Recently I had the privilege and pleasure of moderating Seramount’s National Disability Employment Awareness Month webinar for Diversity Best Practices (DBP) member organizations, which amplified the efforts of individuals and organizations working to support people with disabilities in the workplace.
While most corporations have set ambitious goals to advance historically excluded talent into senior leadership roles, less than 8 percent of corporations have achieved them. Studies repeatedly show that corporations with diverse representation in leadership achieve faster DEI progress and maintain a competitive advantage in an increasingly diverse and socially conscious society. So how do DEI executives break the vicious cycle of senior leaders hiring and advancing those who look like them? What are the top-performing companies doing differently? This new research explores these two questions. This research topic was chosen based on a survey completed by Chief Diversity Officers who participate in Seramount's CDO Collaborative. Interested in learning more about the CDO Collaborative and the benefits of membership? Contact us.
National Disability Employment Awareness Month (NDEAM) was created in 1988. Each October, the U.S. Department of Labor announces a theme, which this year is “Disability: Part of the Equity Equation.” This theme highlights how employees with disabilities are a multifaceted group, and through recognizing the full breadth of their experiences, companies are truly inclusive. Ways companies can support NDEAM, as recommended by the U.S. Department of Labor, include:
As part of National Hispanic Heritage Month, Seramount hosted a webinar for our Diversity Best Practices (DBP) member organizations that celebrated the unique cultural differences reflected by the Latine population around the world. It was moderated by Marcelo Vasquez Lopez, a Partnering Consultant, Global Office of DEI at Liberty Mutual Insurance, a DBP member organization. He introduced the keynote speaker, Anna Maria Chávez, who is the founder of Fearless Global Initiative, and the two panelists: Priscilla Fuentes -- CEO American Red Cross Cascades Region (and Co-Chair of the Latino Resource Group) and Johanna Figueira -- Marketing Communications at Code for Venezuela and Senior Social Media Manager at Amazon.
There is one dimension of Diversity, Equity, and Inclusion (DEI) efforts that is often overlooked...body size. In organizations this is mostly true, though not ill-intended or a conscious practice. Body size might not be top of mind, but many employees have experienced this stigma. An article written by the American Psychological Association says, “More than 40% of U.S. adults, across a range of body sizes—and even greater numbers abroad—report experiencing weight stigma at some point in their life.” Sizeism refers to the discrimination or prejudice directed against people because of their size, especially because of their weight, and in the past decade, the prevalence of weight discrimination has increased by 66 percent. Although the frequency of this discrimination has increased, resources and research to support individuals with bigger bodies, especially in the workplace, is lagging behind.
From September 15 to October 15, National Hispanic American Heritage Month is celebrated to recognize the achievements and contributions of Hispanic Americans. This observation started in 1968 under President Johnson, marking the importance of September 15, which is the anniversary of independence for several Latin American countries. It was expanded into October to recognize Día de la Raza, or “Day of the Race,” which celebrates the countries and people conquered by Spain and other European colonialists.
From September 15 to October 15, National Hispanic American Heritage Month is celebrated to recognize the achievements and contributions of Hispanic Americans. This observation started in 1968 under President Johnson, marking the importance of September 15, which is the anniversary of independence for several Latin American countries. It was expanded into October to recognize Día de la Raza, or “Day of the Race,” which celebrates the countries and people conquered by Spain and other European colonialists. There are many ways people can get involved and honor Hispanic Heritage Month —check out local events to see if local groups are celebrating.
It’s been said that the war for talent is over. The talent has won, and they have demands—diversity, equity, and inclusion (DEI) being front and center. Seventy-eight percent of the workforce says it’s “important” to work for an organization that prioritizes DEI, and 60 percent of employees want to hear their leaders speak out about social issues. And because of that, it has never been more important for organizations to make progress on their DEI goals. That means doubling down on their efforts to retain (and recruit) talent from underrepresented groups, where turnover is at an all-time high.
In today’s climate, championing diversity is table stakes for organizations that want to succeed. Employers are still reeling from the Great Resignation and labor shortages, and employees are now holding those in charge accountable for the promises they’ve made about championing diverse talent. In fact, Seramount’s recent insight paper, “ESG and DEI: The New Indicator of Employee Stakeholder Satisfaction,” found that 71% of individuals are willing to take a pay cut to work for a company that aligns with their values.
More and more we are realizing how mental health and work intersect with each other. When turning on the news or casually scrolling through our social feeds we see people in the spotlight who are stepping back to focus on themselves.
What makes your company culture strong? How can you improve equity in your workplace? Where do you start implementing effective change management?
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Talent lifecycle expert, Megan Pierouchakos, shares concrete ways that organizations can both set up and achieve meaningful goals around hiring practices and retention to build more inclusive workplaces.
