Your DEI Minute™

In this episode, Michelle discusses the practical steps of building an effective communications plan for workplace DEI initiatives. She first talks about the importance of understanding your audience—not just as a broad organizational segment, but as distinct individuals with unique profiles, needs, and influences. To do this, Michelle recommends using empathy maps and provides actionable guidance on how to create and utilize these maps to tailor communications that truly resonate.She also breaks down the essential elements of a DEI communication plan, from clarifying your message and determining urgency to identifying delivery channels and establishing timing for dissemination. A recurring theme is the necessity of repetition; she notes that messages must often be communicated multiple times across various channels to ensure they stick. She reminds us that communication in the success of DEI programs and offers listeners practical checklists while pointing towards additional resources for deeper support.Key Topics DiscussedImportance of audience segmentation and empathy mapping for DEI communicationsHow to build and use empathy mapsStructuring a detailed DEI communications planDetermining urgency and appropriate tone for messagesIdentifying and approving communication stakeholdersChoosing the right channels for message deliveryRepetition and reinforcement in DEI messagingResources and templates available for communication planning

In this episode, Jamey provides actionable insights for organizations striving to maintain effective Employee Resource Groups (ERGs) amidst evolving regulatory requirements. Building on a previous episode about executive orders and ERG compliance, Jamey recaps six crucial tips for sustaining DEI efforts and dives deeper into strategies for keeping ERGs open to all employees while ensuring compliance and fostering meaningful engagement. He stresses the importance of focusing each ERG on the experiences of a specific group, while promoting inclusive participation and connection among all employees.Jamey outlines clear behavioral expectations for ERG spaces, emphasizing inclusion, respect, accountability, and confidentiality. The discussion highlights the need to articulate these expectations to create safe and productive environments, allowing participants to learn from each other and grow together. By setting firm ground rules and professional standards, organizations can ensure that ERGs remain valuable, transformative spaces that enhance the employee experience and advance DEI goals.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightKey Topics Discussed:Why ERGs should remain in place and open to all employeesHow to keep the focus of ERGs on specific group experiencesDefining ERGs as formal, professionally governed spacesCore behavioral expectations for ERG participantsThe necessity of articulating clear expectations for ERGsThe potential for ERGs to transform company cultureCall to action for organizations needing support with DEI implementation

Michelle dives into the topic of over-compliance in the realm of diversity, equity, and inclusion (DEI), particularly in the wake of recent executive orders and evolving legal guidance in the United States. She explains that despite the prevailing confusion and caution caused by recent governmental actions, DEI initiatives remain essentially legal, with only a few specific practices (like quotas or exclusive programs) now restricted. The conversation examines how some organizations, particularly those heavily reliant on federal funding, have adopted an overly cautious and risk-averse approach—potentially sacrificing progress and undermining their talent, financial stability, and reputation.The episode also highlights the importance of balancing legal risks with the equally significant risks of diminished employee engagement, financial loss, and reputational damage. Drawing on recent research and real-world examples, the speakers stress the continued expectation from employees, consumers, and stakeholders that organizations remain committed to DEI. To learn more, you can find Michelle at www.Equity-At-Work.comKey Topics Discussed:The risks and impact of over-compliance with DEI legal requirementsRecent executive orders and what remains legal in DEI initiativesThe small set of now-restricted practices (e.g., quotas, exclusive programs)The motivations and pressures driving organizations to become overly cautiousBalancing legal risk with employee, financial, and reputational risksRecent research on CEO, employee, and consumer expectations for DEIReal-world case study: Target’s backlash after pulling back on DEIThe importance of inclusive, intentional decision-making by leadershipThe critical role of open communication when making or shifting DEI strategies

