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In this article, BCG outlines three strategies to foster an ally culture in the workplace. These strategies focus on empowering employees to support and advocate for groups that do not share their background or values. Allies can help colleagues overcome bias and discrimination in hiring, professional development, promotions, and the like. Moreover, Allies can introduce their proteges to key players in their own professional networks.
Fostering an ally culture requires an active role from all employees. This includes training and mentoring, as well as acknowledging challenges and offering active interventions that promote equity and inclusion. In addition, allyship requires a culture of relationship-building and gathering diverse perspectives. It can be challenging to create and sustain an ally culture, but it is not impossible.
To foster an ally culture in the workplace, begin by identifying the groups and individuals who are underrepresented in the organization. Identify their strengths and share them with other employees. Encourage these individuals to participate in projects and lead them. Share their goals and initiatives with influential leaders in the organization. Encourage minority employees to speak up and take initiative. Identify and encourage upstanders who step in when they witness racial, gender, or other discrimination.
As an ally, you are someone who is supportive, empathetic, cooperative, and willing to listen to others. Allies help create an inclusive and safe workplace. As a leader, you have a unique role to play as an ally. By setting a positive example and creating opportunities for dialogue, you can create a positive, welcoming atmosphere for everyone. Similarly, line managers can foster an open, diverse, and inclusive environment in the workplace. These leaders can also address systemic challenges and ensure that everyone feels included.
Employee resource groups are also an excellent option. These groups help members find support and find opportunities to make their workplaces more inclusive. They also provide mentorship for LGBTQIA+ employees, either formal or informal. Mentors are important in helping new employees feel comfortable. It can be hard for new employees to make decisions about their sexual orientation or gender identity. In this situation, an Ally leader can be invaluable and provide guidance in pronouns and confidence.
Being an ally requires you to continually listen to others. It requires a willingness to change your ways of thinking and be uncomfortable. As an ally, you are committed to fostering an ally culture. A successful ally will continuously take time to learn and grow. This requires accountability, as it involves a lifelong process.
Having allies in the workplace improves employee happiness. This increases employee satisfaction, which increases employee retention. As a result, there's less turnover, as more employees are engaged and more productive. Furthermore, allies reduce the risk of women leaving organizations. In fact, having allies in the workplace decreases employee turnover by up to 24%.
Fostering an Ally Culture in the Workforce requires awareness and respect for different identities. Allies are willing to speak up for people who have underrepresented identities. They make it easier for them to feel comfortable and confident in speaking out. They also encourage them to learn new things. A diverse workforce is stronger, so a supportive ally is crucial to an inclusive environment.
Fostering an Ally Culture in the Workforce requires a conscious effort on the part of employees. Developing the right policies is only part of the solution. Employees must actively take part in changing the culture and inspiring others to be change agents.
As an ally, you align with colleagues and work to address workplace injustices. For example, when an employee of color is rejected for a promotion, your ally points out the injustice and suggests objective hiring criteria. In addition, your role is to listen to your colleagues and provide empathy and support, even if they disagree with you.
When you partner with an ally, you are making sure that they are treated fairly and get the opportunities that they deserve. As an ally, you are creating a safe space where underrepresented colleagues can speak up without fear or shame. By taking the role of an ally, you're fostering the opportunity for marginalized colleagues to speak up about their experiences and share their career goals with influencers.
Creating a diverse and inclusive workplace culture starts with small changes that can make a big difference. Using a free cheat sheet of ten ways to eliminate bias, you can create a more inclusive work environment for all employees. By implementing these strategies, you can correct hidden bias and discriminatory practices and ensure a fair culture for all.
An inclusive leadership culture is the foundation of workplace diversity. An inclusive leader can model inclusive behaviors by participating in allies programs, hosting open conversations about people's different identities, calling out microaggressions, and putting up signs that show visible support for underrepresented groups. As an ally, you can also recognize rising talent from underrepresented groups and promote access to professional development opportunities for them. By supporting diversity, you'll create a more inclusive work environment and boost employee retention.
Active allies believe in equality and are proactive in calling out bias and discrimination. They know that discrimination still exists in the workplace and in society. Anyone can become an active ally. It doesn't require special skills, only the right attitude and willingness to learn.
