The Diversity Pivot

In an era of cancel culture there is a fear of saying or doing the wrong thing that often leads to inaction. The dominant group could fear feeling less relevant, could be concerned about the reputation risk involved in speaking up and could have a zero-sum-game mentality (one person or group wins and one loses).

In my interview with Sandra Quince, CEO of Paradigm for Parity, she explained that “diversity is the next dirty word. What people don’t get is that DEI is not a replacement strategy. The goal of DEI is for everyone to feel valued. This is especially true for women and marginalized groups. We must focus on managers in organizations as they have the most impact on creating a place where women and others of all races and backgrounds can advance and be retained in leadership. Many managers are promoted because of their individual work performance, but as they continue to ascend in their careers, [their] companies need to be supportive and invest in the development of their inclusive-leadership skills.”

 Learn more on Forbes and find Julie at www.Nextpivotpoint.com

According to a recent report titled “The State of L&D in 2024,” employers see a $7 ROI for every $1 spent on leadership programs, citing that traditional “soft” skills such as emotional intelligence and effective communication are not just nice-to-have, but rather must-have skills for leaders of the future. In this episode Julie shares key reasons why inclusive leadership is a must have for business leaders:

• Sixty percent of learning leaders pinpointed leadership as the most significant gap in current employee development.
• Sixty-six percent of learning and development (L & D) professionals identified leadership development as their primary learning focus, with diversity & inclusion and technical skills being second and third, respectively.
• Leadership development is the most prioritized topic of learning-and-development focus.

 Read the full article here and find Julie at www.Nextpivotpoint.com.

DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI:

• Job postings for DEI are down.
• Most employees perceive DEI as positive, yet there is a significant political divide.
• DEI investment is steady and projected to double by 2026.
• Investors and legislation are continuing to pressure organizations to prioritize DEI.
• Younger employees see DEI as non-negotiable.

Learn the 10 actionable tips in this week's podcast with Julie Kratz.

 Read more on Forbes and find Julie at www.Nextpivotpoint.com

Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing:

• 42% of managers feel psychologically safe compared to 57% of executives
• 40% of leaders agreed that if they made a mistake, it would be held against them
• 53% of employees feel safe to take a risk versus 76% of executives
• 68% of employees agreed that no one on their teams would deliberately undermine them

Read more on Forbes here and find Julie at www.nextpivotpoint.com.

Dr. Poornima Luthra is the author of ‘Diversifying Diversity: Your guide to being an active ally of inclusion in the workplace’ and ‘The Art of Active Allyship’, the author of the HBR articles ‘Do your global teams see DEI as an American issue?’ and ‘7 ways to practice active allyship’, and a Tedx speaker. Her third book, ‘Leading through Bias.’ Luthra is also Associate Professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy.

She joins the podcast to share:

• Her unique definition of allyship and why it is hard to translate into other languages
• How to measure allyship using the knowledge, attitude, behavior framework
• The 7 behaviors of active allies

Learn more about Dr. Luthra at https://www.talented.dk/ and Julie at www.nextpivotpoint.com.

Rick Hammell is the Founder and majority shareholder of Atlas, a groundbreaking company he established in 2015. With more than 20 years of experience in human resources, employee management, and global workforces, Rick's accomplishments have garnered recognition from prominent analyst firms, including Nelson Hall, IEC Group, and Everest Group. Together, we unpack:

• Why global growth is necessary for small businesses
• How diversity and inclusion is perceived differently around the world
• Future of work - hybrid, remote or in person?

As Rick says, “younger people have different expectations. My generation grew up to respect our elders. Every generation has a different experience than previous generations. Folks coming into the workforce today didn’t start work in an office, have grown up using technology from the start and the employee experience is critical for them. Communicating change with why and benefits to them is pivotal. Must have end goal rather than change for change sake.” 

Find Rick on LinkedIn and Julie at www.nextpivotpoint.com.

The best allies understand that allyship is about progress over perfection. That means there will be mistakes and failures along the way. Afterall, that is how allies learn to be better. Yet, most hopeful allies wonder if they are getting it right. It is common to wonder, “I think I'm a strong ally, but what if my colleagues of diverse backgrounds don't see me that way?” or “I want to be a better ally, and I am not sure if I am doing enough.”

To tap into feedback-fueled allyship to know where to improve, consider these ideas:

• Accept that allyship begins within
• Apologize and own shortcomings
• Ask for feedback

Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Organizations deeply committed to diversity, equity and inclusion (DEI) work understand it's a long game. DEI is a journey rather than a destination. Yet, having tangible priorities and expected outcomes is key to long-term success.

Industry leaders in DEI often build a road map of activities for the coming year. It is connected to an overall strategy that outlines what DEI means at the organization and why it matters. Before building a road map of priorities, define your DEI strategy. This should align with your organization's mission and values to ensure authenticity. Ideally, DEI connects to your existing cultural values. Also, consider doing an assessment to determine your organization's current DEI status. Without a thoughtful assessment, you risk prioritizing the wrong activities.

Julie unpacks how to build a roadmap in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

In the ever-evolving landscape of business and technology, it's no secret that each generation brings its unique perspectives, values, and expectations to the table. Generation Z, born between the late 1990s and the early 2010s, currently make up 30% of the world's population and are expected to account for 27% of the workforce by 2025.

What makes Gen-Z so different, and how are they influencing corporate America?

