent and Black-led agencies in their latest PR Power list. When all of our work isn't celebrated and amplified, the systems of oppression continue to thrive. A united front is the only way we can create real change. In continuation of our long-standing commitment to advocacy and diversity, we're proud to stand with our colleagues in calling for meaningful change and greater representation of Black talent and Black-led agencies. If you believe in the importance of diversity and inclusion in our industry, please consider adding your name to this open letter. Together, we can make a difference. Read the letter and sign via https://lnkd.in/gDJCu5-Y #PRDiversity #HoldThePRess

🙋♀️ Numerous studies confirm that adopting Diversity strategies increases a company's competitive advantage in the industry by 46%, leads to 40% better and more accurate decision-making, and offers a 34% increase in financial performance, among other benefits. 💃 In our interconnected world, embracing Diversity, Equity, Inclusion, and Belonging (DEIB) isn't just a choice – it's a strategic move. 🤝 But to foster better understanding and more respectful communication, we need to build and use a common vocabulary. In this article, we've selected some essential terms and tips to help us identify and address biases once we recognize them: https://lnkd.in/emF8uEnV

The ultimate hack to building a strong personal brand reputation. Don't scare the 💩 of people with your stare though. When you flex your compassion muscles you not only get pumped full of dopamine they also create a positive feedback loop. Those warm fuzzies create a momentum of positive energy. The hack is all about GIVING. You will receive: Positive word-of-mouth. You attract clients aligned with your values. Creates stronger connections by offering your expertise and support. You access new resources of wisdom. Stay ahead of the curve. Creates an engaged culture in the workplace. Improves internal and external relationships. Nurture new skills. Like a tiger it's strategic. It's also natural for us to want to impact and make a difference. If you are feeling warm and fuzzy share Q'd with your queer peers and join us Thursday at 10:30 mst for our virtual gathering. P.S. How do you like to help others?

Leading with empathy while staying true to yourself is an excellent example of unarmored leadership. This article, written by my friend Liz Meyers for Women In DSO®, is a roadmap for how to do it. #empathy #leadership #unarmoredleadership

Board diversity can go beyond recruiting around identity. Check out this blog post from Andrea King Collier on “Building a More Diverse Board with Intention” to learn about how your board can best reflect and move forward on its mission and values through intentionally representative diversity. Find this resource here: https://lnkd.in/envJCAKU Find more resources on the CEI’s Knowledge Hub: https://lnkd.in/erdSWdp4 Image description: a quote from Andrea King Collier from blog post “Building a More Diverse Board with Intention” over a faded image of sketched individuals embracing in unity. The quote reads “Recruiting people who believe that your organization’s work makes a difference, and who want to help with that work, is a win-win". Additional text reads “Find this Resource and More on the CEI’s Knowledge Hub!”.

In our essay in Fast Company, Ray Day, APR and I examine the words and acronyms that unite and divide America and lessons for communicators in avoiding the corporate risk to reputation in today's toxic politics. The Harris Poll Stagwell #corporatecommunications #corporateaffairs #corporatereputation https://lnkd.in/e_Q25AJk