In the workplace, you can empower colleagues to make better decisions by eliminating risk factors. Cutting down excessive competition and the risk of unconscious bias can improve the culture of an organization. An overworked employee may not make the best decisions, and a workplace that is too stressful may create the conditions for unconscious bias.
Employers can help by setting up an enterprise policy and implementing clear procedures for equal opportunities and a non-discrimination policy. These policies should be communicated internally as well as externally. Training should also be provided at all levels of the company. In particular, they should target people involved in hiring, management, and selection. This training should support ongoing campaigns to combat bias and stereotypes.
Career allies play an important role in a person's career development. They actively seek out and support individuals who show promise and can become leaders. In addition to giving advice and supporting a person's development, allies can also introduce their proteges to key players in their own professional networks.
Proteges can benefit from sponsorship in two ways. First, they may be invited to an exclusive meeting or event by a sponsor. These introductions increase a person's visibility among influential people. For example, when Annie Young-Scrivner worked at PepsiCo, her mentor, Indra Nooyi, invited her to meetings in China.
Mentors may also be asked to act as a coach to their proteges. The mentor should support the protege's development through encouragement, guidance, and vision. During this enabling stage, mentors must manage the relationship actively. This includes proactive support and addressing issues that arise. Monitoring the protege's development and encouraging continued growth is essential to maintaining momentum.
Organizations should be aware of the four "layers" of diversity. These dimensions help give them a comprehensive picture of workplace diversity. The next type of diversity will be grouped into one of these four categories. For example, internal diversity refers to the elements that are innate to all human beings, such as race, ethnicity, and nationality.
Diversity and inclusion in the workplace can benefit both employees and organizations. A diverse workforce will contribute to a higher level of productivity, and companies will save money on turnover. When employees feel valued and appreciated, they are more likely to stay and contribute to the company's goals. Similarly, a diverse workforce will foster a more positive culture.
The first step in implementing diversity and inclusion in the workplace is ensuring that employees feel comfortable discussing their views and perspectives. Listening to employee perspectives is one of the most effective ways to ensure that changes are made in a constructive way. The best way to do this is through one-on-one meetings with upper management. It is important that the employees feel comfortable discussing their perspectives in these meetings, as this can lead to valuable insights.
The next step is to create an inclusive work culture. While hiring diverse candidates is a great start, it is only a part of the equation. Creating a diverse work environment requires work-place policies that support an inclusive workplace culture. According to Ceridian, "diversity is the respect and appreciation of diversity, while inclusion is the deliberate process of welcoming diversity." The guide also contains useful tips to implement diversity and inclusion in the workplace.
There are many ways to create a culture that welcomes diversity in the workplace. Firstly, you must be willing to acknowledge and accept that unconscious bias exists. It can affect hiring decisions, lunch room discussions, and more. So it is important to train yourself and your employees to avoid unconscious bias. For example, you can review how you ask interview questions, how you use a rubric for making hiring decisions, and more.
Diversity and inclusion in the workplace are two important issues that should be addressed by employers. Diversity refers to a broad range of individuals, including different races, genders, sexual orientations, and nationalities. Incorporating a culture of inclusion into the workplace is critical to the success of a business.
The first step is to understand the current level of diversity within your company. This will help you identify areas of improvement and give you a benchmark to measure progress against. There are a number of ways to do this, including analysing past hiring and promotion patterns, and looking at the types of employees who contribute to the company's success. Conducting diversity and inclusion surveys is another useful tool.
A comprehensive survey of your employees' needs can help you gauge the success of your diversity and inclusion initiatives. An initial survey can help you gauge employee engagement and morale, and follow-up surveys will ensure you're making progress. In addition, employee surveys should be conducted regularly to assess the impact of new initiatives and identify any concerns or gaps that might need to be addressed.
Research shows that companies that are diverse are more successful than those with a largely homogeneous workforce. As a result, they are more likely to attract top talent and have a stronger culture of inclusion. However, diversity and inclusion should never be seen as a one-way street. To truly be effective, companies must create a culture where employees can feel comfortable working together and are respected for their opinions.
