culture-dei

Unlocking Success Through Diversity: A Review of McKinsey's Diversity Wins

Wed, 11 Dec 2024 20:08:23 GMT

The report highlights actionable strategies, such as enhancing leadership accountability, ensuring fairness, and belonging.

The McKinsey report, "Diversity Wins: How Inclusion Matters," offers a compelling case for prioritizing diversity and inclusion (D&I) in the corporate world. It demonstrates that organizations with diverse executive teams significantly outperform less diverse peers, showcasing strengthened profitability and innovation. The report highlights actionable strategies, such as enhancing leadership accountability, ensuring fairness, and fostering a sense of belonging. By adopting these practices, companies can build resilient, inclusive cultures that thrive amid challenges.

Social listening involves actively engaging with and understanding the experiences and perspectives of employees, particularly those from underrepresented groups. This practice helps organizations identify areas for improvement, build trust, and create policies that resonate with employees’ actual needs. By incorporating social listening into their D&I strategies, companies can develop a culture that not only values diversity but also ensures every voice is heard and respected.

For deeper insights, explore the full report on McKinsey's website here .

Photos by RF._.studio: https://www.pexels.com/photo/photo-of-women-at-the-meeting-3811082/

Culture DEI Has Been Featured in HR Magazine

Fri, 28 Jun 2024 15:53:31 GMT

Exciting News: Featured in May 2024's Edition of HR Magazine!

We are thrilled to share that our company has been featured in the prestigious May 2024 edition of HR Magazine! This recognition is a testament to our unwavering commitment to fostering a diverse, equitable, and inclusive workplace culture.

A Spotlight on Culture and DEI

In an insightful article, HR Magazine delves into the crucial role of company culture in driving diversity, equity, and inclusion (DEI) initiatives. Our organization has been highlighted for our innovative approaches and effective strategies in creating an inclusive environment where all employees feel valued and respected. You can read the full article here: Culture DEI: Breaking Cultural Barriers with DEI Training .

Celebrating Diversity and Inclusion

We are proud to be featured in the "Diversity and Inclusion" edition of HR Magazine. This publication showcases companies that are leading the way in DEI efforts, and we are honored to be recognized among such esteemed organizations. Our continuous efforts to implement best practices in diversity and inclusion have not gone unnoticed. Explore the details in this segment of the magazine: Diversity and Inclusion .

Recognized Among Top Emerging Diversity and Inclusion Services

Our dedication to DEI has also earned us a spot on the list of top emerging diversity and inclusion services. This recognition highlights our innovative services that are helping to shape the future of workplaces by promoting inclusivity and equity. We are committed to pushing the boundaries and setting new standards in DEI. Discover more about this achievement here: Top Emerging Diversity and Inclusion Services .

Thank You!

We extend our heartfelt thanks to HR Magazine for this honor and to our incredible team for their hard work and dedication. Together, we will continue to champion diversity, equity, and inclusion, making our workplace a model for others to follow.

Stay tuned for more updates as we continue to innovate and lead in the field of DEI. Thank you for your continued support!

We are excited to share this journey with you and appreciate your support as we strive to make a positive impact in the workplace and beyond.

The Crucial Case for Diversity, Equity, and Inclusion in Business: A Review of Oracle's Insights

Tue, 21 May 2024 14:53:49 GMT

In today’s rapidly evolving business landscape, the emphasis on diversity, equity, and inclusion (DE&I) has never been more pronounced.

Oracle’s recent blog post, "Five Ways Diversity and Inclusion Impact Your Business," delves into the profound impact that DE&I practices have on organizations. Here’s a comprehensive review of their compelling arguments and insights.

1. Enhanced Innovation and Creativity

Oracle emphasizes that diverse teams bring a variety of perspectives, which fosters creativity and innovation. When employees from different backgrounds collaborate, they can approach problems from unique angles, leading to innovative solutions that might not emerge in a homogeneous group.

2. Improved Financial Performance

Companies that embrace DE&I often see better financial results. Oracle cites research showing that diverse organizations tend to outperform their peers. This is partly because diverse teams are better at understanding and tapping into a wider range of markets, which can drive revenue growth.