In this episode, Jamey explores the growing impact of artificial intelligence (AI) on diversity, equity, and inclusion (DEI) initiatives within organizations. Jamey opens with a balanced perspective, noting that while AI can be a powerful tool for supplementing an organization’s DEI capacity—especially with tasks like data synthesis, trend analysis, and policy review—it also comes with significant limitations and potential risks if not applied thoughtfully. The episode discusses why you need to be cautious when viewing AI as a silver bullet. Instead, advocate for a considered, human-centered approach to integrating AI into DEI strategies.Jamey outlines the key challenges associated with AI, such as its inability to understand organizational context, the risk of bias and misinformation, and the oversimplification of complex DEI work. He emphasizes the importance of human oversight, transparency, and organizational guidelines for responsible AI use. The episode also provides practical use cases where AI can play a supplementary role in DEI, such as landscape analysis, programming, data review, and inclusive practices—always underscoring that human review and contextual adaptation are crucial. Listeners are encouraged to approach AI as a means for improved effectiveness within DEI rather than efficiency, and to remain open-minded but cautious about its integration.To learn more and connect with Jamey, visit: www.Equity-At-Work.comList of Key Topics Discussed:The dual narratives around AI: evangelism and doomsayingAI’s strengths and limitations in supporting DEI initiativesThe importance of intentional, careful, and human-guided AI usageChallenges of anthropomorphizing AI and oversimplifying DEI workThe black box problem: algorithmic transparency and biasHuman irreplaceability in relationship-building, critical thinking, and context adaptationPractical use cases for AI in DEI (e.g., trends analysis, policy review, program support, hiring, data benchmarking)The necessity of human review and context-specific adaptation of AI outputsRecommendations for developing organizational guidelines on AI use in DEI

In this episode of DEI Minute, Jamey addresses how organizations can continue supporting internal programs dedicated to specific groups while ensuring compliance with current and potential future legal restrictions related to diversity, equity, and inclusion (DEI). Jamey discusses the impact of recent executive orders and legal actions on DEI initiatives, particularly focusing on programs like Employee Resource Groups (ERGs) and professional development targeted toward underrepresented groups.Jamey outlines practical steps to make these initiatives both inclusive and legally compliant. The main recommendation is to open all such programs to everyone, while intentionally maintaining their focus on groups historically facing barriers, and ensuring that participation does not influence promotion decisions. Concrete tips are provided for designing and running compliant programs, alongside a resource memo from state Attorneys General for further guidance. To find out more, visit: www.Equity-At-Work.comResources Mentioned: https://www.mass.gov/doc/multi-state-guidance-concerning-diversity-equity-inclusion-and-accessibility-employment-initiatives/downloadKey Topics Discussed:Legal landscape and executive orders impacting DEI initiativesBest practices for keeping internal programs compliantAdapting group-specific leadership and professional development initiativesStrategies for inclusivity while retaining program impactApplication process and promotion policy tips for these programsResource recommendations from state Attorneys GeneralThe importance of legal counsel in adapting DEI policies

In this episode, Jamey tackles the confusion and challenges surrounding diversity, equity, and inclusion (DEI) efforts—particularly in the context of recent executive orders and shifting federal climates. Jamey discusses the impact of these orders on federal agencies and government contractors, noting the chilling effect they've had on DEI programs nationwide. He highlights the widespread uncertainty they've created about which DEI initiatives are legally permissible, pushing many organizations to unnecessarily scale back their efforts out of caution or a perceived desire to comply with the current administration. Despite these challenges, Jamey reassures listeners that DEI programs remain legal and essential for organizational success.The heart of the episode centers on diversity recruiting in this uncertain environment. Jamey lays out six actionable strategies for leaders to ensure their recruiting processes are both impactful and legally compliant. He emphasizes the importance of avoiding quotas, setting aspirational but realistic representation goals, broadening recruitment pipelines, and maintaining a strong commitment to non-discrimination. The discussion also covers the importance of articulating organizational values around DEI and ensuring fairness throughout the hiring and promotion process. Jamey closes by reminding listeners to tailor these recommendations with their legal teams and offers continued support for organizations striving to move DEI forward.To learn more or connect with Jamey, visit: www.equity-at-work.comKey Topics Discussed:Impact of Executive Orders on DEI ProgramsLegal Status and Misconceptions about DEI InitiativesThe Administration’s Framing of DEI and MeritThe Subjectivity of "Best Candidate” and Organizational Value of DiversitySix Strategies for Diversity Recruiting:Avoiding quotasSetting aspirational representation goalsArticulating organizational valuesCommitment to non-discriminationBroadening recruitment pipelinesAdjusting programs to comply with legal requirementsThe Importance of Recruiting from Untapped Talent PipelinesLegal Considerations in Internship and Broader Recruitment ProgramsThe Need for Consistent Evaluation and Structured InterviewsThe Role of Legal Counsel in Implementing DEI StrategiesGuidance for Ongoing DEI Work and How to Reach Out for Support

