Afleveringen
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In this episode, Jamey focuses on navigating religious diversity in the workplace by highlighting the integral role that religious beliefs and practices play in many people's lives and how these elements are naturally brought into work environments. The episode also discusses the challenges organizations face, from dress codes conflicting with religious attire to dietary requirements during work events. Jamey talks about the importance of creating inclusive and respectful workspaces that accommodate religious practices, such as prayer times and religious holidays, while also considering legal implications under Title VII of the Civil Rights Act of 1964, which mandates accommodations for religious practices.
Throughout the episode, Jamey outlines best practices for organizations integrating religious inclusivity. This includes avoiding assumptions about employees' needs, developing anti-bias policies, and implementing inclusive practices such as providing quiet spaces for prayer. Jamey also stresses the value of training programs that educate employees about various religious beliefs without placing the burden of representation on employees of specific faiths. By fostering an environment of respect and inclusion, organizations can help ensure all employees feel valued, leading to greater buy-in and engagement from staff, especially those from minority religious backgrounds.
Key Topics Discussed:
Importance of religion in the workplaceCommon challenges with religious practices at workLegal considerations under Title VII of the Civil Rights Act of 1964Best practices for fostering religious inclusivityImpact of religion on decision-making and biasCreating accommodating environments for religious observance
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In this episode, Michelle covers the recent updates by the Equal Employment Opportunity Commission (EEOC) concerning harassment and discrimination in the workplace. After noting an increase in allegations over the past five years, the EEOC has consolidated its guidelines to clearly define what constitutes harassment based on various facets, such as race, color, religion, sex, national origin, age, disability, or genetic information. The episode provides a detailed breakdown of each category, explaining what behaviors and characteristics could potentially lead to harassment or discrimination claims. Michelle emphasizes the importance of these guidelines being an integral part of HR compliance policies and recommends regular reviews to ensure a safe and inclusive work environment.
The episode also covers the complexity and nuance of the guidelines, praising the EEOC for including over 70 examples to help organizations better understand and apply them. Michelle encourages listeners to stay informed about the latest updates and incorporate them into training and policy revisions to foster an equitable workplace. She also directs listeners to the EEOC website for further information and resources.
Key Topics Discussed:
Overview of the EEOC and its roleRecent updates to EEOC harassment and discrimination guidelinesDetailed explanation of harassment categories – race, color, national origin, religion, sex, age, disability, and genetic informationImportance of integrating these guidelines into HR compliance policiesThe value of regular review and education on DEI issuesAvailability of resources and examples to clarify guidelines
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Zijn er afleveringen die ontbreken?
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In this episode, the conversation centers around the recent executive orders under the new administration that are related to diversity, equity, and inclusion (DEI) in the workplace, and their impact on organizations. Michelle provides an overview of who is affected by these orders, focusing on federal agencies, contractors, and organizations receiving federal funding. She emphasizes the importance for leaders to stay informed, consulting employment attorneys to understand the implications for their specific organizations. Michelle highlights key takeaways, and how companies can begin to navigate these new orders.
The episode also covers additional mandates specific to federal agencies and contractors, notably around gender recognition and intimate spaces. Michelle provides guidance on how organizations can navigate these challenges while upholding DEI commitments. She encourages organizations to consult legal counsel to assess risks and develop strategies.
If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/
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In this episode of DEI Minute, host Jamey Applegate, senior director of DEI at Equity at Work, delves into the significance of supporting transgender individuals in the workplace. The episode begins by establishing foundational definitions related to gender identity, gender expression, and the gender transition process. Applegate underscores the importance of understanding these terms to foster a supportive environment where everyone can truly be themselves and thrive professionally. Acknowledging the political and controversial nature of the topic, Applegate emphasizes the core aim of ensuring success and authenticity for all employees.
Providing practical guidance, Applegate outlines five ways to support transgender individuals in professional settings. These include using correct names and pronouns, being an active ally, maintaining professionalism by avoiding invasive questions, advocating for inclusive policies, and engaging in ongoing professional development. The episode concludes by reinforcing the necessity of creating inclusive workplaces and offering assistance in implementing these practices. The discussion is aimed at both leaders looking to initiate or sustain DEI efforts and any individual committed to fostering equality and respect in their organization.