3. Greater Employee Engagement and Retention

Inclusive workplaces where employees feel valued and respected are more likely to have higher levels of employee engagement and retention. Oracle notes that when employees see themselves reflected in the company’s values and practices, they are more committed and motivated to contribute to the organization's success.

4. Attracting Top Talent

In today's job market, top talent looks for employers that demonstrate a genuine commitment to DE&I. Oracle highlights that businesses known for their inclusive cultures are more attractive to job seekers, giving them a competitive edge in recruiting the best candidates.

5. Enhanced Company Reputation

A strong commitment to DE&I can significantly boost a company’s reputation. Oracle discusses how businesses that lead in diversity are often viewed more favorably by customers, investors, and partners. This positive reputation can translate into increased loyalty and trust, further driving business success.

Oracle’s comprehensive approach to DE&I showcases the tangible benefits that businesses can achieve by integrating these principles into their core operations. By fostering a diverse and inclusive environment, companies not only do the right thing ethically but also position themselves for greater innovation, financial performance, and long-term success.

For more detailed insights, you can read Oracle’s full blog post here (Oracle Blogs).

Embracing Diversity, Equity, and Inclusion: The Path to a Better Sports Culture and Workplace Environment

Thu, 25 Apr 2024 14:52:26 GMT

In recent years, the conversation around diversity, equity, and inclusion (DEI) has gained significant traction across various sectors, including sports and the workplace.

The recent incident involving the Utah women's basketball team serves as a stark reminder of the challenges that still exist in creating truly inclusive environments.

The USA Today article by Mike Freeman sheds light on an unfortunate incident where a racist remark was directed towards a Utah women's basketball player during a game. While such incidents are deeply troubling, they are unfortunately not isolated. They highlight broader issues of systemic racism and discrimination that persist in our society.

As we reflect on these incidents, it's crucial to recognize that promoting diversity, equity, and inclusion isn't just a moral imperative; it's also essential for creating a positive and thriving sports culture and workplace environment. Here's why:

Strength in Diversity: Diversity brings different perspectives, experiences, and talents to the table. In sports, diverse teams can leverage a variety of skills and strategies, leading to improved performance on the field or court. Similarly, in the workplace, diverse teams are more innovative and better equipped to solve complex problems.

Equal Opportunities: Equity ensures that everyone has fair and equal access to opportunities, regardless of their background. In sports, this means providing equal resources and support to athletes of all races, genders, and socio-economic backgrounds. In the workplace, it means implementing policies and practices that level the playing field and prevent discrimination in hiring, promotion, and compensation.

Inclusive Culture: Inclusion is about creating a sense of belonging where everyone feels valued, respected, and supported. In sports, fostering an inclusive culture means combating racism, sexism, homophobia, and other forms of discrimination both on and off the field. In the workplace, it means promoting a culture of respect and empathy, where employees feel comfortable being their authentic selves.

Leading by Example: Sports teams and organizations have a unique platform to influence society and drive positive change. By championing diversity, equity, and inclusion, they can set an example for fans, sponsors, and other stakeholders. Likewise, companies that prioritize DEI initiatives not only attract top talent but also enhance their reputation and brand value.

Long-Term Impact: While progress may not happen overnight, investing in diversity, equity, and inclusion initiatives yields long-term benefits for individuals, organizations, and society as a whole. By addressing systemic barriers and fostering a culture of inclusivity, we can create a more equitable and prosperous future for generations to come.

In conclusion, the incident involving the Utah women's basketball team serves as a sobering reminder of the work that still needs to be done to promote diversity, equity, and inclusion in sports and the workplace. It's up to all of us—athletes, coaches, employers, and community leaders—to stand together, challenge injustice, and create environments where everyone can thrive, regardless of their background. Only then can we truly embody the values of fairness, respect, and unity that define the best of American society.

Resource //

https://www.usatoday.com/story/sports/columnist/mike-freeman/2024/03/27/utah-womens-basketball-racism-incident-very-american/73104819007/

What is Intersectionality ?

