Going deeper with diversity and inclusion

Capital One demonstrates multiple ways we can engage diverse talent, both before they arrive in our doors and then throughout their time with the organization.

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Takeaways
– More than one in three Black employees intend to leave their current jobs because of prejudice and microaggressions at work
-“83% of Gen Z candidates strongly consider a company’s commitment to diversity and inclusion when choosing a workplace”
– New awareness of “layered identities”, a concept known as intersectionality, factor into their people’s experiences at work. For instance, a company might be working toward greater inclusion for women but neglecting “the specific needs of Black women or Black lesbian women.”

ideascape View: Capital One demonstrates multiple ways we can engage diverse talent, both before they arrive in our doors and then throughout their time with the organization.

What’s most interesting about this article, though, is the discussion on “layered identities.” The conversation that people think beyond single layers of themselves (e.g., race + gender + sexual orientation) and now the question for organizations – are you prepared to handle this? The current set of silos (specific to one race, gender, veteran status) set up in most DEI functions is outdated. Tomorrow’s organization requires a much different approach and we’ve got some ideas. Contact Jonathan Dyke to schedule a call.

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Know Before You Go: DEI Scorecards

Know Before You Go: DEI Scorecards

Scorecards are great for measuring progress towards achieving Diversity, Equity, and Inclusion (DEI) goals. The intentions and specifics behind DEI scorecards can vary from organization

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