In a radically changing and increasingly polarized world, companies face a new dilemma. When major shifts occur, such as the reversal of Roe v. Wade, should they speak out? Does that imply a political bias that could offend some employees, customers, or other stakeholders? On the other hand, if you don’t speak out, do you risk alienating your employees, especially younger ones, who feel it is imperative that companies stand up for their stated values?
Budget season is always stressful for DEI leaders, especially with the threat of a recession and looming budget cuts on the horizon. To help get through it successfully, Seramount recently hosted a webinar to provide resources and tips for setting a DEI budget strategy. Nichelle Wash, Associate Director, led the webinar and was joined by Seramount President Subha Barry for a Q&A discussion. Subha’s professional experience working at Merrill Lynch as a wealth advisor has greatly influenced her work in the multicultural business world and has positioned her to be an excellent resource for the budget conversation.
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.
A New DBP Member Benefit!
This paper will focus on solutions and recommendations to mitigate the impact returning to the office has on underrepresented talent and also tackle several operating issues employers need to consider when creating return to the office plans.