Thu, 29 Feb 2024 15:14:51 GMT

Intersectionality... what is it and why does it matter?

Intersectionality provides a framework for understanding the complex ways in which various aspects of identity intersect and interact to shape individuals' experiences and opportunities. It emphasizes that individuals are not solely defined by one aspect of their identity but rather by the intersection of multiple identities, each of which contributes to their lived experiences.

For instance, a Black woman may face discrimination not only based on her race but also based on her gender. Similarly, a person with a disability may experience discrimination differently based on their race or socioeconomic status. Recognizing these intersections is crucial for developing inclusive strategies and policies that address the diverse needs and experiences of all individuals.

In DEI efforts, acknowledging intersectionality helps ensure that initiatives are comprehensive and inclusive, taking into account the complexity of individuals' identities and experiences. It encourages organizations to consider the ways in which various forms of privilege and oppression intersect and compound, leading to different outcomes for different groups of people.

By understanding intersectionality and its implications for DEI work, organizations can foster environments where all individuals feel respected, valued, and empowered to contribute their unique perspectives and talents. It's about moving beyond surface-level diversity to truly understand and address the multifaceted dimensions of identity and inequality.

Enhancing Diversity, Equity, and Inclusion: A Leadership Imperative

Thu, 04 Jan 2024 21:00:00 GMT

In the ever-evolving landscape of the modern workplace, fostering diversity, equity, and inclusion (DEI) is no longer just a buzzword but a crucial aspect of organizational success.

Leadership plays a pivotal role in steering the course toward a more inclusive and equitable workplace. Here are 20 effective strategies for leaders to champion DEI within their teams:

Commit to Continuous Learning : Leaders should engage in ongoing education about diversity issues and stay informed about best practices to create an inclusive environment.

Lead by Example : Demonstrate a commitment to DEI by embracing diverse perspectives and fostering an inclusive culture at all levels of the organization.

Establish Clear DEI Goals : Set measurable and realistic diversity, equity, and inclusion goals for the organization, ensuring alignment with the overall business strategy.

Promote Inclusive Communication : Encourage open dialogue that values diverse opinions and promotes a culture of respect and understanding.

Diversify Leadership Teams : Actively seek out diverse candidates for leadership roles to ensure a broad range of perspectives in decision-making processes.

Implement Unbiased Recruitment Practices : Eliminate biases in hiring by using objective criteria and diverse hiring panels.

Provide Diversity Training : Invest in training programs that raise awareness of unconscious biases and promote cultural competence among team members.

Create Mentorship Programs : Establish mentorship initiatives that pair seasoned leaders with emerging talents from diverse backgrounds.

Review Compensation Structures : Ensure pay equity within the organization by conducting regular reviews of compensation structures.

Support Employee Resource Groups : Encourage the formation of employee resource groups that celebrate diversity and provide a platform for underrepresented voices.

Foster Inclusive Leadership Development Programs : Develop programs that identify and nurture leadership potential among individuals from diverse backgrounds.

Review Promotion Processes : Regularly assess promotion processes to guarantee fairness and equal opportunities for all employees.

Establish Inclusive Policies : Create and communicate policies that promote diversity, equity, and inclusion in all aspects of the workplace.

Encourage Flexible Work Arrangements : Support flexible work arrangements that accommodate diverse needs and promote work-life balance.

Cultivate a Safe Reporting Environment : Implement transparent reporting mechanisms for incidents of discrimination or bias, ensuring a safe and confidential process.

Celebrate Diversity in Marketing : Reflect diversity in marketing materials and outreach strategies to resonate with a broader audience.

Measure and Report Progress : Regularly assess and report on diversity metrics to track progress and hold leadership accountable.

Create Inclusive Spaces : Design physical and virtual spaces that accommodate diverse needs and preferences.

Embrace Technology for Inclusivity : Leverage technology to facilitate communication and collaboration, ensuring inclusivity in virtual and remote work environments.

Seek Feedback : Actively seek feedback from employees to understand their experiences and continuously refine DEI initiatives.