Key Topics Discussed:
Definitions of gender identity, gender expression, and gender transitionImportance of using correct names and pronounsThe role of an ally in supporting transgender coworkersProfessionalism in respecting privacy and avoiding invasive questionsAdvocacy for inclusive policies and practices within organizationsThe value of professional development in understanding and supporting the transgender community
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In this episode, Michelle continues discussing the top 15 myths about Diversity, Equity, and Inclusion (DEI), focusing on the last seven. Michelle begins by addressing the misconception that small companies can't implement DEI initiatives. She emphasizes that regardless of size, companies can engage in cultural observances, re-evaluate inclusive policies, and establish external partnerships to enhance diversity efforts. She clarifies that DEI does not pertain to politics; rather, it focuses on putting people first and fostering an inclusive environment.
She also dismisses the notion that merely having diverse individuals on leadership teams signifies a job done in DEI, stressing the need for a continued and dynamic approach to leadership diversity. She reflects upon the political resistance DEI faces, reiterating its core principle of fairness. Moreover, she talks about the over-reliance on employee resource groups and DEI task forces, advocating for an integrated DEI strategy within the organization's DNA that includes leadership accountability. Michelle concludes by encouraging organizations to persist in their DEI efforts, recognizing both challenges and opportunities for growth.
Key Topics Discussed:
DEI Initiatives in Small CompaniesDEI and Political PerceptionsLeadership Diversity Beyond TokenismPolitical Attacks on DEIRole and Limitations of Employee Resource Groups (ERGs)Addressing Industry Diversity NormsFunction and Integration of DEI Task Forces
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In this episode, Michelle dives into some of the biggest myths and misconceptions about Diversity, Equity, and Inclusion (DEI) in the workplace. This episode kicks off a two-part series. In the first part, Michelle debunks seven common myths that organizations often encounter. These include the misconceptions that merely recruiting differently will solve DEI issues, that changing review and promotion formulas will harm business, and that DEI initiatives conflict with meritocracy. She also addresses the fears that DEI compromises employee quality or negatively targets white men, the idea that DEI is about setting quotas, and the belief that focusing on DEI will disrupt employee productivity.
Michelle emphasizes the importance of internal organizational readiness and the need for bias-free processes in recruitment, reviews, and promotions. She highlights that DEI, when implemented correctly, supports a true meritocracy and fosters an inclusive work environment for everyone.
To connect with and learn more, visit: https://www.equity-at-work.com/
Key Topics Discussed:
The fallacy of thinking recruiting alone will solve DEI issues.The misconception that changing these will harm business.Clarifying that DEI supports, rather than conflicts with, meritocracy.Debunking the idea that DEI compromises the quality of employees.Addressing fears that DEI targets white men negatively.The misunderstanding that DEI is about setting quotas.Refuting the belief that DEI initiatives distract and reduce productivity.
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In this episode, Jamey talks about creating trauma-informed workplaces. He highlights the significant shift in organizational culture over recent years, emphasizing the need for companies to allow employees to bring their whole selves to work, including any trauma they've experienced. He outlines the urgency of developing a trauma-informed workplace as a key component of a prosperous, inclusive, and supportive work environment.
He also breaks down the steps to establish a trauma-informed workplace, starting with understanding trauma and its long-term impacts. He stresses the importance of empowering employees to be authentic and developing supportive policies and practices. He also discusses the need for training on behavioral expectations to mitigate trauma and prevent re-traumatization.