One of the best ways to promote diversity and inclusion in the workplace is to have a leadership style that addresses stereotypes about various groups. As defined by the Kirwan Institute for the Study of Race and Ethnicity at The Ohio State University, leaders must consider their implicit bias, which shapes their understanding, decisions, and actions in ways that are inconsistent with their actual view of others. To overcome these biases, leaders must consider the following:
A leader must be compassionate and open-minded to promote inclusiveness. This means embracing empathy, staying connected to the pulse of employees, and ensuring that all voices are heard. Empathy can alleviate stress, reduce tensions, and foster strong connections among people. It also promotes an environment in which people can contribute freely.
Inclusion in the workplace also fosters better relationships between management and employees. When employees see themselves represented in the top ranks, they feel more connected to the company. This also communicates that the management values the contributions of people from different backgrounds and cultures. This also helps in recruiting new employees. A diverse leadership style reflects the culture of a company and helps build a more inclusive workplace.
Inclusive leaders actively seek out diverse viewpoints and practices and collaborate better with others. They also invest time and energy in developing relationships with coworkers and team members.
To encourage neurodiversity, workplaces can adopt various strategies. For example, they can hold focus groups and allow neurodiverse employees to voice their opinions. These sessions can help managers understand the needs of neurodiverse employees and plan team work more effectively. These programs also help reduce the barriers to employment for neurodiverse workers.
Organizations can also create targets for hiring neurodivergent talent. These targets should be developed in consultation with legal counsel, and they should commit to multi-year goals, incorporating metrics to monitor progress. Organizations should also involve neurodivergent team members when designing such programs, and they should also consider input from potential recipients.
Neurodiversity can be defined as the neurological characteristics of a person. This diversity can range from autism to ADHD. It could be inherited, or result from brain-altering experiences during childhood and adolescence. In both cases, the diversity can affect both cognitive abilities and work performance.
Many people with neurodiverse conditions are reluctant to identify themselves, afraid that people will judge them negatively. However, neurodiverse individuals can help solve the STEM talent shortage. Neurodivergent employees also help foster a culture of inclusion. Organizations that implement strong neurodiversity inclusion programs report increased employee engagement.
Neurodivergent employees can catalyze innovation. In a recent study conducted by SAP, neurodivergent teams produced more patent applications, more innovative products and improved management skills. They can also reduce groupthink by increasing empathy.
Moral compasses are a key component of a diverse workplace. This is because diversity is about embracing diverse worldviews, moral compasses, and personalities. The 'big tent' approach is important in creating a diverse, inclusive environment. Moreover, it promotes equality for all members of a team.
Research suggests that employees who have a strong moral identity are more likely to speak up about workplace issues. While people who do not have a strong moral compass are likely to be more hesitant to raise concerns about workplace problems, employees who have strong moral identities tend to be more likely to speak up when they see moral messages in the workplace.
Moral compasses are often expressed through our actions and words. In many occupations, employees are required to balance multiple identities. In order to effectively support these employees, managers must understand the nuances of contextual cues. These subtle cues can influence how team members behave.
Moreover, diversity requires reaching workers with lower socioeconomic status and giving them education and life opportunities. This helps make organizations more flexible to the needs of today's work environment. If this happens, organizations will be able to attract a diverse workforce. Inclusion and diversity in the workplace are essential to achieving success.
Diversity brings many benefits to the workplace. A diverse team is better able to respond to a diverse customer base and see new revenue opportunities. This leads to greater competitive success.
In recent years, the importance of cultural and ethnic diversity has been recognized as crucial to business success. Today, a variety of issues, including immigration challenges, the fear of terrorism, and a gloomy global political climate, have made employees even more sensitive to the topic. As a result, many organizations are turning to a more global workforce to meet their needs. Many organizations have even started hiring people from a variety of ethnicities and cultural backgrounds, either on a full-time or part-time basis.
Diversity in the workplace involves welcoming individuals with different world views and moral compass. It also includes the inclusion of people with different gender identities and sexual orientation. Diversity in the workplace should encompass everyone's personality and worldview, and should aim to be as inclusive as possible. This requires a "big tent" approach.