In conclusion, leaders who champion diversity, equity, and inclusion contribute not only to a more harmonious workplace but also to a thriving and innovative organization. By implementing these strategies, organizations can foster a culture that values and celebrates the richness of diverse perspectives, ultimately driving success in today's dynamic business world.

Resources //

https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/11/16/20-ways-leaders-can-improve-on-workplace-diversity-equity-and-inclusion/?utm_source=flipboard&utm_content=topic%2Fworkplacediversity&sh=68d20a8067b4

Microsoft Takes a Bold Step Towards Diversity: Setting Diversity Goals in Performance Reviews

Thu, 21 Dec 2023 20:01:46 GMT

In a groundbreaking move towards fostering diversity and inclusion in the workplace, Microsoft has recently instructed all its workers to set diversity goals as part of their performance reviews.

This initiative aims to create a more inclusive and equitable work environment, recognizing the importance of diversity in driving innovation and success. In this blog post, we'll delve into the details of Microsoft's new policy and explore the potential impact it could have on the tech industry and beyond.

Setting the Stage for Change:

Microsoft's decision to incorporate diversity goals into performance reviews underscores the company's commitment to creating a workplace that reflects the diversity of its global user base. By explicitly encouraging employees to set measurable goals related to diversity and inclusion, Microsoft is taking a proactive approach to address the longstanding challenges faced by underrepresented groups in the tech industry.

The Shift Towards Inclusive Performance Metrics:

Traditionally, performance reviews have primarily focused on individual achievements, productivity, and goal attainment. However, by integrating diversity goals into this framework, Microsoft is signaling a shift towards recognizing and valuing employees' contributions to fostering a diverse and inclusive workplace. This move aligns with the growing understanding that diversity is not only a moral imperative but also a strategic advantage for companies looking to thrive in a rapidly changing global landscape.

Key Components of Microsoft's Diversity Initiative:

Microsoft's diversity initiative involves employees setting specific, measurable, achievable, relevant, and time-bound (SMART) goals related to diversity and inclusion. These goals may include efforts to mentor underrepresented colleagues, participate in diversity and inclusion training, or contribute to initiatives that promote a more inclusive workplace culture. By making diversity an integral part of employees' performance metrics, Microsoft aims to drive meaningful change at both the individual and organizational levels.

The Potential Impact on the Tech Industry:

Microsoft's move is likely to have a ripple effect throughout the tech industry, influencing other companies to reevaluate their approach to diversity and inclusion. By setting a precedent for linking performance evaluations to diversity goals, Microsoft is challenging industry norms and encouraging a more holistic understanding of employee contributions. This could pave the way for a broader cultural shift in the tech sector, where diversity is not just a buzzword but a fundamental aspect of organizational success.

Challenges and Opportunities:

While Microsoft's initiative is commendable, it is essential to acknowledge the potential challenges that may arise. Employees may face difficulties in defining and measuring diversity goals, and there may be concerns about the unintended consequences of tying such goals to performance reviews. However, these challenges also present opportunities for ongoing dialogue, learning, and refinement of the initiative to ensure its effectiveness and fairness.

In Conclusion

Microsoft's decision to incorporate diversity goals into performance reviews marks a significant step towards fostering a more inclusive workplace culture. By making diversity a measurable component of employee success, Microsoft is not only prioritizing social responsibility but also recognizing the strategic importance of diversity in driving innovation and competitiveness. As other companies observe and respond to this initiative, the tech industry may witness a positive shift towards greater diversity, ultimately benefiting employees, organizations, and the industry as a whole.

Interested in learning more? Read more from the article that inspired me at Fortune.com .

The State of Diversity in Advertising

Mon, 30 Oct 2023 19:42:47 GMT

The State of Diversity in Advertising

Statistics show that America is becoming more ethnically diverse than ever. According to the 2020 census, people of color now make up approximately 42% of the nation’s population, up from 36% just 10 years ago. The percentage of non-Hispanic white Americans in the population fell by 6%, to 58%, during that period.

