Modern strategies to promote Diversity, Equity and Inclusion in today's workplace
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- čas přidán 7. 06. 2024
- In today's video, we discuss strategies to promote and address diversity, equity and inclusion (DE&I) in the workplace. We explore the benefits of DE&I both for the business and employees and the role of leadership in promoting and addressing DE&I. We also talk about building a DE&I culture in workplaces that may not have that type of culture. Finally we discuss challenges of brining DE&I in the workplace.
Timestamp of our discussion:
0:00 - Intro
0:46 - What are the benefits of Diversity, Equity and Inclusion in the workplace
6:20 - What's leaderships role in promoting diversity, equity and inclusion in the workplace?
8:58 - Strategies to promote and address DE&I in the workplace
14:12 - How do you build a DE&I culture in workplaces that haven't had it?
18:27 - Challenges of bringing DE&I in to the workplace?
This is part 2 of our 3 part series on diversity, equity and inclusion
Watch Part 1: What is Diversity, Equity and Inclusion:
• What is Diversity, Equ...
Watch Part 3: How corporate social responsibility and diversity is modernizing today's workplace:
• Corporate Social Respo...
Watch Part 1 of our discussion Diversity, Equity and Inclusion:
• What is Diversity, Equ...
Learn more about Diversity, Equity and Inclusion in the workplace by watching this playlist: • Diversity equity and i...
Learn more about building and implementing a comprehensive CSR Strategy playlist: • Corporate Social Respo...
Prefer to read? Here's what's we discussed:
www.benevity.com/resources/pr...
#diversity #equity #inclusion
Connect with Janelle St. Omer on Linkedin:
/ janelle-st-omer-she-he...
Music by / ikson
@iksonmusic - Jak na to + styl
At my job we have something called an enrichment program where all the employees have opportunities to move around the department and work different units and that promotes diversity.
I work at a large organization that introduced a diversity program since 2022, which is primarily focused on race and gender. We have introduced a hiring freeze on white men, no I am not joking, they have just packaged it in a more palatable way that sounds nice. But the bottomline is, unless you are female or a person of color you will not be hired by my company. They have also increased the leadership to nearly 40% women. What has happened since the diversity program has been mandated, staff turnover has increased and the overall employee satisfaction scores have continually dropped. I believe the main problem is that the organization has become more biased and segregated.
When I hear a person talk about inclusion, I am 100% certain they do not believe in inclusion of thought. God forbid you think differently from them!
Looool…. ‘Them’ 😊😊😊😊
@@paulwarren8832 Yeah, them. Leftwing activists that treat abstract sociological assumptions as dogma, and that will always, ALWAYS, come back down to "white men bad, everyone else good"
Dont understand
I've gone through the DEI "revolution" in the work place years ago. To this day I hear many catch phrases repeated over and over again without actually any real instruction as to what we are supposed to do differently. It always assumes that we as a successful work force need improvement without first understanding what we have been doing all along.
The whole point is to repeat the mantras, that's about it. It shows you're a good little conformist.
She is very clear in this series about what can be done differently. I suspect that she is using the DE&I lingo without you really knowing what she means.
@@user-dc1kq2qv6y Just about everything that she is being "very clear" about doing differently is what I've already seen in practice over my 40+ year career. Forcing these new DEI requirements is actually dividing us into separate tribes that really didn't exist before.
@@user-dc1kq2qv6y please name one thing she is clear about.
I agree. We have a team of DEI experts in our organization that was setup two years ago. It has cost a fortune, and our anonymous surveys prove that we are going backwards in terms of culture and job satisfaction since we introduced the whole ESG strategy. It's just ridiculous.
Equality: Teacher gives students a task
Equity: Every student gets 100% score
Е44е
Teacher gives every student access to the means of the task. If the task is for students to run around the track, the student in the wheelchair must be given access to get around the track as well, or all the students go around the block instead because it has accessible sidewalks. It is not that difficult to employ.
