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The challenges of championing DEI in 2023

In 2020, there was undoubtedly a surge in companies making a concerted effort to prioritize diversity, equity, and inclusion (DEI) in the workplace. However, the past two years have brought unique challenges for implementing and sustaining DEI strategies, including recent layoffs of industry professionals, the rising resistance to change and equity, the declining commitment, and so on.  

While the number of DEI roles increased by 55% after George Floyd’s murder, recent layoffs in this space show that many companies are not committed to long-term investment in creating diverse, equitable, and inclusive workspaces. In fact, the attrition rate for DEI roles was 33% at the end of 2022 compared to lower % for non DEI roles. (Source: NBC) All this despite the fact that study after study shows that diverse, equitable, and inclusive companies are more productive and profitable.  

We celebrate the organizations that continue to stay committed to the process. These teams recognize that diversity, equity and inclusion are crucial for creating a sustainable organization now and in the future. They have continued to prioritize DEI efforts through various means, such as DEI strategic planning, employee training, mentorship programs, and revising company policies to ensure equity and inclusivity.

Avison Young, a commercial real estate company, doubled down on mentoring programs for women in the company leading corporate leadership being 40% women. 25% of its board are also women. Sodexo, which offers food and facilities management, has gone to great lengths to ensure a safe and inclusive workplace for its LGBTQIA+ staff.  Their Global Pride Network is composed of 18 LGBTQIA+ ERGs worldwide and they have earned the prestigious title of “Advocate” in the 2022 Workplace Pride Global Benchmark survey. They were also designated as one of the “Best Places to Work for LGBTQ Equality” by the Human Rights Campaign. (Source: Together Platform).

CitiBank prides itself on actively seeking out diverse perspectives at all levels of their organization because they know that it will improve performance and boost innovation and engagement. The result? Engaged employees who feel psychologically safe and are committed to doing their best work. (Source: Glassdoor)  

For those that choose to wholeheartedly pursue DEI in the workplace, there are many advantages to be reaped. However, implementing DEI strategies in a remote work environment has also presented challenges. With employees working from home, it can be difficult to maintain a sense of community and inclusivity. Some companies have addressed this challenge by implementing virtual employee resource groups and hosting virtual events that promote diversity and inclusivity. For more insight into this important topic, we recommend this helpful webinar on implementing DEI for remote teams.

Or if you’re looking for more, we’d love to be of assistance. Our DEI services are designed to meet the unique needs of each team that we work with, regardless of where they’re working from.

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Celebrating AAPI Heritage Month


As we commemorate AAPI (Asian American and Pacific Islander) Heritage Month in May it’s an opportune time to reflect upon the diverse contributions, rich cultural heritage, and unique perspectives that individuals of AAPI heritage bring to our workplaces. Creating a supportive and inclusive workplace culture is not only a moral imperative but also a strategic advantage that fosters innovation, collaboration, and success. By dedicating time and resources to acknowledge and celebrate AAPI Heritage Month, organizations can demonstrate their commitment to diversity, equity, and inclusion.

To create a more supportive workplace culture for individuals of AAPI heritage, it is crucial to foster awareness and understanding among all employees. Education and cultural competency training can play a pivotal role in achieving this objective. By providing opportunities for employees to learn about the diverse cultures, histories, and contributions of AAPI communities, organizations can dismantle stereotypes, dispel biases, and promote a more inclusive environment.

Open dialogue and active listening are also essential elements in fostering an inclusive workplace culture. Creating safe spaces for employees of AAPI heritage to share their experiences, challenges, and aspirations is vital. Establishing employee resource groups or affinity networks dedicated to AAPI communities can serve as valuable platforms for open discussions, sharing insights, and driving positive change. Actively soliciting feedback and ideas from employees can help identify specific areas where the organization can improve support and inclusion.

Remember, AAPI Heritage Month goes beyond a symbolic gesture; it requires a genuine commitment to fostering a supportive and inclusive workplace culture year-round. By building awareness and celebrating cultural diversity, organizations can create an environment where employees of AAPI heritage feel valued, supported, and empowered to contribute

Jackie’s Thoughts

I remain hopeful that organizations and companies that are serious about transforming their organizational culture remain steadfast in that endeavor. I’m honored to be partnering with organizations that are centering equity and are truly committed to justice. Just yesterday I did a workshop on how to build emotional intelligence to support race equity work. The organization is on mission to create climate justice and they embraced emotional intelligence as a tool to ensure they are individually and collectively enhancing and leveraging self-awareness, empathy, impulse control, assertiveness, etc. as they lead the way on changing the world. It is truly an honor to partner with organizations such as this where equity and inclusion are a primary driver. I am inspired by this work every day.

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