Modern marketers must evolve to understand their changing audience — and should also remember that diversity extends beyond race or ethnicity alone. Today, growing revenue and promoting a brand image require defining and communicating with audiences as individuals, including people of all ages, socioeconomic classes, races, and genders. Ultimately, the key to staying competitive lies in providing diversified content for diversified audiences in a way that represents present-day society.

Sixty-one percent of U.S.-based consumers believe that diversity in advertising is important, and 38% are more likely to trust brands that show diversity in their ads. Other key results from the survey include the following:

- Respondents who reported that a brand’s diversity, or lack thereof, impacts how they view that brand’s products or services: 62%

- Individuals who stopped supporting a brand whose marketing doesn’t represent their identity: 34%

- LGBTQIA+ and Black respondents who are more likely to purchase brands that show diversity in marketing: more than 50%

- LGBTQIA+ individuals who stopped supporting brands that don’t reflect their identity: 58%

- Hispanic and African American respondents who said they stopped supporting brands that don’t represent them in their marketing: 40% and 53%, respectively

Perhaps not surprisingly, “diversity” was chosen as the 2021 Marketing Word of the Year in a December 2021 poll of more than 200 members of Embracing diversity in advertising means redefining it within the organization and perceiving it as an essential element of the organization’s innovation strategy. Diverse thoughts are contagious, and they add significant value to the ideation process. Below are industry tips on just a few of the steps that brands can take to make a positive impact on their marketing campaigns:

- “Are You Including Enough Diversity in Your Marketing?” Brands that take steps to improve diversity in their marketing efforts often have greater success in

targeting new audiences, improving their conversion rates and generating more revenue.

- “Data Shows Consumers Want Diversity in Marketing.” Brands’ cultural intelligence has become more important than ever — but how do marketers get it right?

- “How to Build a More Inclusive World Through Advertising.” Industry experts and creative leaders weigh in on equitable advertising.

Growing numbers of consumers want to see diversity and inclusion in brands’ marketing campaigns, the Adobe studies show. If those consumer feel that the brand is closely aligned with their own values, they’re certainly more likely to purchase that product.

Maryville University, 2022

Bias in the Workplace

Wed, 25 Oct 2023 18:00:00 GMT

Consider bias within your workplace...

People from different backgrounds bring a range of skills with them. Sharing their lived experiences, education, and employee experiences promotes cross cultural learning. People become better, more agile thinkers and improve their problem-solving ability.

Implicit Bias

Implicit bias refers to attitudes, prejudices, and judgments that we unconsciously hold about people or groups. By definition, we are either unaware of these feelings or we are unable to pinpoint where they come from . While everyone has implicit biases, the nature of these prejudices aren’t universal. They’re ingrained in our subconscious through our individual experiences, upbringings, and backgrounds. For example, we often have biases related to racial groups, including our own. While many unconscious biases are related to ethnicity, it's possible to have biases based on sexual orientation, education, or gender.

How does this happen — particularly when most of us grew up hearing the advice, “Never judge a book by its cover?” Well, inherently, implicit biases aren’t meant to be bad. We don't choose to develop them, and without deliberate effort, we don't see them — they are blindspots . They’re designed to help your brain function more efficiently.

We’re constantly taking in information, through our experiences , the experience of others, and information that we’ve seen or heard. Our brain files this information away to create cognitive decision-making shortcuts. That way, when we see that sketchy figure in a hoodie coming our way, we don’t think twice about moving to safety. This type of implicit social cognition could also be called street smarts .

Without being aware of these biases, people may engage in discriminatory behavior towards others .

Workplace Behavior

Research indicates that people with “whiter” resumes are more likely to receive callbacks for jobs. People widely — even people of color — show a preference for white faces over Black faces. Researchers theorize that "Stigmatized group members develop negative associations about their group from their cultural environments.”

Making decisions about people — especially when those decisions have the power to change someone's life — shouldn't be subject to shortcuts. Just because challenging our implicit biases takes effort doesn't mean it isn't worth doing. Lazy thinking is problematic thinking. Learning about implicit bias gives us the ability to take those thoughts to trial.

