4 myths about diversity and inclusion leaders debunked

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The chief diversity, inclusion, and people officer at Marcus Thomas defends the role and explains what it takes to make a difference. After the year we’ve had, it should come as no surprise that the number of chief diversity and inclusion officers (CDIOs) in the U.S. and around the world is on the rise . The sudden and rapid elevation of diversity, inclusion, and discrimination issues in nearly every aspect of our lives resulted in more visibility and increased demand for the role of CDIOs across the business world. Read Full Story

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Corporate diversity is shrouded in secrecy. It doesn’t have to be

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A new index and coalition that shines a spotlight on inclusion is key to lasting change, says Intel’s chief diversity and inclusion officer. Everyone is carrying things you can’t see and working through challenges that may not be voiced. For me, it is navigating obstacles as a Black family and a parent of a Black adult male son in America. As a mother, I am constantly thinking of my son’s safety and ensuring his place in this world is aligned to his greatness and not held up by artificial barriers such as skin color. How do I lead and influence in a way that protects him as a human being? I also think about the world I brought my son into, and how it needs to be much better than the world I grew up in. Read Full Story

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You’re ‘doing diversity’ wrong again. Here are 5 ways to get it right

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Blend’s head of diversity, inclusion, and belonging points out that months after the onslaught of corporate solidarity statements and new job postings, we can effectively say that companies are doing diversity wrong all over again. The outbreak of the coronavirus pandemic drove many companies to close open jobs and cut staff. At a time when most companies needed to figure out how to transition to a virtual environment—ensuring that employees maintained social connection and a sense of belonging—we, unfortunately, saw many diversity, equity, and inclusion (DEI) roles slashed. But the murder of George Floyd and countless other Black Americans fueled a nationwide reckoning with race that was felt across the corporate world and sparked a resurgence in DEI roles. In fact, Glassdoor reported that after dropping 60% at the start of the outbreak, DEI roles have since jumped a staggering 55%. Read Full Story

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20 ‘guiding principles’ to ensure a diverse and equitable corporate culture

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Corporate diversity pioneer Bernard Kinsey offers his time-tested tips for creating inclusive workplaces. As an executive at Xerox, Bernard Kinsey helped launch the National Black Employees Caucus, believed to be the first-ever employee resource group. He went on to serve as chief operating officer and cochairman of Rebuild Los Angeles and now serves as president of KBK Enterprises, a management consulting firm. Here he shares his guiding principles for corporate inclusion: Read Full Story

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Why offices need to be designed for larger bodies

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If you ignore 71% of the population, there’s no way you can run a successful business. It is hard to focus on work and do your best when you can’t actually fit in your office chair. When most organizations think about diversity and inclusion, they usually don’t think: “How do we make sure our employees fit comfortably in their chairs so they can perform at their highest level?” Yet as 71% of the country (and 30% of the world ) is labeled as overweight or obese according to the CDC, companies need to start considering the implications that their seating options have on their employees. Read Full Story

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8 thoughtful ways to build more inclusive interview practices

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The VP of talent acquisition at SurveyMonkey observes that as remote working opens up our ability to hire incredible talent located just about anywhere, it’s more important than ever to be thoughtful about how we build our interview processes. Very early in my career, I interviewed for a role at a professional services firm with an all-male interview panel. Although I could see women in the office, they all served in administrative roles. I took the job back then, but if something like this happened today, it would be a red flag. I know enough now to know that an all-male interview panel might be the first sign that diversity wasn’t top-of-mind for that employer. Read Full Story

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