Companies that embrace diverse perspectives are more creative and innovative, and are more likely to attract the best talent. However, it is important to understand that diversity and inclusion are two different things. According to the Gallup Report, diversity refers to the wide range of differences that make people unique. Inclusion, on the other hand, refers to the acceptance and respect of people of different backgrounds and beliefs.
Diversity is important for both employees and the company. While hiring diverse candidates is an important first step, true inclusion requires a company to implement a truly inclusive work culture. To achieve this, companies must analyze their DEI programs and prioritize the areas that need to be addressed.
When promoting an inclusive culture in the workplace, the key is to avoid making unconscious assumptions. Instead, educate yourself about the different types of people and their cultures. This will help you spot rude behaviors and call them out. When you do, be sure to offer alternatives. Inclusive leaders see the unique qualities of their team members without making them feel like outcasts. They also understand that diversity contributes to their success, and this can help them be more effective managers.
Regardless of your personal background or experience level, inclusive leadership requires a certain skill set. You must be willing to explore others' experiences, be compassionate, respect their perspectives, and be accountable. You must also be open to diversity and be willing to change your style to accommodate others.
The first C is curiosity. Inclusive leaders have an insatiable appetite for learning, including the perspective of different people. This helps minimize blind spots and make decision-making more inclusive. In addition to curiosity, inclusive leaders also engage in respectful questioning and active listening, which help them synthesize different perspectives. Finally, they avoid making snap judgments, which slow down the flow of ideas and are often tinged with bias.
Inclusion is a core component of inclusive leadership, and it's a key ingredient to fostering an inclusive workplace. By fostering communication with team members of all backgrounds, inclusive leaders foster a culture where every team member feels valued and respected. They also encourage team members to give feedback and share ideas.
Ultimately, a diverse team is more likely to thrive in the long run. This is because employees grow best when they are involved in real business problems. An environment where individuals are afraid to make mistakes or share their ideas isn't conducive to innovation. For this reason, it is important to encourage individual contributors and give them a platform to voice their opinions.
Empathy is also a crucial characteristic of inclusive leadership. A leader must be able to understand the perspectives of people from different backgrounds and to take appropriate action to address bias. This is an ongoing process that must be continually assessed and revisited.
Inclusion can boost the productivity of organizations by making employees feel more valued. Research suggests that employees who feel included are more innovative, productive, and well-resourced than those who do not feel included. However, only half of enterprises surveyed said that they allocate sufficient resources to promote inclusion. And only one-third of organizations measure the impact of inclusion on employee performance.
Many organizations are putting resources into recruiting diverse talent, but lack the necessary proactive retention programs. Despite their efforts, many businesses are losing diverse talent at alarming rates. These losses are often the result of systematic biases in the workplace. These biases manifest themselves in unconscious behaviors such as biased work assignments and compensation.
Research conducted by Narayanan and Edward Terris reveals that inclusion in the workplace can increase productivity. Inequal workplaces often lead to microaggressions, where underrepresented employees are unfairly critiqued for their work and ostracized from promotions and mentorships. Women, for example, are more likely to face comments and judgments from their colleagues if their work environment is not representative of their background.
The benefits of diversity and inclusion are clear, but implementation is difficult. Research shows that companies with diverse management teams have higher cash flow per employee, and inclusive teams improve performance by up to 30%. In addition, BCG reports that organizations with diverse management teams generate up to 19% more revenue than those with homogeneous teams. Despite these benefits, few companies take steps to promote an inclusive culture, and only 40% of employees feel that their managers foster a supportive environment.
Diversity and inclusion in the workplace generate greater innovation and creativity, and these traits translate into higher profits. In a recent McKinsey study, companies with more culturally and ethnically diverse teams outperformed those without diversity. Inclusion also improves employee retention and recruitment efforts.
In the current business climate, inclusive leadership is a necessity. The growing diversity of our workforce demands that leaders raise awareness of diversity, interrupt biases and provide psychological safety. Leaders must lead by example and consistently demonstrate their inclusive leadership skills. People want to be in a workplace that they feel they belong to, and an inclusive leadership practice can create a culture of inclusion and safety.
