For many companies, 2021 served as the bellwether for seeing diversity, equity and inclusion plans come to life. Organizations that had made commitments to fight bias, break down barriers to discrimination, and pledge to be better allies after the murder of George Floyd, could begin to see if those commitments had become mere platitudes or road maps for change.
We even saw an evolution in the common DE&I acronym, to include Accessibility and become DEIA. Indeed, from the Biden’s administration’s executive order on DEIA, to the U.S. Securities and Exchange Commission’s new approach to reporting requirements for human capital disclosures, it appears that this year would bring about change at the highest levels. And yet, organizations still need people to act more inclusively, mitigate bias and speak up and be allies on a daily basis.
In our DE&I round-up, we highlight this year’s DE&I advancements, while also recognizing large gaps that need to be closed to continue down the path of long-lasting and impactful allyship.
A Number We Should All Care More About
Only 3% of Black professionals want to return to the office. How can we change that staggeringly-low statistic and make work environments more inclusive?
How Government Agencies Can Avoid the Common Traps in DEIA When Following Biden’s Executive Order
We unpack how government entities can successfully create more equitable teams and practices.
A Tale of Three Allies: What Does Allyship Look Like in Real Life?
Allyship is easily misunderstood. Here’s a look at how you can practice the behavior to create meaningful change.
Equity Explained: What It Is and How to Create It at Your Organization
A look at how the brain reacts to equity and what companies can do to address systemic inequity.
The 3 Critical Habits of Allyship
Speak up? Plan a protest? Commiserate over a glass of wine? We break down how allies can really help people in less-advantaged positions.
Author: NeuroLeadership Institute