I swear that some of the leaders in my org sign up for DEI initiatives just to have something about DEI on their resume 🤨
When it's actually time to do the hard work, they're nowhere to be found 😶‍🌫️

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I believe it! I love it when they never have the time to do what they signed up for but they are always first in line for recognition.

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It's the worst!! What's the point? It shows they must be used to doing the same in other areas, too.

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Yeah, that's usually how it goes. Everybody wants credit, but no one wants to do the work.

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It's really hard knowing it's a tickbox exercise for many rather than a genuine commitment to allship

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YES. So discouraging 😮‍💨

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There was a woman working in HR at my company who was not acting very appropriately herself. Now she moved on to another company and added Diversity, Equality and Inclusion - to her title. Only it should be Equity.

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My place say they value it but there is no actual system in place to make sure diverse attorneys are getting enough assignments to meet their billable requirements.

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These leaders are like the person who goes to the gym to take selfies but never actually works out. They're just there for the appearance of it lol.

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That's terrible. I think the other leaders that are actually doing something should call them out. I would.

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That’s one of the main factors why bias enters the workplace.

It’s a constant scenario I keep hearing about. When organizations have professionals in those roles that are required to have certifications things will begin to change. Not the yearly check list that is required but actual educational paths that are created and required.

Appearing to do the right thing and doing the right thing are two complete realities.

The problem lies in many knowing how to play the “game” and only doing what’s needed in front of an audience. Things are changing but the problem lies in needing stakeholder buy in.

DEI efforts are meant for bringing everyone together but when that bias is allowed to join the conversation. It only makes it easier to change the narrative and only allow what’s favorable for individuals in those roles.

There are efforts in place that will start to change how the “game” will no longer be played. Staying in the middle and providing that bridge of transparency for both parties starts with one person.

Always be first if what you see occurring isn’t working, especially if you are in a PM role and you have some influence. Small changes can lead to momentum and that’s how positive and impactful change can occur.

Calling it out is the first step, ask yourself now how can I start contributing to fill in the gaps which are very apparent.

I love seeing ideas, people and organizations actually implementing small changes that start setting trends for the workforce.

I’ve helped create these type of groups in regard to ERG’s, educational paths and Lunch and Learns. It takes time but when you see what’s created and the community that has been built. It makes the frustrations more than worth it.

You know that now you’ll have many torches lit, to shed light with empathy, inclusion and positive change. Thanks for sharing your thoughts with us. DEI is not easily navigated and it takes constant relentless and professional efforts.

Cheers ☕️

smart

📠 📠📠

Employees are increasingly aware that segregating employees by race, gender, etc. is counterproductive. DEI consulting is a dying breed.

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