“About 35% of companies have added or expanded their support for ERGs since the start of 2020, according to a 2021 study by McKinsey & Co. and LeanIn.org of 423 organizations employing 12 million people.”
“Companies’ top diversity executives too often lack the power or resources to effect real change.”
“Lack of diversity has been a longstanding shortcoming in health research. That lack has not only failed underrepresented groups in the past but also threatens the progress of medical science and the healthcare industry in the future.”
“Tokenism is a recipe for failure.”
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At the same time, the financial dedication to philanthropy and external partnerships is backed up by a much smaller commitment to internal change. Is this skipping a step?
“As you think about the goods, products, or services you deliver, question how it’s received or used by people of different genders, races, abilities, and orientations – don’t be afraid to challenge the status quo.”
“[Disability] is predominantly framed as a biomedical issue or a technical one in terms of legal compliance. That framing forecloses any other discussion or experience or identity or social power.”
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.
When one starts to investigate the wide scope and highly complex nature of a DEI strategy or plan, project and change management become critical skillsets of the individual or team that owns it.