Creating A Workplace Culture Of Belonging, Diversity And Inclusivity

Mon, 23 Oct 2023 18:08:53 GMT

Workplace Belonging

In a recent Harvard Business Review article, the authors state the value of belonging at work: "Humans are so fundamentally social that we can even bond with strangers over the very experience of not having anyone with whom to bond." Additionally, they state: "If workers feel like they belong, companies reap substantial bottom-line benefits.

High belonging was linked to a whopping 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a 10,000-person company, this would result in annual savings of more than $52 million."

Whether it is for reasons related to company performance and the bottom line, or just an organization's desire to be employee-centric and sincerely focus on the human needs of its employees, leaders need to look for ways to help every employee feel welcomed, needed, wanted, valued, and that they have a genuine way to connect and contribute. 419-270-9017

What is Affirmative Action?

Tue, 01 Aug 2023 19:36:01 GMT

Affirmative action refers to policies or measures taken by governments, institutions, or organizations to address historical and systemic discrimination against certain groups based on race, ethnicity, gender, or other protected characteristics.

The primary goal of affirmative action is to promote equal opportunity and increase representation for underrepresented or disadvantaged groups in areas such as education, employment, and business.

Affirmative action programs may take various forms, depending on the country and the context in which they are implemented. Some common examples include:

Employment

Employers may adopt affirmative action policies to actively recruit and hire individuals from underrepresented groups, aiming to diversify their workforce.

Education

Colleges, universities, and other educational institutions may implement affirmative action in their admissions processes to ensure a more diverse student body.

Government contracts

Governments may give preferential treatment to minority-owned businesses or businesses with diverse ownership when awarding contracts.

Quotas and targets

In some cases, specific numerical goals or targets are set for the representation of certain groups in an organization or educational institution.

The rationale behind affirmative action is to help level the playing field for historically marginalized groups and provide them with opportunities they might not have had due to past discrimination and societal barriers. By promoting diversity and inclusion, proponents argue that affirmative action can contribute to a fairer and more equitable society.

However, affirmative action is a controversial and often debated topic. Critics argue that it can lead to reverse discrimination, where individuals from non-preferred groups may face disadvantages, and that it might not always address the root causes of inequality. The debate around affirmative action often centers on the balance between promoting equal opportunities and treating individuals fairly based on their merit and qualifications.

Different countries have varying laws and approaches regarding affirmative action, and public opinion on the matter can differ significantly across societies. As of my last update in September 2021, the topic remains relevant and continues to be a subject of ongoing discussion and legal challenges in various parts of the world.

Celebrating Diversity and Inclusion: Embracing Pride Month

Sat, 24 Jun 2023 19:21:54 GMT

Embracing Pride Month

Image Credit // Carlos De Toro // Unsplash

June is a special month for millions of people worldwide as it marks Pride Month, a time of celebration, empowerment, and unity within the LGBTQ+ community. Pride Month commemorates the Stonewall Uprising that took place in June 1969, a pivotal moment in the fight for LGBTQ+ rights and acceptance. Since then, it has evolved into a global movement to celebrate diversity, promote equality, and create a more inclusive society for everyone. In this blog, we will explore the significance of Pride Month, its history, and the importance of embracing and supporting the LGBTQ+ community.

The Origin and Evolution of Pride Month

As the LGBTQ+ rights movement gained momentum, the Pride Marches expanded beyond the United States and became international events. Today, Pride Month is celebrated across the globe with parades, events, workshops, and festivities that bring together people from diverse backgrounds, sexual orientations, and gender identities.

The Celebration of Diversity and Identity

Pride Month is not just a celebration; it serves as a reminder of the struggles and hardships that the LGBTQ+ community has faced and continues to face. It's an opportunity for LGBTQ+ individuals to express themselves freely, celebrate their identities, and be proud of who they are without fear of discrimination or prejudice.

The rainbow flag, symbolizing diversity, is an iconic representation of the LGBTQ+ community during Pride Month. Each color represents a different aspect of the community: red for life, orange for healing, yellow for sunlight, green for nature, blue for harmony, and violet for spirit. This flag reminds us of the beautiful mosaic of identities and experiences that make up the LGBTQ+ community.