In this episode of the DEI Minute, Jamey addresses the impact of recent executive orders from the Trump administration on employee resource groups (ERGs) in the workplace. The discussion opens with an important legal update—a federal judge's preliminary injunction that temporarily blocks certain aspects of these orders, particularly as they pertain to investigations of organizations running DEI programs. Despite ongoing challenges, Jamey discusses how both DEI initiatives and ERGs remain legal and essential, offering practical advice for organizations striving to maintain these groups amid legal uncertainty.The episode dives deep into how ERGs support organizational culture and employee well-being, highlighting their role in fostering inclusion, professional development, retention, and recruitment. Jamey outlines actionable steps for businesses to safeguard and structure their ERGs to ensure compliance with current and potential future regulations. By clarifying ERG purposes, ensuring voluntary participation, and separating ERG activities from hiring or promotions, companies can uphold the immense value these groups provide. To learn more or connect with Jamey, visit: www.equity-at-work.comKey Topics Discussed:The origins and evolution of employee resource groups (ERGs)Difference between ERGs and affinity groupsThe value and impact of ERGs for individuals and organizationsCurrent legality of DEI and ERGs in private companies and agenciesRisks and misconceptions around ERGs and DEI complianceActionable steps to keep ERGs both effective and compliant:Clear policies and definitionsVoluntary and open participationSeparation from hiring and promotion practicesProfessional behavior standardsLegal responsibilities around harassment and discriminationThe importance of informal peer connection spacesImportance of tailored legal guidance for organizations

In this episode, Michelle discusses what it means to create an inclusive and accessible workplace for everyone—particularly focusing on supporting employees with disabilities. Michelle highlights how organizations often approach disability accommodation from a compliance standpoint, waiting for requests rather than proactively designing accessible environments. She emphasizes the positive impact of being proactive—not only does this prepare the workplace for a diverse talent pool, but it also signals to candidates and current employees that inclusion and belonging are priorities from day one.Michelle shares practical strategies for establishing accessible spaces, such as configurable workstations, quiet rooms, and making accommodations for both visible and invisible disabilities. She underlines the importance of individualized support, inclusive language, and normalizing the conversation around accommodations. To find out more about and connect with Michelle, visit: www.Equity-at-work.comKey Topics Discussed:Proactive vs reactive approaches to disability accommodationThe hesitation employees feel in requesting accommodationsHow proactive accessibility supports recruitment and retentionExamples of workplace accommodations (quiet rooms, adjustable workstations, etc.)The wide range of visible and invisible disabilitiesTemporary vs. permanent disabilitiesThe importance of individualized support and active listeningUsing inclusive language and avoiding outdated or harmful termsKey statistics on disability prevalence, accommodation costs, and retention ratesThe role of flexibility and normalization in supporting employees

In this episode, Jamey tackles the crucial question of where Diversity, Equity, and Inclusion (DEI) should sit within an organization’s structure. Drawing on common pitfalls and practical recommendations, Jamey explains why embedding DEI as a secondary or split responsibility—often within HR—is a mistake that can undermine the initiative’s effectiveness. The episode highlights the difference between HR and DEI, emphasizing that DEI is not a compliance exercise but a strategic, culture-shaping function that deserves dedicated staffing and focus.Jamey offers actionable advice, urging organizations to treat DEI as a core priority by assigning full-time staff and ideally establishing it as a standalone department. The discussion covers the importance of pairing passion with expertise in DEI leadership and why structural placement matters for long-term program success. For organizations not yet able to fully resource DEI, Jamey suggests ways to mitigate risks and set DEI leaders up for success as they work toward a more robust model.To connect and learn more, visit: https://www.equity-at-work.com/Key Topics Discussed:Common challenges in staffing and locating DEI within organizationsPitfalls of housing DEI within HR or making it a part-time responsibilityThe distinction between HR and DEI roles and focusThe negative impact of treating DEI as a compliance exerciseThe importance of dedicated DEI staff and resourcesRecommendations for optimal DEI placement: standalone department or people experience/engagement teamThe need for DEI leaders with both passion and expertisePractical considerations for organizations with current resource constraints

