Many industries are struggling with defining diversity, equity, and inclusion and how to implement it into their company culture. Everyone wants a one--size—fits--all answer, but every organization is different and must overcome unique challenges, especially local government agencies looking to protect their employees and communities. Judging by the data, it can be argued that simply not enough is being done year after year, and little to no change is happening when it comes to the advancement of DEI. Public--sector DEI is important because it demonstrates that government leads by example, encouraging the private sector to do the same. As both sectors become more inclusive, we can more rapidly level the playing fields across the country.
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.