Promoting Inclusivity and Acceptance

Beyond the vibrant parades and festivities, Pride Month holds a deeper purpose - to promote inclusivity and acceptance. It calls on society to recognize and support the rights of LGBTQ+ individuals in all aspects of life, from marriage equality and employment rights to healthcare access and mental well-being.

Embracing Pride Month is an opportunity for individuals and businesses alike to be allies and advocates for the LGBTQ+ community. Companies can show their support by creating inclusive workplaces and adopting policies that protect LGBTQ+ employees from discrimination. By being vocal allies, we can foster an environment where everyone feels safe, respected, and accepted.

Continuing the Fight for LGBTQ+ Rights

While Pride Month serves as a powerful symbol of progress and unity, the fight for LGBTQ+ rights is far from over. Many countries still criminalize homosexuality, and countless individuals face discrimination and violence based on their sexual orientation and gender identity.

As allies, it's essential for us to stand together and amplify the voices of the LGBTQ+ community. This means advocating for legal protections, supporting LGBTQ+ organizations, and engaging in conversations to challenge harmful stereotypes and prejudices.

In Conclusion

Pride Month is not just about revelry and colorful parades; it is a profound celebration of identity, love, and the ongoing fight for equality. It's a time to embrace the diversity that enriches our communities and work together towards creating a world where every individual can live authentically and without fear of discrimination.

As we celebrate Pride Month, let us remember that the journey towards full equality is a collective effort, and it requires each of us to take a stand against discrimination and embrace the beautiful spectrum of human identity. Let's be proud allies, advocates, and friends of the LGBTQ+ community throughout Pride Month and beyond. Together, we can create a more inclusive and accepting world for all. Happy Pride!

Support Local!

For updates on our Local Pride event and ways to get involved please visit https://toledopride.com/ .

Header Image Credit // Jason Leung // Unsplash

Book Banning, lets talk about it.

Fri, 12 May 2023 13:17:58 GMT

Banning books has become a regular occurrence as of late.

- From July 2021 to June 2022, PEN America’s Index of School Book Bans lists 2,532 instances of individual books being banned, affecting

1,648 unique book titles.

- The 1,648 titles are by 1,261 different authors, 290 illustrators, and 18 translators, impacting the literary, scholarly, and creative work of 1,553 people altogether.

Banning books has become a regular occurrence as of late. Oddly enough 18 states have no recorded instances of book banning, with bans occurring in 32 states, affecting 138 school districts. These districts represent 5,049 schools with a combined enrollment of nearly 4 million students. The top states with the estimated books banned are…

Texas: 751-1000

Florida: 500-750

Tennessee: 251-500

Pennsylvania: 251-500

What is the real purpose of banning books? Is it so our children don’t see things that are not personally vetted? What we’re actually doing is taking knowledge away from our youth who are desperately in need of it. We’re also not allowing them to develop their own perspectives. The folly of it all is if you have a computer, a cell phone, or even a friend, you can find the same book, with the same information, distributing the same knowledge that someone else decided you couldn’t have.

Books about the LGBTQ+ community, minorities, transgender, the civil war, slavery or just marginalized communities are the primarily targets. Please note, this is not an article about politics, but the trend is this happens more frequently in districts filled with conservative lawmakers. This form of personal censorship not only affects your family, but also affects everyone else’s…

Becoming An Ally

Fri, 27 Jan 2023 13:18:53 GMT

What makes a good ally? Life is hard and relationships are harder. Sometimes just being there to support someone is enough to change a bad day to an okay or great one.

The definition of Allyship is “ An active, consistent, and arduous practice of unlearning and re-evaluation, in which a person in a position of privilege and power seeks to operate in solidarity with a marginalized group.” It's an opportunity for personal growth and community development, as everyone has the capacity to be an ally.”

I too am a member of a marginalized community. I sat for lunch with a great friend who is a member of the LGBTQIA+ community. Obviously, each letter has an accompanying definition, but doesn’t at all define the real person. Grab a cup of coffee, spend time with the person. Talk, but more importantly, “Listen!” I mean really listen. What’s important is understanding who that person is, and not ignorantly trying to assess who that person isn’t.