In this episode, Michelle covers some of the top ways to drive lasting DEI change in your organization, providing actionable insights for leaders at every stage of their diversity, equity, and inclusion journey. Drawing from extensive experience, Michelle outlines broad, mindset-shaping principles essential to making DEI efforts effective and sustainable, rather than just a box-ticking exercise. She discusses that while tactical tips for program design or policy implementation are important, actual lasting change starts with thoughtful leadership, cultural alignment, and ongoing accountability.She also talks about the critical importance of leading by listening, being honest about their DEI journey, grounding their strategies in their organization’s unique culture, and setting purposeful, measurable goals for both internal and external impact. Michelle also discusses the need for authenticity, stressing that performative actions can hinder efforts, and highlights how integrating DEI into the organization’s core DNA, backed by strong leadership and accountability, is key.To learn more about Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:Leading by listening and demonstrating empathyHonesty and transparency regarding DEI progress and setbacksDeveloping culture-specific DEI strategies and languageClarifying the purpose and goals of DEI workBalancing internal and external DEI goalsAvoiding performative actions; being “real” or stepping backOperationalizing DEI so it becomes part of organizational DNACEO and top executive leadership in DEI effortsBuilding clear accountability into every people leader’s roleGrounding all DEI initiatives in change management techniques

In this episode, Jamey dives into the landscape of DEI (Diversity, Equity, and Inclusion) trainings, focusing on two common pitfalls organizations encounter when implementing DEI education. Jamey emphasizes that while education should be a foundational component of any effective DEI strategy, it is often mistakenly used as a one-size-fits-all solution. The episode highlights the importance of integrating education within a broader strategy that also addresses policies, procedures, and behaviors, rather than relying solely on training sessions to create real change.Jamey also critiques the common practice of delivering mass, all-staff DEI trainings, arguing that these large group settings often hinder meaningful engagement, vulnerability, and participation. Instead, Jamey recommends a more intentional and tiered approach, such as delivering training in smaller groups and prioritizing leaders’ participation first. This method not only boosts the effectiveness of the trainings but also underscores DEI as an organizational priority and allows for a more tailored, impactful experience. The episode wraps up with actionable advice on making DEI education a more participatory and strategic part of organizational growth—reminding listeners that effective DEI work is multi-faceted and ongoing.To find out more, visit: www.Equity-At-Work.comKey Topics Discussed:The necessity of DEI education as part of a comprehensive DEI strategyThe misconception of training as the sole solution to DEI challengesDrawbacks of conducting large, all-staff DEI trainingsThe benefits of small group training sessions for engagement and vulnerabilityImportance of sequential, tiered training (starting with leaders)Integrating education with policy and procedure changesCreating intentional groupings for maximum training impactUsing education to facilitate genuine discussion, reflection, and organizational changeEmphasizing DEI as an organizational, not merely individual, priority

In this episode, Michelle covers microaggressions in the workplace, offering a thoughtful exploration of what the term means, how microaggressions manifest, and their profound impact on individuals and organizational culture. Michelle explains that microaggressions are verbal or nonverbal slights, snubs, or insults—whether intentional or not—that communicate negative or hostile messages based on aspects of a person's identity, such as race, gender, age, or ability. She emphasizes that while these actions may seem minor or innocuous on the surface, their cumulative effect can be deeply harmful, eroding individuals’ sense of belonging and engagement at work.Throughout the episode, Michelle outlines the different forms microaggressions can take, from repeatedly mispronouncing someone’s name to making assumptions about an employee’s abilities based on stereotypes. She discusses the heightened impact for individuals with intersectional identities and closes by providing listeners with practical questions to foster reflection and action: How do we enable timely and safe reporting, how do we ensure psychological safety in our responses, and what organizational norms can help prevent microaggressions? To find out more and connect with Michelle and Jamey, visit: https://www.equity-at-work.com/Key Topics Discussed:Definition and explanation of microaggressionsRelationship between unconscious bias and microaggressionsVerbal and nonverbal examples of microaggressionsImpact on individuals, especially those with intersectional identitiesCommon workplace examples of microaggressionsPsychological and professional consequences for affected employeesBarriers to reporting and addressing microaggressionsStrategies and reflective questions for organizations to address microaggressions