To connect with and learn more, visit: https://www.equity-at-work.com/
Key Topics Discussed:Introduction to Trauma-Informed WorkplacesShifts in Organizational CultureImpact of External Events on Workplace DynamicsUnderstanding Trauma and Its EffectsEmpowering Employees to Bring Their Whole Selves to WorkDeveloping Supportive Policies, Processes, and PracticesTraining on Behavioral Expectations and Trauma PreventionImportance of Intentionality in Trauma-Informed Initiatives
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In this episode, Michelle discusses the intricacies of how organizations can determine which social issues to weigh in on, especially given the highly charged nature of today's social environment. Michelle provides a detailed framework used to help organizations navigate this complex landscape. The framework includes key questions that companies should ask themselves to ensure that their responses align with their core values, business strategy, employee promise, and stakeholder interests. Additionally, Michelle emphasizes the importance of maintaining consistency between internal and external communications to avoid presenting a contradictory image to the world.
The episode serves as a practical guide for DEI leaders who often grapple with the dilemma of making public statements on various social justice issues. Using examples like the Israel-Palestine conflict and the outpouring of support following George Floyd's murder, Michelle illustrates the consequences of hastily made statements. By adhering to a structured approach, organizations can more effectively manage their responses, mitigate risks, and potentially drive meaningful change.
To connect with and learn more, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Introduction to Social Issue ResponsesImportance of Aligning Internal and External CommunicationsFramework for Deciding When to Weigh In on Social IssuesQuestions to Guide Decision-MakingImpact on Business and EmployeesAlignment with Strategy and ValuesConsistency with Employee PromisesInfluence on Customers and StakeholdersReputation ManagementPotential to Drive ChangeImportance of Internal Transparency and CommunicationsPractical Examples and Risk Mitigation
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In this episode, Jamey discusses the distinction between focusing on beliefs and behaviors within the context of DEI initiatives in the workplace. He talks about why DEI can be a polarizing topic, with some detractors questioning its value. Instead of getting bogged down by changing beliefs, Jamey argues for a focus on observable behaviors that can drive meaningful change. He outlines the various pitfalls of focusing on beliefs, such as inefficient use of time, allowing resistance to dictate the environment, centering the wrong aspect of workplace dynamics, and contradicting the inclusive goals of DEI.
Jamey emphasizes the practical benefits of focusing on behaviors, using pronoun usage as a real-world example to illustrate his points. He asserts that clear expectations for behaviors can integrate DEI into daily organizational operations, facilitating a more inclusive and effective work environment. By setting and maintaining these behavioral expectations, organizations can demonstrate the value of DEI initiatives and potentially influence resistant employees through the positive outcomes they witness firsthand.
Key Topics Discussed:
The Belief that DEI is Good for BusinessPitfalls of Focusing on Beliefs in the WorkplaceOperational Inefficiency of Changing BeliefsHow Belief-Focus Allows DEI Resistance to PersistCentering Actions Over BeliefsContradictions of Belief-Focus with DEI GoalsBenefits of Focusing on Behaviors Over BeliefsPractical Example: Pronoun Usage in the WorkplaceHow Behavioral Expectations Can Drive Effective DEI Integration
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In this episode, Michelle discusses the crucial topic of supplier diversity as an effective way to extend DEI principles beyond the internal workings of an organization and into the community. Michelle outlines six key areas to consider when developing a supplier diversity program: mission and principles, KPIs and spending, sourcing and onboarding, support and development, tier 2 suppliers, and governance. By focusing on these areas, organizations can better align their supplier diversity efforts with their overarching DEI goals, ensuring meaningful and measurable impact.
Michelle also highlights the importance of aligning with suppliers who share similar values and encourages tracking current spending patterns to set achievable goals. She also discusses the need to support and develop long-term relationships with diverse suppliers, potentially turning them into strategic partners. Resources and organizations like the Billion Dollar Roundtable, the National Minority Supplier Development Council, and numerous chambers of commerce are recommended for organizations seeking guidance on supplier diversity.
To learn more or connect with Michelle, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Introduction to Supplier DiversityDefinition of Diverse SuppliersImportance of Supplier DiversityKey Areas to Consider in Supplier Diversity StrategiesResources and Organizations for Supplier Diversity:Guidance on Implementing Supplier Diversity Initiatives
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In this episode, Jamey continues to talk about setting DEI goals using the SMART Plus framework. He discusses a real-world example of working with a large organization to implement unconscious bias training. By breaking down the goal into specific, measurable, achievable, relevant, and time-bound components, Jamey showcases how to develop and implement DEI initiatives successfully. He also emphasizes the importance of additional elements, such as accountability and DEI alignment, to ensure that goals are clearly defined and achievable within a set timeframe.
