Tag Archives: diversity and inclusion

Workplace Strategies

Jorge Quezada Podcast – VP of Inclusive Diversity

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Jorge

Jorge Quezada is Vice President of Inclusive Diversity at Granite, a century-old construction company with a diverse portfolio of roads, tunnels, highways, and airports.

Jorge is an inclusionist who focuses on our full intersectionality. Jorge  helps people unleash their uniqueness by creating an inclusive environment where people have a voice; belong and regardless of age, they know they can contribute.  Going beyond the numbers to inspire and develop an inclusive mindset in the workforce is his mission.

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Workplace Strategies

Jeremy Spake: DEIB Talent management solution provider

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Jeremy SpakeJeremy Spake is a Principal on the Thought Leadership & Advisory Services team at Cornerstone OnDemand, a leading global SaaS-based talent management solution provider. In this capacity, he works to develop continuous performance management, data-driven compensation, and succession strategies to advise organizations on how to drive people theory into practice. Central to this work is providing guidance to embed talent management strategy with Diversity, Equity, Inclusion & Belonging (DEIB) initiatives for clients.  Spake has led pay equity initiatives, Employee Resource Groups, advocated for inclusive benefits offerings and regularly leads talent management strategy workshops for Cornerstone’s clients around the world. He lives in Seattle with his husband David and cat Oliver.

CLICK links to Resources discussed by Jeremy Spake: 

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with Jeremy Spake

 

Authors A-H, Teams & Leaders

Corporate Responses to Diversity Challenges – by Marc Brenman

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Marc Brenman
ADR Advisor Marc Brenman

In the aftermath of tragic police violence and subsequent street protests, many US corporations and other organizations have issued ritualistic and formulaic statements declaring their support for Black Lives Matter and decrying racism. What does this mean, and what will they do to follow through? Many of these companies already have diversity programs and are already required to comply with state and federal nondiscrimination laws and regulations. A number of states, cities, and counties have broader non-discrimination prohibitions than the federal government, for example, to include LGBTQ status.

The larger companies employ Chief Diversity Officers (CDOs) or someone with a different title but similar responsibilities. The vast majority of people in these positions are African-American females. Some are male, and some are Hispanic. A few are white females. Almost none of the CDOs are members of the executive teams of these companies. Diversity does not occupy a place similar to core missions, such as production, operations, marketing/sales/ advertising/branding, finance, legal, logistics, supply chain, health and safety, etc. Only a relatively small percent of companies report their diversity demographics publicly, and almost none disaggregate the figures by level of employment, pay grade, responsibility, etc.

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Authors R-Z, Inclusion, LGBTQ

Inclusive Sports – by Martin Start

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Diversity in the Sports World

Sport plays a significant role in creating communities as common bond is formed when individuals and teams compete celebrating their successes and failures with others.  The Olympics is as much a peace movement as a sporting event with the Olympic flame a symbol of harmony, cultural plurality and togetherness. Athletes have been practitioners of Inclusion & Diversity (I&D) for decades meeting and connecting with people from other countries and backgrounds setting aside differences and developing a sense of fair play for all. Nicknamed “The Greatest”, Muhammad Ali is one of the most celebrated sporting figures of the 20th Century and he brought the whole world together when an estimated global audience of 1 billion viewers watched his famous “The Rumble in the Jungle” fight with George Foreman. In the 21st Century, major sporting apparel companies understand the ubiquitous commercial benefits of I&D as evidenced in the World Economic Forum article titled: The business case for diversity in the workplace is now overwhelming which stated:

     “It is important for corporations to step up and advocate for diversity and tolerance on a public platform. A great example of this is Nike’s support of American football quarterback and rights campaigner Colin ` Kaerpenick. More than a marketing exercise, it showed the world that one of America’s best-known corporations was willing to stand aside one man in his battel against racial injustice and intolerance.”

