#Equity Leadership

[xntrek]

Embracing DEIB in 2024: Navigating New Frontiers in Workplace Diversity

Explore the transformative role of DEIB in 2024, highlighting strategic initiatives and leadership approaches for fostering workplace diversity, equity, inclusion, and belonging. Discover how embracing DEIB drives organizational success and innovation

Embracing Diversity, Equity, Inclusion, and Belonging is crucial for organisational success and outperforming competitors. Continue reading Embracing DEIB in 2024: Navigating New Frontiers in Workplace Diversity

[dontmean2bepoliticalbut]

[alwaysbewoke]

[commonsensecommentary]

“Perhaps the most pressing problem facing America today is that a majority of our citizenry are being compelled to accept or endorse ideas and actions they find unethical, immoral—or just plain crazy—by the addicts, thieves, violent criminals, and sociopaths who are now determined to drag us down to their level in the name of equity.”

[justinspoliticalcorner]

Law Dork: Project 2025's plans for the Justice Department

Chris Geidner at Law Dork (07.08.2024):

Project 2025 is a frightening, authoritarian missive with Christian nationalism values at its core that aims to dismantle large swaths of the federal government and transform that which remains into a politicized right-wing machine. It opposes diversity as a value, aggressively so in its anti-woman, anti-Black and anti-brown, anti-immigrant, and anti-LBGTQ proposals. I have had Project 2025 on my mind for a while, but the truth is that I didn’t want to write about it until I could actually start giving it the attention it deserves. Now that the U.S. Supreme Court has released its final opinions of the term — including several making Project 2025 easier to implement — I have been able to start my work on this. Today, I start with a look through the Justice Department section, which is highlighted throughout with what I saw as key aspects. There will be much more, taking different forms, over the summer. Dig into the Mandate for Leadership with me. Pay attention. This matters — regardless of what Donald Trump might say.

1. This is not a plan that Trump can “torch,” “disavow,” or whatever Mike Allen is editing his Axios headline to say today. These are Trump’s people, up and down the line. Yes, it is true that no plans designed ahead of time would be implemented in precisely that way — but that is true of Trump’s own statements about his plans, too. He has no principles, so his plans are always flexible. That said, these are the plans being created for him by his people. The section is written by Gene Hamilton, a former senior official in the Trump administration whose name is all over litigation across the country today because he is the legal director of America First Legal. America First Legal is, in essence, the MAGA legal organization. It is run by Trump senior advisor Stephen Miller, despite his not being a lawyer, and Hamilton is the second-in-command. After Trump feigned ignorance about Project 2025 (leading to the Axios kerfuffle), Miller lapdoggingly followed on, insisting, “I have never been involved with Project 2025, not one word.” One, I maintain (and have long maintained) that Miller is the worst person who served in the Trump administration, so, forgive me if I believe him even less than I believe Trump.

2. The 28-page Justice Department section has a primary purpose of turning DOJ into an aggressive enforcer of the Trump agenda across the federal government and down into state and local governments. “Ensure the assignment of sufficient political appointees throughout the department,” the plan states outright, noting that the number of political appointees serving in past administrations — including “particularly” during the Trump administration — was not enough “to stop bad things from happening through proper management or to promote the President’s agenda.” The program explicitly questions how the new administration should relate to other branches, asserting that the administration should “use its independent resources and authorities to restrain the excesses of both the legislative and judicial branches.” Goals include ending independence of the Justice Department from the White House, ending the ability of divisions and offices within DOJ to exercise independent judgment, and ending respect for federalism where there is disagreement with Trump policies.

[...] 5. The plan calls for vigorous enforcement of the Comstock Act, including specifically calling for a “campaign” to prosecute attempts to mail abortion medication. This is explicit, specific, and there is no reason to be secure that this U.S. Supreme Court would block such a move. 6. The plan attacks diversity efforts as being backed by “an unholy alliance of special interests, radicals in government, and the far Left.” Yes, “unholy.” After describing “so-called diversity, equity, and inclusion (DEI) offices” as “vehicles for unlawful discrimination, it calls for turning the Civil Rights Division into a bastardization of itself. It would, essentially, turn this pillar of the department into a governmental America First Legal.