Julie unpacks this in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

The relationship between diversity, equity and inclusion (DEI) and Human Resources (HR) is often complicated. While there is overlap and the need to work together, there are stark differences. Many HR practitioners get involved or voluntold (volunteered without being asked) to manage DEI at their organizations without the skills and resources to genuinely support DEI efforts.

To better manage this complex relationship, consider this list of best practices for HR leaders who are managing DEI:

1. Start with your own education
2. Advocate for the appropriate budget
3. Ensure you have a seat at the leadership table
4. Engage your allies
5. Measure the business impact of DEI

Julie unpacks these best practices in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Effectiveness of DEI programs can be measured in multiple ways. The most common measurements of participation rates, number of programs and ERG activities are ineffective at measuring impact to the organization. Yet, there are better measurements that do address impact.

To better assess impact, start by asking the question, “What problem is our DEI program trying to solve at our organization?” Is it turnover, engagement or innovation, perhaps? Then get granular with the data that will measure whether that problem is being addressed.

DEI is more than a program. It is a series of intentional and consistent actions that are embedded in the organization’s culture. Consider these ideas to evaluate DEI program effectiveness:

1. Diversity of talent pools in the hiring process
2. Retention of diverse talent
3. Perceptions of inclusion
4. Diversity of leadership representation
5. Middle-management engagement

Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Rarely do people aspire to be non-inclusive. More often, people claim they want to be inclusive, yet they don't know how to demonstrate it effectively. There are gaps in lived experiences and knowledge that can lead to unintentional, yet harmful non-inclusive behavior.

In an interview with Mita Mallick, author of Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace, she shared, “On my journey of allyship, I have realized I have unintentionally at times put the burden on individuals from historically marginalized communities to educate me. We cannot continue to burden Black and Brown individuals to educate us on hurt and harm they continue to experience, both in our communities and in our workplaces. I now understand that it’s my job to gain understanding and empathy for lived experiences that aren’t my own.”

Julie unpacks the key myths with Mita in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Diversity, equity and inclusion (DEI) and allyship, terms often discussed in the same conversation, are very different in practice. DEI is about issues of representation, dismantling bias in systems and creating spaces where everyone feels they belong.

Julie unpacks the 3 key distinctions in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Dr. Suzanne Wertheim is a former professor of linguistic anthropology and a national expert on inclusive language. After faculty positions at Northwestern, University of Maryland, and UCLA, she left academia to start her own consultancy.

Dr. Wertheim applies social science to real-world problems, and gives people access to useful concepts that were once stuck behind academic walls. Her book, The Inclusive Language Field Guide. She joins us to share:

• Six principles of inclusive language
• The importance of acknowledging flavors of language
• How to identify language patterns and use language heuristics

Follow Suzanne at https://www.suzannewertheim.com/.

Given the recent pushback on diversity, equity and inclusion (DEI) efforts, many organizations are retreating from the conversation on inclusion at the very time we need it the most. Yet, what is inspiring is the organizations that were already authentically committed are deepening their commitments to DEI as a long-term competitive advantage.

Rather than one-and-done training or performative cultural celebrations, organizations authentically committed to DEI are trying a different approach. This year, I've seen organizations increasingly celebrating inclusion months (along with year-round activities). The themes vary from centering on allyship to intersectionality to teaching human skills to create more inclusive cultures like vulnerability and empathy. 

Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ .

Tis the season for annual budgeting. For active diversity, equity and inclusion (DEI) leaders, this is the time when you know if your organization is truly committed to inclusion. Investment is necessary for true commitment. Budgets are essential to drive positive change.

For those leaders putting together their budgets and plans for the upcoming year, consider these strategies:

• Calculate the ROI of activities
• Get feedback on what employees want most
• Develop an allyship program
• Spend time 1:1 with senior leaders to cultivate buy-in
• Know your why and share it loudly and broadly

Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ 

If you think diversity, equity and inclusion (DEI) is just a fad, or you're not “diverse,” so you shouldn't do the work, you're mistaken. DEI is for everyone, especially today's emerging leader. DEI work is important for your career to:

• Stay relevant
• Connect with purpose
• Be more innovative

Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ . 

In diversity work, it is critical that allyship focuses on the most marginalized communities first. When we focus on issues that affect people with one dimension of diversity, we can help all marginalized communities, yet the impact is far less. 

When we start with an intersectional approach to allyship, we likely make it better for a larger collection of people. Starting with the most marginalized is pivotal to effective allyship as evidenced by:

• The curb-cut effect
• Challenges with centering
• The positive impact of inclusive language

Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

Gen Z has an unwavering commitment to diversity and inclusion. Did you know that…

• 83% said that a company’s commitment to diversity and inclusion is important when choosing an employer
• 74% have taken some form of action in the past year to support social and political causes
• 31% identify as LGBTQ+ (lesbian, gay, bisexual, transgender, queer or other gender identities or sexual orientations)
• 48% are from racially and ethnically diverse backgrounds (non-white)

Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

With diversity and inclusion issues dominating the news cycle, many parents, caregivers and educators are wondering how to create inclusive spaces and continue inclusive conversations with young people this back-to-school season. From the removal of AP African American Studies in some school districts, anti-LGBTQ+ legislation, book bans, and drag queen performance restrictions to looming threats of gun violence in schools, young people are growing up in unprecedented times. They also are highly likely to support issues on inclusion.

Learn 10 key practices to make back-to-school time inclusion with Julie Kratz.

Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/