The discussion covers setting specific and measurable targets, ensuring achievable and relevant goals, and determining a realistic timeline. Jamey also elaborates on the importance of collecting qualitative and quantitative data to measure the impact of training and offers some actionable steps so you can start setting your own DEI goals.
To find out more, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Overview of the SMART Plus FrameworkReal-world Example: Unconscious Bias TrainingSpecific Goals and Activities RequiredMeasuring the Training's ImpactEnsuring Achievability and RelevanceSetting Time-bound ObjectivesAccountability through a RACI FrameworkDEI Alignment: Readiness, Capacity, and LeadershipWrap-up and Actionable Insights for Listeners
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In this episode, Jamey discusses the crucial topic of setting DEI goals within organizations. He first talks about the common misstep organizations make by jumping directly into DEI programs without evaluating their current standing or readiness, and without setting clear goals to track the success of these initiatives. The episode also talks about the importance of establishing DEI goals that align with other organizational objectives and are monitored and adjusted regularly to ensure effectiveness.
Jamey introduces the SMART Plus framework for setting DEI goals, explaining the traditional SMART criteria— Specific, Measurable, Achievable, Relevant, and Time-bound—and adding elements focused on accountability and DEI alignment. This additional focus includes assessing DEI readiness, capacity, and leadership alignment to ensure that the organization is fully prepared to meet its DEI objectives.
To find out more or connect with Jamey, visit: https://Equity-at-work.com
Key Topics Discussed:
Introduction to the importance of setting DEI goalsRisks of starting DEI programs without proper goal-settingAlignment of DEI goals with overall organizational objectivesOverview of the traditional SMART goal-setting frameworkIntroduction of the SMART Plus framework, including elements of accountability and DEI alignmentImportance of assessing DEI readiness, capacity, and leadership alignment
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In this episode, Michelle dives into the critical role of empathy within the framework of Diversity, Equity, and Inclusion (DEI). She highlights the shift from traditional workplace norms that once favored emotional detachment towards a more empathetic and emotionally intelligent approach. Michelle discusses how empathy serves as a fundamental pillar for creating a psychologically safe and inclusive work environment. By understanding and sharing the feelings, experiences, and perspectives of others, leaders can foster trust and a strong sense of belonging among employees.
Michelle also outlines the different types of empathy: behavioral, cognitive, and emotional, emphasizing how each can be effectively utilized in the workplace. She also discusses attributes that enhance empathy, such as authenticity, emotional resilience, curiosity, optimism, and flexibility. She also offers practical advice on channeling empathy into actionable allyship, reinforcing that embracing empathy is not just a soft skill but a strategic approach for driving meaningful DEI outcomes.
To find out more or connect with Michelle, visit: https://Equity-at-work.com
Key Topics Discussed:
Importance of empathy in DEIDefinition and elements of empathyDifference between empathy and sympathyTypes of empathy: behavioral, cognitive, and emotionalAttributes that enhance empathy: authenticity, resilience, curiosity, optimism, and flexibilityRole of empathy in building psychological safetyPractical steps to demonstrate and apply empathyConnection between empathy and allyshipEncouraging leaders to embrace empathy for DEI success
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In this episode, Jamey dives into the concept of DEI readiness, discussing how organizations often rush into implementing flashy DEI initiatives without a deeper, data-driven strategy, which can lead to superficial changes that don't address underlying issues. Jamey outlines the importance of assessing an organization's current state before rolling out DEI programs and introduces three critical steps for achieving DEI readiness.
These steps are:
Conducting a current state assessmentDefining DEI purpose and visionDeveloping a comprehensive DEI road map and strategyJamey also discusses best practices for evaluating an organization's foundational culture and DEI landscape, such as conducting organization-wide surveys and listening tours. The episode also covers the necessity of leadership alignment and capacity, underscoring the role of senior leaders in driving DEI success.