Finding a Talent Pool with Unlimited Abilities!

Thu, 29 Dec 2022 13:18:54 GMT

The market for finding talent to fill your roles and positions hasn't always been easy. Filling. a roll is so much more important that just filling a seat. You want people on your team who are good at what they do and love the team they are apart of. All of this sounds great, but how do you find that perfect fit?

Finding Your Talent

Corporate entities that have preached “Diversity” for years have found a treasure trove of talent at traditional HBCU’s. Diversity Inc . has outlined the top 50 companies who are actually walking the walk with their recruiting efforts!

Strong outreach by top companies over the past few years have included Marriott International and Hilton, both stalwarts in the hospitality industry, being labeled #1 in 2020 and in 2021 perspectively . The Pharmaceutical industry, including Kaiser Permanente, and Novartis are tops in their industries, with AT&T and Johnson & Johnson rounding out the corporate leaders over the past 6 years.

Inviting HBCU graduates to take a hard look at your company is an important way to improve culture within the organization. Every company interested in a more diverse workforce would be smart to engage them.

What is diversity in the workplace? What does it look like?

Diversity in the workplace means having different people with different perspectives in the room. Those perspectives can be due to race, color, religion, age, sexual orientation, and in a lot of ways, their experiences.

We all have perspectives based on life experiences. When you have a homogenous group, they often approach the problem with a similar approach. Individuals from diverse backgrounds have different ways of achieving the same results, and in many cases, this may provide a better way of approaching the problem.

When your company has a diverse team, you also better understand your customer demographics. Understanding and this demographic information you can better serve your customers, enhance the customer experience, and expand your client base.

Having a well established, educated, and diverse team at your fingertips will allow your organization to function more smoothly, pivot with purpose and accomplish well-rounded problem solving. A variety of personality and backgrounds may seem problematic but rest assured, a team filled with variety and experience is a powerful workforce.

Public Opinion Continues Pushing Corporations with a DEI Mindset

Fri, 09 Dec 2022 13:18:54 GMT

Racial Unrest pushes Corporations with DEI in mind are changing their views on Racial Stereotypes in the marketing of popular products. Some are still reluctant participants…

Here are some of the most recent examples:

B&G Foods - Cream of Wheat - Black Chef Removed from Packaging
Mars Company - Uncle Ben’s is now “Ben’s Original”
Quaker Oats - Aunt Jemima is now “Pearl Milling Company”
Conagra - Mrs Butterworth - No Changes to date…

I came across an old 2015 article in the NYTimes about racial stereotypes used in consumer produce.

Public Opinion can make a change.
Because of the racial unrest in the US in 2020-21, companies are finally realizing that changes need to be made. Brands like Aunt Jemima, Uncle Ben, Cream of Wheat, and Mrs Butterworth, staples on grocery shelves and in kitchen cabinets since the early 1900’s are slowly going away. The problem with these products continued use over generations, the symbols become normalized, or unseen as unflattering racial images of a bygone era.

Quaker Oats, makers of Aunt Jemima was one of the first to announce a change. Their new name is the Pearl Milling Company, the name of the company founded in 1889 who first created the self rising pancake mix that would go on to be known as Aunt Jemima.

Conagra, Mrs Butterworth’s parent company announced there were would be a change in their packaging within hours of Quaker Oats Aunt Jemima announcement. They declined to say when it plans to unveil the new packaging and also noted that the original packaging would still be on the shelves until their brand review, which began began mid-June 2021 was completed. The more things change the more they remain the same…

How do you continue a growth mindset?
Consumers more often than not know exactly what they want. The real question becomes, are the people who are producing for them listening? Many times in business we are taught to take feedback with a grain of salt, and while that does have some validity, it is important to recognize consistent feedback. If more than one person has had the same thing to say about your product or service, there may be something to it. Consumers have become increasingly values based. To continue forward movement, listening to your target audience has become equally as important as the goods being produced. As we move forward into 2023 there will be an increased emphasis on with not for .