DesignIDEATE
DesignIDEATE with Whitney Mestelle
"Despite seven large orgs recently losing their Black women HR/DEI leaders, there are many who can lead DEI and shifting culture. But, the work is not the kind of work that people may want to do - it is deep, it is significant, it is seeing actual change from the top down. The biggest challenge that orgs are facing is themselves. Change happens beginning with the ability to see potential, invest in people and set aside funding to support people.”
-Whitney Mestelle, iMentor
Diversity Gains
With shifting population demographics, organizations adhering to a unified strategy have embraced diversity across all hierarchical levels. However, a confluence of events, including the Black Lives Matter protests alongside the transition to remote work amid the pandemic, has provided a contrasting narrative. While diversity and inclusion (D&I) initiatives are not novel in the workplace, the intensified scrutiny on systemic racism has compelled many businesses to contemplate enhancements. Yet, as enterprises strive to bolster the efficacy of their D&I endeavors, they're discovering that mere policy updates fall short of addressing the underlying issues.
Amidst this backdrop, human resources (HR) leadership roles have undergone a transformation, with HR leaders ascending to the Chief Human Resources Officer (CHRO) position while diversity officers find themselves marginalized. Although recruitment efforts have proven successful, there is a noticeable disparity in advancement opportunities, regardless of employees' backgrounds. Notably, Black and Latinx employees, in particular, face hurdles in advancing at the same rate as their white counterparts.
Boston Consulting Group's examination of the industry in 2020 highlighted two fundamental issues: a deficient sense of belonging and challenges in navigating professional environments. These circumstances are particularly daunting for individuals from underrepresented racial and ethnic groups, underscoring the imperative for systemic interventions.
#JSDAInc #iMentor #DEI #diversity #equity #inclusion #shift #futureofwork #humancentric #hybridwork #remotework #hybridworkspace #culture #futureworkspace #pronouns #gender #genderfluid #genderfluidityindesign #energizeworkspace #lifeworkbalance #thinkdifferently #DesignIdeate #JSDADesign #JSDAPodcast
Not yet a member of DesignIDEATE? JOIN US! Write to rnudo@jsda.com and share your contact info ... and find us on LinkedIn/Janice Stevenor Dale. www.JSDA.com
"Despite seven large orgs recently losing their Black women HR/DEI leaders, there are many who can lead DEI and shifting culture. But, the work is not the kind of work that people may want to do - it is deep, it is significant, it is seeing actual change from the top down. The biggest challenge that orgs are facing is themselves. Change happens beginning with the ability to see potential, invest in people and set aside funding to support people.”
-Whitney Mestelle, iMentor
Diversity Gains
With shifting population demographics, organizations adhering to a unified strategy have embraced diversity across all hierarchical levels. However, a confluence of events, including the Black Lives Matter protests alongside the transition to remote work amid the pandemic, has provided a contrasting narrative. While diversity and inclusion (D&I) initiatives are not novel in the workplace, the intensified scrutiny on systemic racism has compelled many businesses to contemplate enhancements. Yet, as enterprises strive to bolster the efficacy of their D&I endeavors, they're discovering that mere policy updates fall short of addressing the underlying issues.
Amidst this backdrop, human resources (HR) leadership roles have undergone a transformation, with HR leaders ascending to the Chief Human Resources Officer (CHRO) position while diversity officers find themselves marginalized. Although recruitment efforts have proven successful, there is a noticeable disparity in advancement opportunities, regardless of employees' backgrounds. Notably, Black and Latinx employees, in particular, face hurdles in advancing at the same rate as their white counterparts.
Boston Consulting Group's examination of the industry in 2020 highlighted two fundamental issues: a deficient sense of belonging and challenges in navigating professional environments. These circumstances are particularly daunting for individuals from underrepresented racial and ethnic groups, underscoring the imperative for systemic interventions.
#JSDAInc #iMentor #DEI #diversity #equity #inclusion #shift #futureofwork #humancentric #hybridwork #remotework #hybridworkspace #culture #futureworkspace #pronouns #gender #genderfluid #genderfluidityindesign #energizeworkspace #lifeworkbalance #thinkdifferently #DesignIdeate #JSDADesign #JSDAPodcast
Not yet a member of DesignIDEATE? JOIN US! Write to rnudo@jsda.com and share your contact info ... and find us on LinkedIn/Janice Stevenor Dale. www.JSDA.com