In this episode, Jamey covers the crucial topic of analytics and tracking DEI (Diversity, Equity, and Inclusion) metrics in the workplace. He addresses common challenges organizations face when attempting to measure the effectiveness of their DEI initiatives, highlighting frequent mistakes like tracking either too many or too few data points, neglecting to set clear goals, and falling prey to confirmation bias. Jamey talks about the importance of finding a balance in data collection—enough to track progress meaningfully, but not so much that it becomes overwhelming and counterproductive.He also talks about how having the right metrics aligned with specific DEI initiatives allows organizations to track progress over time, celebrate successes, and identify areas needing improvement. Jamey also stresses the importance of communicating data effectively within organizations, catering to varying levels of data literacy among employees, and creating both high-level overviews and deeper dashboards for more detailed exploration. Ultimately, using data thoughtfully helps organizations move beyond surface-level engagement and make DEI a central, measurable business priority, fostering stronger leadership connections and more inclusive decision-making.To find out more or connect with Jamey or Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:The importance of tracking DEI metrics to determine program successCommon pitfalls in DEI analytics (too much/too little data, lack of goals, confirmation bias)The balance between data collection and actionable insightsThe process of setting clear, initiative-aligned metricsThe role of qualitative data, such as engagement surveysThe need for company-specific data dashboards and visualizationsWays to communicate data effectively to different audiences within an organizationThe benefits of becoming more data-literate and data-driven in DEI workHow data connects leadership more closely with organizational culture and well-being

At a time when it feels like DEI is no longer a priority, does the data share a different story?In this episode, MIchelle talks about the truth in what employees are look dives into the latest research on employee and employer demand for Diversity, Equity, and Inclusion (DEI) initiatives in the workplace. She highlights compelling data from recent studies, revealing that employee interest in DEI programs is at an all-time high, matching the fervor seen in 2020, despite fluctuating headlines and changes within the federal government. Bogan walks listeners through data from leading organizations like Edelman and Bridge Partners, detailing how DEI efforts are not only being requested by employees but are also leading to tangible business benefits, such as increased retention, loyalty, and even improved financial performance.The episode also discusses the specific DEI commitments companies are making, from outreach and hiring practices to professional development and supplier diversity. Bogan emphasizes the correlation between comprehensive DEI initiatives and employee satisfaction, trust, and retention, supporting her points with statistics and trends from reputable sources. The key takeaway is clear—investing in DEI is both a moral and business imperative, with employees seeking inclusive cultures and organizations significantly benefiting from such environments.Key Topics Discussed:- Recent spike in employee demand for DEI initiatives across all demographics- Breakdown of Edelman’s Trust Barometer findings on DEI in the workplace- Bridge Partners’ research on leadership investment in DEI- Increasing company commitments to DEI in areas like pay equity, ERGs, mentoring, supplier diversity, and professional development- Impact of DEI investment on employee loyalty and retention- Quantifiable business benefits of DEI, including revenue, innovation, market expansion, and stock performance- Debunking negative media narratives regarding DEI and focusing on what employees are truly asking for

In this episode, Jamey discusses the importance of knowing how to recruit diverse talent and highlights strategies that organizations typically consider, such as forming partnerships with HBCUs, HSIs, and other underrepresented groups. Jamey also talks about the critical need to understand and improve the internal environment to support diverse employees. Addressing internal policies and practices is key to retaining and supporting diverse talent long-term, rather than just focusing on recruitment alone. Learn why starting with internal evaluation is essential for sustainable diversity and inclusion in your workplace.If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/Key Topics Discussed:Significance of recruiting diverse talentCommon strategies considered by organizationsImportance of assessing internal organizational cultureChallenges of quota systemsRetaining diverse talentBuilding supportive and inclusive environments before recruitmentThe impact of existing employees' experiencesLong-term strategic planning for DEI initiatives

In this episode, Jamey focuses on navigating religious diversity in the workplace by highlighting the integral role that religious beliefs and practices play in many people's lives and how these elements are naturally brought into work environments. The episode also discusses the challenges organizations face, from dress codes conflicting with religious attire to dietary requirements during work events. Jamey talks about the importance of creating inclusive and respectful workspaces that accommodate religious practices, such as prayer times and religious holidays, while also considering legal implications under Title VII of the Civil Rights Act of 1964, which mandates accommodations for religious practices.Throughout the episode, Jamey outlines best practices for organizations integrating religious inclusivity. This includes avoiding assumptions about employees' needs, developing anti-bias policies, and implementing inclusive practices such as providing quiet spaces for prayer. Jamey also stresses the value of training programs that educate employees about various religious beliefs without placing the burden of representation on employees of specific faiths. By fostering an environment of respect and inclusion, organizations can help ensure all employees feel valued, leading to greater buy-in and engagement from staff, especially those from minority religious backgrounds.If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/Key Topics Discussed:Importance of religion in the workplaceCommon challenges with religious practices at workLegal considerations under Title VII of the Civil Rights Act of 1964Best practices for fostering religious inclusivityImpact of religion on decision-making and biasCreating accommodating environments for religious observance

