Is anyone wondering what life will really be like for all the new Diversity, Equity, and Inclusion executives that many companies are hiring and bragging about now? I wonder how much power they will actually have to effect change. I wonder how long the trend will last.

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With new ESG requirements, I don’t think DEI is fading away soon.

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Too often these diversity executives are hired to impfove the statistics of leadership level divversity and nothing more, unfortunately. ESG is not the answer.

Good question but I think it will take a long time to change the culture to be more inclusive. I also wonder sometimes how people get selected for the leadership roles. So far I have seen (not snarky point) they are either White woman or Black (Male or female) who are taking these posts. I’m hopeful that we are going to turn the needle soon .

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Hi fishes, DM for referral.

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Additional Posts in The DE&I Depot

I recently changed my last name. When my husband and I got married over 20 years ago we talked about what legacy we would leave it children... Would it be in the form of a company, a brand, or what? We came up with a name that was the second half of my first meme combined with the second half of his first name. We didn't yet know how we were gonna use it... But we had named our legacy. Over the past couple years, as things like 23 and me have become more popular, we started...cont'd

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How did you all get into the DEI space professionally? I’m doing a lot of work internally at my firm and spent a lot of time in my masters program focusing on DEI and want to do DEI work full time. Looking for any guidance in making the transition from traditional consulting.

DE&I is now a core leadership competency. If you are managing diverse talent, it’s important to understand what the term “privilege” means within a DE&I context so you can lead your team to higher levels of inclusivity+develop optimal strategies for solutioning around team issues/challenges. Everyone has some aspect of privilege depending upon the context. Privilege means the absence of obstacles/barriers, not necessarily the presence of perks. Though some would say *that* itself is a perk.

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likesmart

Are you responsible for giving performance feedback? Avoid giving personality based feedback. Examples include telling an Asian person they are too quiet/shy or telling a Black person they are agressive/abrasive. DO NOT DO THIS. It clearly represents bias in Performance Management. Performance feedback should be tied to business outcomes with clear examples of what the person does well + how they can improve.

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Do you know what "BIPOC" means? What about "LGBTQ"? What about "mysogynoir"? As a leader, it's your job to know. Get thee to google, my friends! 🙂

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TRUE OR FALSE? In your workplace, raising concerns about unfair treatment, discrimination, or harassment tends to make things worse for the person raising a concern and put that person’s opportunities, role, reputation, and/or job at risk.

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You CAN be that leader that people want to work with. 1st, self assessment is required. Be honest: As a leader,have you engaged in/accepted Attribution Bias with a dash of gender &/or race bias? (See the pic) This is something we all need to be aware of as we lead our teams, provide performance feedback, & model the behaviors we'd like to see more of on our teams. Be on the lookout for Attribution Bias in yourself & on your team. It's a hindrance to creating a high-performing, inclusive culture.

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What would you advise in this case?

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Just got off the phone with a recruiter who asked me what year I graduated from my MBA program and college and effectively told me I was too old for the role. I do have the 1 year of experience they asked for in the job in question. It's just that I have all this other experience in things unrelated to the role or things I want to deemphasize in my next role. Is there anything I can do? I only list the last 8 years of experience (as it's most relevant) and don't have my graduation years listed.

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Hello fishes, Do you have suggestions on Diversity & Inclusion activities that can be done virtually with a group? I found few ideas in google but would love to hear about any experiences and suggestions.

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Venting a bit: Are you finding DEI groups at work overrun with allies. Is there also an increase in celebrating said allies? Is it just me?

Most of the groups I'm in (esp. event teams) are being taken over by allies wanting to do what they think should be done to 'celebrate' whatever topic the month is, usually speaking over marginalized coworkers and rarely consulting with them. It seems like the only time this doesn't happen is for gay (usually yt) men or BHM. I'm just feeling so...minimized.

This is a safe, judgement-free,anonymous forum for seniors, leads, managers, partners, & principals to ask questions & get support around workplace situations which may have a DE&I component. This is also a place where leaders can learn more about DE&I without fear of asking “the wrong” question or saying something which will get them labeled as a “racist” “ignorant” or “insensitive” in the workplace. If you are providing answers/info, be informative & kind to everyone who posts questions here.

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What are some racial/gender/age based micro aggressions you’ve experienced in the workplace?

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When you encounter an unfamiliar name, do you laugh or say it's hard to pronounce? Here's what you can do instead.

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Deloitte is reaching out to Black people who left the firm to assess their experiences while they worked at Deloitte in order to improve the talent experience for Black Deloitters now and in the future. Is this a good step? What do you think will come of this? Deloitte

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