{ "media_type": "text", "post_content": "Are Inclusion & Diversity Initiatives Effective? What tactics actually create a more inclusive workforce?", "post_id": "5ed017ac8dc7ef0020dbf9d7", "reply_count": 27, "vote_count": 5, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Are Inclusion & Diversity Initiatives Effective? What tactics actually create a more inclusive workforce?

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To determine effectiveness, you must first define the measure of success. For example, my company has been doing a great job at looking at how they can do better in bringing in more diverse candidates. But until you reach a critical mass and foster development and cultural changes within the firm, we will continue to see near zero representation at higher levels. Pretty useless imo if people are just quitting after while, right?

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99% of diversity comes from HR and Admin, because most of HR /Admin consists of: 1) women, 2) women of color, 3) women over 40.

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We need more allies to champion these initiatives. Issues that the minority community face will not be heard unless a member/members from the majority vocalizes these issues and emphasizes how severe they are to the majority and people in power. That is why we need to break the silence from the majority. This goes across class, race, sex/gender, etc.

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They are effective only if non-minorites actively say the same message vs just minority groups agreeing with each other in an echo chamber.

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In my opinion it’s a PR stunt of corporations. You and I know only people with popular opinions can be themselves at work. Inclusion and diversity becomes exclusive if you slightly deviate from the orthodoxy set forth by our employers.

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I’m glad you had a positive experience. That’s very important.

PM me!

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Very simply, it comes down to pipeline (people who are interested and qualified, show up) and sponsorship (people from the top willing to coach and pull people up).

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They can be effective, but too often aren't looked at critically to figure out what's actually needed and effective and instead falls to things that sound good but are too surface level

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Yup. Or they're just not connected. So each initiative appears to hit it's goal but as a whole they fail miserable to achieve anything.

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Not really, they always seem to end up siloed for the populations they serve. I think part of it is that it’s hard for an “outsider” to feel a sense of belonging in a group focused on a shared experience that they lack. For example, I lead a veterans initiative at my firm. Our initiative leaders are veterans and military spouses, and we serve veterans and military spouses. Events are open to all, but there’s maybe one event a year that non-vets attend (placing flags at the local National Cemetery).

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What’s wrong with hiring based on talent? Disregard gender, race and anything else that categorizes people. Talent is designed to bring value to an organization.

I wish you the best of luck. No one is playing victim it’s a fact. Even when starting a business POC have a harder time securing loans across the board. Also what handout? People use their outside family & social connections to secure roles all of the time. In my starting class alone 5+ people landed their first role from social connections unrelated to acn. I’m just asking for an equitable playing field.

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Challenge #2 Welcome to the Playlist thread! Here you will create a Playlist of your favs and share it with us all. You can use Spotify and share the link or screenshot an Apple music playlist. If you don't have those, get creative! To start, I created a fun list in Spotify. This is what I plan to use when I get my walk on! Can't wait to see yours! This challenge is worth 2 points and must be posted by Saturday 9 pm.

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