Emphasizing a strategic and intentional approach, Jamey advises that DEI efforts should start with an accurate assessment of the organization's current state and steadily build towards meaningful and sustainable progress.
For more information and to connect with Jamey, visit: https://www.equity-at-work.com/
Key Topics Discussed:
DEI readiness and its importancePitfalls of jumping into DEI initiatives without a strategyAssessing the current state of organizational culture and DEIBest practices for conducting surveys and listening toursLeadership's role in DEI alignment and capacityCreating DEI purpose and vision statementsDeveloping a DEI road map and strategyBalancing regulatory compliance with strategic DEI initiativesSteps for long-term sustainable DEI success
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In our previous episode, we discussed making a business case for DEI. In this episode, we cover some metrics and examples that you can apply to your own company.
Recognizing the intricacies in articulating the benefits of DEI initiatives, Michelle outlines actionable steps to illustrate the diverse and far-reaching impacts of inclusion on your organization’s bottom line. From evaluating internal metrics like engagement and turnover rates to tracking external community involvement and volunteering efforts, Michelle provides a comprehensive guide on how exactly to measure success and areas for improvement.
Michelle also discusses how to align DEI metrics with your organization’s values and goals, ensuring that initiatives are not just implemented, but are meaningfully integrated and sustained. Whether it’s through measuring Net Promoter Scores (NPS) or employee tenure, Michelle offers valuable insights and real-world examples that can help paint a clear picture for leadership and stakeholders.
For more information and to connect with Michelle, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Inclusion Metrics: Engagement, NPS, Tenure, and TurnoverTracking Leave of Absence and Career Progression Post-LeaveCommunity Engagement and Volunteering MetricsCreating a Balanced Scorecard for DEITailoring Metrics to Specific Organizational GoalsReal-World Examples of Successful DEI Implementation
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You know you need a solid DEI strategy within your company, but how do you justify the cost of adding or cultivating one?
In this episode, Michelle discusses the crucial task of building a business case for Diversity, Equity, and Inclusion (DEI) in the workplace. Recognizing the challenges that many organizations face in justifying and proving the value of DEI initiatives, Michelle outlines a structured approach to demonstrate the tangible benefits. She shares important metrics and examples, explaining how even small changes in gender diversity can significantly boost revenue and the performance of companies on various financial fronts.
Michelle also discusses specific measures for diversity and equity, both internally and externally. She offers advice about how organizations can track progress, such as monitoring representation, hiring, promotions, and compensation. Additionally, Michelle presents a visual quadrant framework to help organizations plot the desired impact level of their DEI initiatives.
For more information or to connect with Michelle, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Five Key Benefits of Investing in DEI WorkMetrics and KPIs for Measuring DEI ImpactEquity at Work’s Quadrant Framework for Measuring ImpactDiversity: Internal and External MeasuresEquity: Internal and External MeasuresPreparation for the Next Episode on Inclusion
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In this episode, Jamey dives in to the critical topic of ownership of Diversity, Equity, and Inclusion (DEI) within an organization. Jamey talks about how everyone in the organization should feel a sense of ownership and engagement in DEI efforts, creating a collective and inclusive environment. Jamey provides a comprehensive overview of the different roles and responsibilities essential for successful DEI implementation, focusing particularly on the DEI leader, senior leadership, human resources, and compliance functions.
Jamey also stresses the importance of having a dedicated DEI leader who is part of the senior leadership team, enabling them to influence organizational change effectively. The discussion also covers how senior leaders can reinforce DEI by prioritizing it alongside other business metrics and actively participating in DEI activities. While HR and compliance are often associated with DEI, Jamey argues that DEI should be a standalone function to highlight its importance and cross-functional nature.
