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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 think that it completely depends on leadership. Mid-sized companies would have more accountability and not be too large for problems to slip through the cracks. But, no matter the size, it depends on how seriously a company takes DEI and how well the leaders model it.
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^ executive sponsorship is critical at every size. I think highly resourced large companies are best at being visible on DEI, even if they’re not the best at DEI
This is a good question. I personally thought all those segments put in an effort for DEI in the wake of George Floyd’s death. They all championed it with large companies having the most resources for a programmatic approach.
Fast forward to the rejection of affirmative action at the academic level and we’re starting to see companies across the board slow down their DEI initiatives for fear of running counter to discrimination laws. It hasn’t been a full dismantling of course but the mood is unfortunately shifting on alot of the great momentum we had just 2 yrs ago. America never ceases to surprise me.
I don’t get it - how is a violent crime comparable to employment discrimination? There are resources immediately in place to investigate a violet crime (police, etc.). There are way less anytime someone is denied a job. It’s a sad situation for that man and his family but I don’t see why you posted it.
Big corporations are held to a higher standard as far as ethics is concerned. Startups have the worst track record because people operations tend to be experimental.
My two cents:
Startups are great for mavericks and pioneers who don’t like to play by social/bureaucratic rules — and consequently worst for DEI. They are often in survival mode and not thinking about deploying equitable systems and operating rules because they just need hands on deck to get work done, often wearing multiple hats.
Medium sized firms are more interested in fairness and equity, but not necessarily great for diversity. Some are good places to gain experience, with HR supports and intentional work environments concerned about attraction, retention of young staff and marketplace propriety.
I don’t have experience with the largest firms, but I wonder if they are great at change. They have evolved systems over a long time horizon and growth/contraction, but they may be better at talking the talk of DEI than walking the walk.
No matter what size, it depends on leadership and how much DEI is incorporated and embraced in the company culture. And I’m not referencing just talk and policies, but through giving opportunities, taking action in every day operations.
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