Chris Geidner writes in Law Dork the harmful impacts that Project 2025 will do to the independence of the US DOJ from partisan political influence.

[rahshibt]

⁣Ramadan Mubarak 🌙 ⠀ ⠀ Ramadan, the ninth month of the Islamic calendar, is considered one of the holiest months of the year for Muslims. 🌙⠀ ⠀ It is observed by Muslims worldwide as a month of fasting, prayer, spiritual reflection, and unity. 🌙⠀ ⠀ This annual observance of Ramadan is regarded as one of the five pillars of Islam and will be celebrated from 22nd March to 20th April this year. 🌙⠀ ⠀ Fasting from dawn to sunset is fard (obligatory) for all adult Muslims who are able . 🌙⠀ ⠀ The predawn meal is referred to as suhur, and the nightly feast that breaks the fast is called iftar. 🌙⠀ ⠀ The spiritual rewards (thawab) of fasting are believed to be multiplied during Ramadan. 🌙⠀ ⠀ Muslims devote themselves to salat (prayer) and recitation of the Quran. 🌙⠀ ⠀ How to celebrate Ramadan? ⠀ Dine with family, Give to charity, Fast from negative behaviors. 🌙⠀ ⠀ Greetings for Ramadan include: Ramadan Mubarak (Blessed Ramadan) or Ramadan Kareem (Generous Ramadan). 🌙⠀ ⠀ Eid comes right after Ramadan is considered the reward for fasting! 🌙⠀ ⠀ Ramadan Kareem 🌙⠀ ⠀ ➡ Let’s work together: https://linktr.ee/Rahshib⠀⠀ ⠀ #Ramadan #BlackLivesMatter #Justice #Belonging #Equity #Diversity #Inclusion #Leadership #Transformation #Coach #HR #ProfessionalDevelopment #NYC #London #Amsterdam #Seattle #BoutThatLifeBook #MakeLoveToTheCrowd https://www.instagram.com/p/CqIvkFUO4WN/?igshid=NGJjMDIxMWI=

[gutenbergpr-blog]

Marketing Strategies for Private Equity Portfolio Brands | Ebook by Gutenberg Download our comprehensive ebook, "Marketing Strategies for Value Creation in Private Equity Portfolio Brands," by Gutenberg and learn how to enhance brand value, drive growth, and optimize digital marketing for maximum ROI.

[ekechi]

Comparing Protests: Nigeria vs. UK – Government Responses Under the Microscope

In the past few days, protests have erupted in both Nigeria and the UK as if simultaneously, becoming a pivotal form of expression against perceived injustices and government inadequacies. Presently, Nigeria and the United Kingdom find themselves in the throes of significant civil unrest. Although separated by thousands of miles and differing socio-political dynamics, the responses of both…

[touchaheartnews]

"Obi Urges Birthday Well-Wishers to Donate to Poor Nigerians in 63rd Birthday Message"

Peter Obi, the former governor of Anambra State and a prominent political figure in Nigeria, has long been known for his dedication to social justice and the well-being of the less fortunate. As he celebrated his 63rd birthday, Obi used this significant milestone to make a heartfelt appeal to his supporters and well-wishers: instead of lavishing him with gifts or organizing extravagant…

[drjvh]

Inside Higher Education Podcast: A Bird's Eye View of Higher Education During Turbulent Times

As we move further into 2024, the landscape of higher education continues to evolve, presenting both challenges and opportunities for academic leaders. The latest 2024 Survey of College and University Chief Academic Officers offers a comprehensive look at how colleges and universities are navigating this complex environment. I invited you to join us as we delved into the key findings of Inside…

[tjeromebaker]

Unveiling the Power of Women Who Lead: A Review of "Women Who Lead in Education: Featuring School Principals" | by Dr. Sharon Porter