@@user-dc1kq2qv6y That's equality, not equity. Equity is everyone has to walk the same speed as the wheelchair and get to the finish at the same time.
@@user-dc1kq2qv6y so you’re comparing women and minorities to handicapped people? Oh dear
What I have learned is that I am a micro aggressor with implicit biases and am prone to say something "harmful" to the psychological safety of my oppressed coworkers. Because of DEI training, I know simply avoid everyone who I may offend.
I have had microaggressions since I was a child apparently.
Must be tough to work with people that don't know the job because they were hired for being black 😂
Those most sensitive to "microagressions" are now calling for the gassing of Jews and want "freedom of speech.."
@@BigHunt206 what makes you think thats why they were hired?
maybe don't be a douche...
19:50 There are many reasons to not like changes which have nothing to do with so called privilege.
Great job, I have an interview and this is exactly what I need to learn before the interview
Galf you found it useful!
So I agree, but you are forgetting about a very large focus group - age discrimination! Young people are being discriminated against every day. They are paid significantly less than their older coworkers for the same work. I feel older workers are likewise discriminated against in many workplaces.
Earn it with seniority, sonny.
@@knockknockbusted Why? You didn't. You got a degree, paid in full working part time at McDonald's, and walked onto a job with a handshake that could buy you a house and take care of your housewife the first couple years you entered the market. You valued work, because they paid you enough to have a place to live, enough to eat, and enough to maybe cover a small emergency. You ignore inflation. You ignore wage stagnation. You ignore the illegal immigration flood of unskilled labor lowering wages even further. You ignore that "starter homes" don't exist because your generation bought them all up and either rent them out or sold them to blackrock.
I say you ignore, not that you don't understand, because you do. You won't admit it because you're a narcissist who cannot admit your generation had it easy, and you still sold out later generations by outsourcing work for even more profit, and your pride won't let you.
Every generation before and after the baby boomers knows they are the most spoiled, entitled, greedy generation to ever exist. Their parents handed them the best economy in the world, and they still decided to steal their children's future because you wanted MORE MORE MORE GIMME IT'S MINE!
Parasites.
I trust that before you made this claim, you took into account a few things:
1. The number of raises an ‘older’ employee would have earned before the younger employee even walked through the door.
2. Because younger employees are cheaper - doing the same work, as you point out - they’re far less likely to be laid off.
3. That someone with years of experience is likely to - although not certain - to be better at the job, depending on what it is.
If you’re making the case that there are older people just taking up space, cresting on reputation, and creating what’s more or less a sunk cost for the company while the younger, hungrier employee is bustin’ it every day - then I’m right with you. I see it happen A LOT and it destroys morale.
The correct view of this must take ability, job description, hierarchical stratification, reasonable expectation, and consistency into account with time as a coefficient. Whatever conclusion you shake out in the wash from there, I’d accept as valid, even if it’s a drastically different one from mine. If you’ve avoided shortcutting the evaluation process and at least attempted some comprehensive reconciliation of these and other elements, no one could ask any more from you. But cherry picking isn’t going to cut it in any serious discussion on the matter.
@@heythomasj Here, I've briefly articulated a couple of important points that clearly is not meant for any simple mind to capture.
If everyone spoke different languages that would make it far more diverse and inclusive. would it not?
Yep. If they all had different national loyalties too. Why stop there? Make sure nobody has anything in common with anyone else, that way they'll never band together against management
Question: what's the end game for the millions of dollars and hours of time that are being expended on DEI initiatives in schools and workplaces? Is there a point at which we break through the ribbon, ring the bell, declare victory, and just say enough? Asking for a friend.
The end game of investing millions of dollars in DEI initiatives in schools and workplaces is to foster intercultural harmony and ensure that we possess the insights, knowledge, skills, and ability to engage critically in culturally responsive ways. The ultimate goal for us as individuals is to adapt in meaningful and open ways, empathizing and collaborating with individuals who perceive and navigate the world differently in order to cultivate flourishing and thriving relationships, workplaces, environments, communities, etc. Through these initiatives we can aspire to reach a point where we all possess the capability to shift our perspectives and adjust our behavior to fit different contexts and situations. The journey of being interculturally malleable is lifelong because learning and being part of a diverse community in all forms including thought is an ongoing ever evolving process.