For more information or to connect with Jamey, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Importance of Collective Ownership of DEIRole and Responsibilities of a DEI LeaderInvolvement of Senior Leadership in DEIPosition of DEI as a Standalone FunctionContribution of HR and Compliance to DEIStrategies for Integrating DEI into Organizational CulturePotential Evolution of DEI Roles and Responsibilities Over Time
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In this episode of Your DEI Minute™, host Jamey Applegate discusses the critical topic of psychological safety in the workplace. Psychological safety is the belief that one won't be punished or humiliated for speaking up, asking questions, or making mistakes. Jamey emphasizes that this concept is foundational for creating an organizational culture where employees feel secure and valued. When psychological safety is present, it can dramatically enhance innovation, productivity, and employee engagement.
Jamey also covers what it feels like to be in a psychologically safe environment, highlighting the significance of support from team members, valuing integrity and honesty, and treating everyone fairly. To foster such an environment, Jamey outlines ten specific actions that leaders and team members can implement. These range from knowing and correctly pronouncing team members' names to developing formal structures for feedback and conflict resolution. The episode concludes with a reminder that building a culture of psychological safety is an ongoing process filled with learning opportunities.
For more information or to connect with Jamey, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Definition of Psychological SafetyImportance of Psychological Safety in Organizational CultureImpact of Psychological Safety on Innovation, Productivity, and Employee EngagementFeelings Associated with Psychological SafetyTen Actions to Build Psychological Safety
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In today's episode, Michelle introduces a comprehensive DEI (Diversity, Equity, and Inclusion) maturity model designed to guide organizations through DEI initiatives' systematic implementation and evolution. The model is divided into three primary stages: setting the foundation, operationalizing DEI, and expanding and enhancing DEI. Michelle discusses the importance of each stage, detailing the essential actions and cultural dependencies required to succeed. For instance, setting the foundation entails compliance-related tasks, defining DEI objectives, and establishing psychological safety, while operationalizing DEI involves integrating DEI into daily operations, policies, and communication strategies. Finally, the expansion stage focuses on continuous learning, mentorship, community outreach, and embedding DEI metrics into all performance reviews.
The episode also covers the holistic and iterative approach to DEI, stressing that organizations must solidify foundational elements before progressing to more advanced stages. Michelle also discusses the importance of psychological safety, inclusive team norms, and transparent leadership styles as critical components across all maturity stages. By following this structured roadmap, organizations can more effectively navigate their DEI journeys, ensuring sustainable and impactful changes.
For more information or to connect with Michelle, visit: https://www.equity-at-work.com/
Key Topics Discussed:
Introduction to the DEI Maturity ModelSetting the Foundation for DEIOperationalizing DEIExpanding and Enhancing DEICultural Dependencies for DEI Success
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In this episode of Your DEI Minute™, Michelle Bogan, founder and CEO of Equity at Work™, discusses the fundamental components of DEI—Diversity, Equity, and Inclusion—in the workplace. Michelle breaks down each element, starting with the broad and nuanced concept of diversity, which encompasses not just race, gender, and sexual orientation but also age, ethnicity, disability status, communication styles, and more. She highlights how diversity can change depending on the setting and emphasizes the importance of understanding these variations to foster a truly inclusive environment.
Moving on to equity, Michelle clarifies the often-confused terms of equity and equality. She explains that equity involves providing fair opportunities and access, tailored to individual needs, to ensure everyone can succeed and thrive. Examples range from physical accommodations to ensuring pay equity. Finally, she discusses inclusion, which is about creating an environment where everyone can be authentic, feel valued, and genuinely belong. Michelle also touches on the broader implications of DEI, such as justice and belonging, and provides actionable advice on how organizations can start implementing these principles effectively.
Key Topics Discussed:
Breakdown of Diversity: Definition and examplesThe expanded view of diversity beyond race, gender, and sexual orientationImportance of understanding diversity in different settingsEquity vs. Equality: Definitions and DistinctionsExamples and importance of equitable practices in the workplaceInclusion: Creating a supportive environment for every employeeThe concept of belonging and its relation to inclusionExtending DEI to include justice (DEIJ) and its implicationsSteps for organizations to begin their DEI work effectively
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