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“Reflecting on and adopting the use of micro-affirmations would be a positive strategy to prevent microaggressions. Micro-affirmations are small acts that foster inclusion, listening, comfort and support for people who may feel isolated or invisible in their environment. Focus on action, not avoidance – create new good behaviours.”
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Hey guy, I have this book out. Wondering if you could help me spread the word. It teaches you how to write KPI’s for an IDB perspective. I am in the market to switch career back to my original so I am open to assist especially non-profits address their data issues. Anyway guys if interested send me a DM. https://www.amazon.com/Key-Performance-Indicator-Development-Guide/dp/B0B5K9W5JC
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I've been working in D&I for 5 years and I still wonder that. I think this industry is so situational success wise. Really depends on where you work and what they stand for.
It works if you get every single one from leadership buy in. Not just diversity training but DEI efforts as a whole. Depending on the organization and where you are in your DEI journey, it may take a couple years to get everyone's buy in. I'm still working on that myself but it has to be everyone, not just people with DEI in their job title or responsibilities.
My company hired a DEI consultant to come in and tell everyone that yt people should feel guilty and bad by default, and default to hiring minorities over skills. Not exaggerating.
Conversely, I got a good buddy hired last year. She’s a black lesbian female. She called me crying last week after attending a work event (never seen her cry before) because she was the only black person there and the only one intentionally not invited to dinner or drinks or anything.
Everything I’ve seen points to it being just a box to check, to cover them.
I think I see this as a reaction to the company trying to react to social equity goals internally. they may not have the right execution plan and role out to establish better diversity. they may benefit from finding an ESG Specialist to consult with them. you have an opportunity to be part of the solution using the experience of your friend.... both of you can be momentum for improvement. help your company learn and hold them accountable. no one deserves to be marginalized, in sorry that happened. Wishing you and your company well.
No 🥺 People in power are ok with the status quo.
It can work but is often just a box tick or PR thing.
It does work. It works in my company and the mandatory training that is given to all leaders have been very effective.
No, people are people. It’s just due diligence.
I don’t know if it works for several reason. 1- people are selfish and seem to push their “minority” above others, 2 - people may not agree on certain topics under the diverse umbrella so they reject the whole system. 3 - people work to make a paycheck- not always to feel like a part of a work “family” or feel like they can be their real selves.
If your asking about DEI training for your workforce including leaders…I would say not really. The folks who already support DEI will use the training to help them be even more mindful or thoughtful or may try and implement something new. The folks who already don’t see the value…still won’t see the value. I think you have to define what the objective is…what are trying to get out of training? Awareness? Compliance/Regulatory obligation? Well I think training can support those needs. However if the objective is behavior change then it would be a hard no.