View this post on Instagram A post shared by I Am Dr. Sharon™ (@iamdrsharon) It' is HERE!!!! Women Who Lead in Education Featuring School Principals 2nd Edition is now available as an eBook on Amazon Get a sneak peek, by purchasing and downloading the eBook.As always, thank you for your support! @RPMSPrincipal @DrADM75https://t.co/dFQvklJK24— Dr. Shawaan T. Robinson (@_DrRobinson) February 15,…

[rgmuskan]

The Top 10 Biggest Private Equity Firms In India

Private equity (PE) firms play a crucial role in India’s financial landscape by investing in promising companies and driving their growth. These firms provide capital and expertise to businesses, helping them expand their operations and achieve their strategic goals. India’s PE industry has witnessed significant growth in recent years, attracting global investors and contributing to the country’s economic development.

To Read more about Private Equity Firms in India Visit Nishant Verma Website

The Top 10 Biggest Private Equity Firms In India

[jcmarchi]

Achieving Diversity in Technical Roles Through Equitable Interviews - Technology Org

New Post has been published on https://thedigitalinsider.com/achieving-diversity-in-technical-roles-through-equitable-interviews-technology-org/

Achieving Diversity in Technical Roles Through Equitable Interviews - Technology Org

In the technology industry, there is an increasing focus on improving diversity and inclusion. However, interview practices often unintentionally disadvantage underrepresented groups. Studies show women, people of color, older candidates, and others face implicit bias during the interview process.  

“We believe that interviews should never be a barrier to recognizing talent, skill, and ability in candidates regardless of their background,” says Dr. D Sangeeta, CEO of Gotara, an online business leadership acceleration platform used by over 30,000 women across 176 countries. “Our platform is built on empowering women across a multitude of industries to advance, and equitable interview practices are a necessity to make that possible.”

By taking proactive steps to remove bias from interviews, companies can work towards building more diverse, creative, and innovative teams. This article provides practical tips and guidelines for making interviews as fair and gender-neutral as possible.

Use Structured Interview Techniques

Unstructured interviews that rely on the “gut feeling” of the interviewer often introduce unconscious bias. Structured techniques that assess all candidates on the same predefined criteria can help reduce this. Some examples include:

Ask the same core technical questions of all candidates for a given role. Avoid asking different questions based on irrelevant factors like educational background. 

Use standardized rating scales when evaluating responses instead of general impressions. Train interviewers on how to apply the scales.

Limit discussions around previous experience to focus on concrete skills a candidate possesses rather than perceived pedigree of past companies.

Prioritize Skills Over Cultural Fit

Seeking candidates that “fit” with company culture can reinforce homogeneity if not approached carefully. Technical skills should be the priority evaluation criteria. Only assess cultural alignment based on how a candidate demonstrates inclusiveness, cooperation and values that align with diversity goals.  

“Seeking candidates that “fit” with company culture can reinforce homogeneity if not approached carefully,” explains Dr. D. Sangeeta, CEO of Gotara. “Technical skills should be the priority evaluation criteria. One always benefits from having complementary skills rather than a clone of  themselves. When interviews are structured around skills rather than subjective impressions of candidates, it opens doors for those facing systemic biases and works towards undoing historical barriers many have faced.”

Train a Diverse Panel of Interviewers

Ensure women, people of color and other underrepresented groups are well-represented among the panel of technical interviewers. This helps reduce the impact of any one interviewer’s unconscious biases. Require all members to complete unconscious bias training regularly and train them how to conduct unbiased interviews, training that Gotara offers.

Conduct Interviews Remotely When Possible

In-person interviews allow subconscious biases related to race, age and appearance to seep in. Remote video interviews place more focus on responses and technical abilities. However, take care that communication differences across cultures are not penalized. Provide options for interviewees to ask clarifying questions.  

Institute Blind Review Procedures

During initial screening stages, remove all identifying candidate details from resumes/applications before review. Later stages can reveal this information, but initial assessment remains tied to skills. Automated tools can help facilitate blind screening at scale.  

Additionally, when possible conduct technical code reviews in a blind manner, hiding any indication of the author’s identity or demographic background to reduce the chance of implicit bias creeping in.