The endgame is to make sure everyone keeps paying these people psychotic amounts of money to come tell you why white men are bad. They'll argue it's not just that, but let me know when they see an all black, or all female, or all brown group and say "This isn't diverse enough."
It only goes one way.
I listened for about the first half and here is some feedback: She uses "you know" quite a bit, which is a reference to shared knowledge of the host. This knowledge, however, may just be shared assumptions that they both have. Also, she doesn't site any real examples. Lastly, she doesn't site any data to show how this has helped anyone. My conclusion is that this is conjecture, which is just conclusions based on inconclusive information. Thoughts?
"White men are the problem, but we can't just say that"
So, we want to see people like ourselves you say….
Love this! This is definitely more than just a tick box exercise, a lot organisations really need to do more when it comes to creating a ‘safe’ and inclusive environment.
If you want “safe” don’t leave your house. People that require “safe” work space environments can’t handle dealing with people and complain to hr every day. These “safe” environment people use it to control what others say so I say let’s have an offensive environment and get people to toughen up alittle. These new generations are pathetic. Also diversity, equity and inclusion is just another way of saying don’t hire the straight white male so it’s racist.
Safe for who? Can a white man report "microaggressions"? If people are telling a white man that he can't experience hardship based on skin color when he's about to be let go when they downsize, based on skin color, will he be listened to in good faith? Or will you just assign what you believe the white guy believes and feels to him, ignoring what he actually says and assuming it's bad faith?
Boomer white guys are in the executive class. They're not going anywhere, because they're part of the 1% of rich families who make up that little club, and we're not invited. This is solely to favor hiring any other group besides white men, and for listening to any voice but white men. Not racists, rich people, poor people, not Christians or atheists, just white men as a monolith like they're all the same, and all the problem.
Great video, but the guest speaker talks so fast that I could hardly follow.
You are never going to have DEI without sacrifice!. Everyone wants to walk ladder rather than climbing the ladder. You will never be recognized without true dedication. I can always tell someone whom wants a badder than the next. Know your weaknesses and your strengths. That all in itself is rewarding. But, I will never give an employee there just due without sacrifice on all levels.
this feels repetitive and long-winded
This video is incredibly full of wise, thoughtful and detailed advice. The series uses advanced concepts that may be a challenge for those that are not used to the DE&I lingo. Nonetheless this series is worth watchign over and over and over until you really hear the breadth of her message.
Diversity inclusion encompasses more than just race, gender, and culture; it includes age, which is promindent in the presence of gen z. Millennials and seniors in the workplace began new careers.
But thought democrats said we need younger presidents. 😂
That was exhausting. She barely took a breath.
Goodness programs
Amazing. So informative. Thank you
Thank you for watching. Glad you found it useful!
This is such an informative video. Thank you
Diversity Exclusion Inequity.
We’ve had an increase in turnover at 77% since they implemented DEI. 😂
we have also seen an increase in churn of staff, plus to make matters worse we are only allowed to hire women and people of color.
How about doing your job the best you can instead of worrying about the composition of the workforce? Equity is only achieved in a Communist society. This need for D.I.E. shows you believe certain people won't be hired on talent alone. I'm sick of this nonsense.
Agreed.
Loved this video! She spoke a little fast but there's a lot to be said about diversity! Anybody making derogatory comments under this video is the problem and its so heartless. Its shameful. It's like yal have no soul. God was clear. The more you covet, you'll lose what little you're holding onto. Trust God he'll give you more once he sees you give more to others. It's all about the heart posture. Just know, God knows the intention behind every comment and will reward accordingly.
T
Forced dei is so pathetic.
Why aren't there many black or women airline pilots?
Because the profession is too difficult for them. That's why.
