“In the last 15 years, less than 0.01% of print features and critical pieces were edited by a Black editor. More women were able to publish profiles in the magazine between 1925 and 1935 than between 1990 and 2000. And over the last 30 years, spanning 1990 to 2020, few to no reviews of cinema, fine arts or classical music were published by either women or writers of color…. written [on Twitter] by a New Yorker insider: Erin Overbey, the magazine’s own archive editor.”
Is DEI strategy embedded within your company’s DNA?
motions” with DE&I procedures – in most cases, resorting to traditional corporate training or programming tactics – can contribute to more division than unity”
We can learn from past mistakes of companies like Coca-Cola, where a consistent focus on representation metrics distracted from evaluating the strategies actually driving workforce diversity trends.
Often, Executives think of DEI as the problem or set of projects vs. a goal or end result; leading to a disconnect in the type of power arrangement the DEI Leader needs to have.