In this episode, Michelle covers the recent updates by the Equal Employment Opportunity Commission (EEOC) concerning harassment and discrimination in the workplace. After noting an increase in allegations over the past five years, the EEOC has consolidated its guidelines to clearly define what constitutes harassment based on various facets, such as race, color, religion, sex, national origin, age, disability, or genetic information. The episode provides a detailed breakdown of each category, explaining what behaviors and characteristics could potentially lead to harassment or discrimination claims. Michelle emphasizes the importance of these guidelines being an integral part of HR compliance policies and recommends regular reviews to ensure a safe and inclusive work environment.The episode also covers the complexity and nuance of the guidelines, praising the EEOC for including over 70 examples to help organizations better understand and apply them. Michelle encourages listeners to stay informed about the latest updates and incorporate them into training and policy revisions to foster an equitable workplace. She also directs listeners to the EEOC website for further information and resources.If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/Key Topics Discussed:Overview of the EEOC and its roleRecent updates to EEOC harassment and discrimination guidelinesDetailed explanation of harassment categories – race, color, national origin, religion, sex, age, disability, and genetic informationImportance of integrating these guidelines into HR compliance policiesThe value of regular review and education on DEI issuesAvailability of resources and examples to clarify guidelines

In this episode, the conversation centers around the recent executive orders under the new administration that are related to diversity, equity, and inclusion (DEI) in the workplace, and their impact on organizations. Michelle provides an overview of who is affected by these orders, focusing on federal agencies, contractors, and organizations receiving federal funding. She emphasizes the importance for leaders to stay informed, consulting employment attorneys to understand the implications for their specific organizations. Michelle highlights key takeaways, and how companies can begin to navigate these new orders.The episode also covers additional mandates specific to federal agencies and contractors, notably around gender recognition and intimate spaces. Michelle provides guidance on how organizations can navigate these challenges while upholding DEI commitments. She encourages organizations to consult legal counsel to assess risks and develop strategies. If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/

In this episode of DEI Minute, host Jamey Applegate, senior director of DEI at Equity at Work, delves into the significance of supporting transgender individuals in the workplace. The episode begins by establishing foundational definitions related to gender identity, gender expression, and the gender transition process. Applegate underscores the importance of understanding these terms to foster a supportive environment where everyone can truly be themselves and thrive professionally. Acknowledging the political and controversial nature of the topic, Applegate emphasizes the core aim of ensuring success and authenticity for all employees.Providing practical guidance, Applegate outlines five ways to support transgender individuals in professional settings. These include using correct names and pronouns, being an active ally, maintaining professionalism by avoiding invasive questions, advocating for inclusive policies, and engaging in ongoing professional development. The episode concludes by reinforcing the necessity of creating inclusive workplaces and offering assistance in implementing these practices. The discussion is aimed at both leaders looking to initiate or sustain DEI efforts and any individual committed to fostering equality and respect in their organization.Key Topics Discussed:Definitions of gender identity, gender expression, and gender transitionImportance of using correct names and pronounsThe role of an ally in supporting transgender coworkersProfessionalism in respecting privacy and avoiding invasive questionsAdvocacy for inclusive policies and practices within organizationsThe value of professional development in understanding and supporting the transgender community

In this episode, Michelle continues discussing the top 15 myths about Diversity, Equity, and Inclusion (DEI), focusing on the last seven. Michelle begins by addressing the misconception that small companies can't implement DEI initiatives. She emphasizes that regardless of size, companies can engage in cultural observances, re-evaluate inclusive policies, and establish external partnerships to enhance diversity efforts. She clarifies that DEI does not pertain to politics; rather, it focuses on putting people first and fostering an inclusive environment.She also dismisses the notion that merely having diverse individuals on leadership teams signifies a job done in DEI, stressing the need for a continued and dynamic approach to leadership diversity. She reflects upon the political resistance DEI faces, reiterating its core principle of fairness. Moreover, she talks about the over-reliance on employee resource groups and DEI task forces, advocating for an integrated DEI strategy within the organization's DNA that includes leadership accountability. Michelle concludes by encouraging organizations to persist in their DEI efforts, recognizing both challenges and opportunities for growth.Key Topics Discussed:DEI Initiatives in Small CompaniesDEI and Political PerceptionsLeadership Diversity Beyond TokenismPolitical Attacks on DEIRole and Limitations of Employee Resource Groups (ERGs)Addressing Industry Diversity NormsFunction and Integration of DEI Task Forces