Most DEI efforts fail. Here are 4 strategies to ensure they don’t

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Although DEI initiatives have been around since the 1960s, progress has been incremental. These steps alone won’t break the negative cycle of doubt, discouragement, and attrition for underrepresented workers, but success is unlikely without this foundation. Diversity, equity, and inclusion (DEI) rose to prominence in the 1960s , driven by Civil Rights legislation. In the 1980s it was spurred by changing workforce demographics, and in the early 2000s as a business strategy to achieve higher profitability. Now, as racial awakening has brought DEI back into focus, it’s hard to find a U.S. company that hasn’t prioritized diversity and inclusion over the past year. Read Full Story

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If you want to be more diverse and inclusive, you need to start with this

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The general counsel at Storj Labs says microaggressions are among the most insidious and harmful behaviors in the modern workplace. It’s more clear than ever that putting diversity and inclusion at the heart of an organization strengthens it at every level. Diversity has been conclusively shown to promote innovation , drive higher revenue , and improve employee engagement as companies strive to hire, include, and give equal value to employees from all backgrounds and circumstances. Read Full Story

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4 leadership opportunities that encourage inclusion in the future of remote work

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The VP of diversity, inclusion, and belonging at Indeed says that D&I professionals can help bridge the gap between the past and the future of work if they focus on these areas. People increasingly want to support and work for companies with values that align with their own. This trend has led to growing interest in and awareness of the importance of hiring for diversity and inclusion (D&I) roles. While this hiring trend has been well established in a handful of sectors for years, it continues to grow in popularity across all industries. Read Full Story

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How tech companies can work with HBCUs to meaningfully improve equity

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These partnerships are crucial for making tech firms more inclusive and equitable, but they have to be more substantial than just financial commitments. Over the past few years, we’ve seen various efforts to address racial disparity in terms of opportunity, access, and financial support for Black entrepreneurs and technologists. This includes everything from big tech company reports that document progress in diversifying their workforce to the onboarding of high-profile diversity and inclusion officers to address and improve the lack of D&I internally. But progress has still been glacially slow. Read Full Story

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How to build a race-conscious equity, diversity, and inclusion strategy

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GV’s first diversity and inclusion partner explains the four not-so-easy steps companies must make to move from recognition to integration. When I joined venture capital firm GV in January as the firm’s first diversity and inclusion partner, I was excited by the opportunity to help with one of the industry’s biggest challenges: ensuring underrepresented and underestimated founders gain access to capital. Currently only 1% of VC funding goes to Black founders and 2% to Latinx founders. Women earn 26 cents for every dollar that men earn in stock assets. Read Full Story

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