No DEI program will fix that.
Oh they started forcing them to be hired. More plane disasters coming soon.
Does all this DEI extend to Centre right political views and speech? Answer Hell NO
"sometimes it can be difficult to feel connected to your workplace and have that affinity to your company if when you look around you don't see anybody that looks like you".
What is the origin of this horrendous idea?
Holy cow. Maybe YOU feel this way just because you took a series of politically-motivated college courses and shouldn't jump to the conclusion that EVERYONE feels this way.
You’d be surprised to know how many people from the minority group feel this way.
But your comment doesn’t really surprise me. How can you possibly understand this?
@@AgatheMTheTerrific Right. An ability to understanding something depends on skin tone.
this ideology is so inconsistent, false, and racist. But go ahead and try to engineer your ideal environment by making sure it "looks right" by implementing racial quotas. LOL.
the "social justice" ecosystem of ideas is pure anti-Liberal foolishness. INCLUSIVITY THROUGH EXCLUSION, baby.
@@AgatheMTheTerrific He's right. It doesn't matter how many of them "feel this way." Employers are not obligated to flood their organization with people of a particular race just so one person can feel better.
@@AgatheMTheTerrific Because I have empathy. You are a leftist, thus you probably do not have much empathy. This is proven in a couple well-run sociological studies. cf J. Haidt of UVA / NYU.
Empathy notwithstanding, I've found it most efficient to have a pretty homogenous workplace. Asians & whites, all male. I explain the circumstances & rationale under the OP's comment. You probably will not enjoy the read, but it certainly works well for my firm. I am under zero obligation to run my firm except as I see fit.
I used to have fiduciary duty to investors, but they're paid off now. They are/were intelligent enough people to understand the efficient way I run things.
Are you?
@@AgatheMTheTerrific Stop hiding behind skin color and gender identity, it makes people look like idiots.
How have you promoted Diversity, Equity and Inclusion in the workplace? Strategies, tips, and challenges you found?
Timestamp of our discussion:
0:00 - Intro
0:46 - What are the benefits of Diversity, Equity and Inclusion in the workplace
6:20 - What's leaderships role in promoting diversity, equity and inclusion in the workplace?
8:58 - Strategies to promote and address DE&I in the workplace
14:12 - How do you build a DE&I culture in workplaces that haven't had it?
18:27 - Challenges of bringing DE&I in to the workplace?
I have not. *I prefer my company run efficiently based upon merit.* I have found, in fact, that it's best to have a more homogenous workplace. In our case, this means no women, no blacks. It's difficult to find good black & female engineers. I end up training them only to have them headhunted away by companies large & unwise enough to have quotas.
I mishired a female once, & it was a serious pain getting rid of her. Learned a lot from that. Painfully. Too bad, but I live in the real world.
After I stopped trying to recruit female & black engineers we were "stuck" with the usual mix of male whites & male east/west Asians & one female office manager. Good OM, but she left to take better care of her kids. At this point I found that the office got much more calm. There was some drama/crushes & white-knighting, that sort of thing. I hired a guy to do the job. He's not quite as good, but overall things are running very well & my guys are pretty happy.
They ought to be. I pay a great salary with pretty good benefits. I'm going to sell the company & retire soon. The new guy wants me to consult on hiring though.
I doubt he'll be in need of your "services" either. Why pay to make your business worse? Better to stay small & under the radar, avoid capital infusions with strings attached, then maximize yield/employee. Your grift is like a stomach ache... might be just a pain... or it might be the first sign of cancer.
Diversity = Racism
Inclusion = More Racism
Equity = Communism
No thanks.
Like it or not, DEI is divisive, which is why it’s going away. It’s too polarizing, political, or whatever else.
😂😂😂
Marxist discussing
Bullshit!
DEI has mostly taken black people's pain and help other groups. No different than the POC group take black people's pain for their own selfish benefits.
This is Toxic
You want to destroy your workforce, start calling people out for their “micro aggressions”.
BOOOOOOO!!!