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Black women made the career switch from corporate America to entrepreneurship during Covid-19. While it appears entrepreneurship was deemed a necessity, Black women were the largest group of new business owners closely followed by Latina women. These businesses have high growth potential but why is access to finding still a barrier?
Share your thoughts on why.
https://amp.theguardian.com/business/2022/feb/12/black-women-say-goodbye-to-the-job-and-hello-to-their-own-businesses
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It’s incredibly overwhelming right now for sure. However, I would connect with leadership on limited band with, but also look to invite staff to join in on the DEI efforts. Staff are likely needing a safe space conversation at the minimum to ensure they have a moment to not pretend things are fine. HR and people ops need to find a way a prioritize DEI..even if that means other priorities have to shit—leadership need to make that call and help you solve the bandwidth issue.
If now isn't the right time, when is? Your Black employees don't have the luxury of choosing when or when not to be impacted by systemic racism.
Some better questions to ask: What is our organization willing to invest in order to ensure our DEI efforts are meaningful and what are you (leaders) willing to deprioritize to make sure this is made a priority?
If you are not educated or experienced when it comes to implementing DEI programs, I highly recommend engaging with an agency with expertise in this area.
I'd also encourage you to read this: https://time.com/5849163/why-describing-george-floyd-protests-as-riots-is-loaded/
I’d agree with both comments but also say It might make sense that you begin the process now but would begin an ERG and recruit a senior leader to sponsor the group (most important) then send a general email to employees to recruit help with the initiative. You don’t have to have a budget but no budget also speaks to how committed your leadership may be. I know you do need lots of hands to get going. Keep positive and find passionate people to help. Good luck!
We have had a lot of luck creating a "steering committee" of interested people from different levels and business units (ops, HR, sales, etc.). Leadership sent an email company-wide to see who was interested in being part of it. We ended up with people who are passionate about DI from unexpected places.
We do a biweekly meeting and spread the work. We're all working at increased speed with reduced capacity so it would be super easy to get trapped under it. It's still early, and we're still learning, but we've been able to have success so far.
We also have great support from our senior leadership, so your mileage may vary.