Standardize Evaluation of Experience

Ask candidates to describe projects and impact rather than rely on the notoriety of previous companies. Discount work experience timelines when assessing older candidates. Focus on relevant skills vs. years of experience, which can be indirectly influenced by systemic biases. Provide clear guidance on how this expectation is applied evenly across candidates. 

Highlight Company DEI Commitments

Ensure candidates see a visible demonstration of diversity, equity and inclusion commitments from leadership. Share actionable plans and metrics around improving representation.  

Allow candidates space to ask questions and assess your commitment to DEI as a company. Be prepared to address concerns around previous diversity numbers or experiences at your organization.

Support Growth from Day One

In your offer to the candidate, once they pass the interview process, demonstrate that you care about their future growth by offering upskilling and coaching in the first six months, like one of Gotara’s programs. Not only does this show your commitment, but it will significantly decrease ramp-up time for that candidate to become productive and proficient in the new role, leading to increase engagement and future retention. 

Guide Interviewers on Inclusive Communication

Provide tips for avoiding exclusionary language and establishing an inclusive tone during interviews. For example, using gender-neutral pronouns until indicated otherwise and avoiding assumptions about family status. 

Interview panel training should cover nonverbal communication as well, such as making eye contact with all candidates equally and being aware of any differential body language responding to certain demographics. 

Encourage Interview Feedback

Gather structured feedback from all interview candidates on their experience, including perceptions of unfair bias or discrimination. Track trends to detect issues. Ensure a transparent process for safely reporting any incidents without fear of retaliation, which would suppress reporting.

Monitor Outcomes and Iterate 

Collect voluntary demographic data during hiring and track offer rates across gender, race and other factors. If disparities arise in offer rates, analyze results to detect where bias enters the process. Refine approach to address issues. Report metrics and progress regularly to leadership.  

Set Goals for Representation

Leadership should define clear targets for diversity at all levels of technical roles. Measure effectiveness of updated interview practices on hitting goals. Link outcomes to executive accountability. Make plans incremental to give adequate ramp up time but maintain urgency through regular check-ins.  

Inclusive Interviewing Drives Real Change

Removing subtle but substantial biases from technical interviews is a complex undertaking but pays dividends in building a more diverse workforce positioned for innovation success. The above steps require dedication but enable organizations to tap talent that may have otherwise been left behind.   

Updating technical interview approaches needs to be part of a comprehensive strategy focused on achieving diversity, equity and inclusion milestones. Paired with adjustments in outreach, hiring manager expectations, onboarding and corporate culture, equitable interviews can serve as a key lever in transforming representation.

“Removing subtle but substantial biases from technical interviews is a complex undertaking, but pays dividends in building a more diverse workforce positioned for innovation success,” says Dr. D Sangeeta, CEO of business leadership acceleration platform Gotara. “The ripple effect in innovation is immeasurable when teams reflect diverse perspectives.”

The technology solutions we build are powered by the creativity of our teams. Ensuring people from all backgrounds can equitably demonstrate qualifications will drive innovation that represents the full diversity of our users and moves society positively forward. But we will only unlock the full potential of our talent through a systemic commitment to progress on representation.

[commonsensecommentary]

I wrote this only a couple of weeks ago about the peculiar career and Harvard presidency of Claudine Gay. Now that she is gone, a self-serving letter of resignation trailing in her wake, perhaps now is a good time to contemplate the root causes of the problems caused by our DEI obssession.

[akwyz]

Bridging the Gap: The Unseen Diversity in Our Workplaces

🌟 New Blog Alert! 🌟 Dive into the untapped potential of Workplace Diversity & Disability Inclusion with our latest insights. Transform your organizational culture and embrace true inclusion. Read now & join the conversation! #FutureOfWork #axschat

In a revealing conversation on Axschat, Hilary Wool, a partner at Boston Consulting Group (BCG), sheds light on the often-overlooked diversity in our workplaces: disability. Through her extensive research on self-identity, disability, and the feeling of belonging, Wool brings critical insights that challenge our perceptions and underscore the need for a more inclusive approach in corporate…