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Authors I-Q, Pandemic, Teams & Leaders

From Virus-Suppression to Workplace Return – by Deborah Levine and Cathy Light

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How Leaders & Employees
Go from Fear to Optimism:
          One TEAM again

The new norm of work is a challenge for businesses and the workforce. No one is exempt from the challenges we face during this period of isolation.  Even those who are used to working virtually will have new demands placed on them. Teams will be forced to communicate differently and accommodate home-based needs. Team leaders must find ways to collaborate and move forward despite unprecedented uncertainty. Business owners can find themselves in a fight for survival while not only maintaining the ability to restart operations, but implementing creative ways to make that transition. How are we going to manage all this? Continue reading From Virus-Suppression to Workplace Return – by Deborah Levine and Cathy Light →

Authors I-Q, Religious Diversity

Bias: Diversity and Inclusion Trends 2020 – by Soumaya Khalifa

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D&I – Intentionality

Advisory Board - Soumaya Khalifa
Soumaya Khalifa

It’s exciting to start a new year and a new century with the hopes that this year will be better and offer many opportunities.  The work in Diversity and Inclusion (D&I) must be intentional and not a one-time activity to check-off the box. Successful organizations in the field tend to have D&I as part of their organizational DNA just like safety.  Some trends for this year include: intentionality and understanding for the business case for D&I, increase in unconscious bias awareness, and the expanding of the Muslim ban on its impact in the workplace. 

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Authors R-Z, Generational

How to End the Generation War – by Simma Lieberman

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I’ve been facilitating cross-generational dialogues for over ten years. I started them because I was tired of one-dimensional conversations filled with bias and wrong assumptions about people who were older or younger. After the first three sessions, it was clear to me that we have a lot to learn from each other. Cross-generational mentoring became an integral part of my inclusive leadership coaching process

People who participate in my cross-generation dialogues are always surprised at the connections they make with people a lot younger or a lot older. They find new ways to collaborate as whole people with multiple identities.

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Authors A-H, Inclusion

Diversity & Speech Part 6: Equity and Inclusion – by Carlos E. Cortés    

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Carlos E. Cortés
Carlos E. Cortés

This is the sixth in a series of columns based on my research as a former fellow of the University of California National Center for Free Speech and Civic Engagement.  In earlier columns I argued that our nation’s system of expression is far too complex to be encompassed by the simple, misleading couplet, “free speech.”  In fact, over more than two centuries, our nation has developed a complex constitutionally-based system that combines robust legally-protected speech with selective legal limitations on speech.   

Therefore, diversity advocates should not be drawn into the position of opposing free speech. They don’t need to, because it does not actually exist. Instead they should defend the basic societal value of  robust speech, while also reframing the discussion by clarifying the tensions that inevitably arise when the valuable imperatives of diversity and speech intersect. Simultaneously they should function within the American historical tradition by proposing carefully focused additions to the current list of legal limitations. 

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Authors A-H, Religious Diversity, Social Issues

Religion-based bullying: causes, dangers, solutions – by Sam Chester

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Bullying can be based on various things. A person, most likely, a school student, might find themselves bullied by others because of their race, gender, sexuality, appearance, academic or athletic performance, personality, and other aspects of their identity.

A solution to the problem as complex as this one must be equally comprehensive. Today, however, I would like to tackle but one element of this problem: religion-based bullying.

Roots of faith-based bullying

Religion-based bullying is a horrible trend that is still going strong in our schools. It happens both in the physical world and online and shows no signs of stopping. It would be preposterous for us to blame it exclusively on children, equally as preposterous as to turn a blind eye to it.

Children, indeed, seldom have a strong understanding of religion: spirituality usually requires some life experience. Children are even less likely to be interested in the small differences between various faiths and creeds.

They can, however, and often are conscripted by grown-ups into the hate of the different. It is our instinct, after all, to fear and distrust “them” who are opposed to “us”. An instinct that goes counter to the ideals of diversity, sure, but still remains an instinct. And as it is with instincts, it can be easily exploited when there is little understanding or willpower.

It is us, the adults, who fuel this instinct in kids. What we say to them or around them doesn’t need to be downright offensive. A little biased comment here. A slightly derisive one there.

And it all builds up into a structure of oppression.

Continue reading Religion-based bullying: causes, dangers, solutions – by Sam Chester →