To cultivate inclusive leadership, managers must invest time building personal relationships with team members. This builds trust and encourages open dialogue. Gallup studies have shown that employees who regularly interact with their managers are more engaged. Audiovisual technology can replicate face-to-face interactions, but it's important to set aside time during meetings to connect socially with team members. Leaders should also listen to challenges and empower team members to crowdsource solutions.
Inclusive leadership can be measured by a series of assessments. This will provide insight into how inclusive leaders are doing and where they need to focus their efforts. However, when training is conducted in an uninformed way, it can be perceived as coercive or blame-ridden. As such, it can lose its leverage when intended only to placate critics.
To develop inclusive leadership, leaders must consider racial and cultural diversity. They must understand their privilege and promote a climate that is fair and equitable to all. They must also acknowledge that their team members may have different views or perspectives than their own, and they must be sensitive to their opinions.
Digital coaching is a great way to empower employees to be the best versions of themselves. It's also an excellent way to build a strong team and help employees achieve their goals. The right platform will support both management and employees and ensure that the coaching is personalized.
The cost of digital coaching for inclusive leadership in the workplace can vary. There are several benefits to using this type of coaching. One of these is the ability to use it anytime and anywhere. Many organizations use it to enhance their communication skills with employees, while others may use it to make themselves more accessible to employees.
Incorporating an inclusive leadership culture into your company is crucial to long-term business success. According to research from Korn Ferry, companies that embrace inclusive leadership are twice as likely to be innovative, meet financial goals, and have a higher level of employee engagement. Inclusion also increases the retention rate of employees.
Another advantage to digital coaching for inclusive leadership in the workplace is that managers can measure the return on investment. The coaches can provide regular reports on the impact of the coaching program. In addition to helping employees develop their strengths, digital coaching helps improve the culture of the organization and the health of employees.
Digital coaching is an increasingly affordable option for companies that want to support the development of inclusive leadership. With per-session costs as low as $200, companies can invest in a broader range of employees. This allows companies to offer coaching for everyone, regardless of title, position, or gender. Additionally, digital coaching is a growing industry, with several vendors offering both training and certification.
Coaching is a proven method for building a diverse workplace culture. Inclusion coaches help managers build a diversity-friendly workplace culture, which in turn helps increase employee engagement. It also helps develop a company-wide inclusive culture that will make all employees feel psychologically safe.
Digital coaching has the potential to increase employee productivity by facilitating communication. Traditionally, live coaching requires both participants to be present at the same time, which is a hassle. However, with digital coaching, both participants can take their time, pause and resume conversations as needed. As a result, employee engagement and productivity improve.
However, one-on-one coaching sessions can be stressful for employees who may feel anxious or fearful about sharing their inner feelings. This is why digital interactive areas can help employees gather their thoughts and decide what to share with their managers. These areas also minimize fear and distrust. In addition, they help the participants identify which information is worth sharing.
Another benefit of digital coaching is that it allows participants to reach out to the coach between formal coaching sessions. With the help of automated messages, coaches can recommend resources to the participants between sessions. Participants are more likely to seek assistance with their questions and problems between sessions. In addition, with digital coaching, the administrative workload is reduced, enabling coaches to focus on developing their programs and helping participants succeed.
In addition to this, digital coaching also provides access to top coaches around the world. Unlike traditional coaching, digital coaching uses data insights and technology to identify the strengths and weaknesses of an individual. It also helps an individual identify their blind spots and make progress towards their goals. Moreover, it is free to sign up for the digital coaching program. This kind of coaching can help both employers and employees improve their performance.
In an effort to create a more inclusive and equitable workplace, organizations are trying to attract and retain more women. They're also improving leadership training for women and promoting gender parity. But how can we break the "broken rung"? Here are some tips to overcome this obstacle.
Women face different challenges in the workplace compared to men. They face stress and burnout and juggle work with personal life. They also encounter roadblocks at the early stage of their career. These barriers hamper their advancement and prevent women from moving up the ladder. This is especially true in entry level positions.
Research shows that women are less likely to be promoted than men. They hold only 38% of initial management positions compared to 62% for white men. This gap is a major obstacle to advancement and equalizing gender diversity at the senior level. Women of color are also less likely to reach management positions compared to white men.
The broken rung in the career ladder is the most common obstacle faced by women. It is an invisible barrier that prevents women from reaching senior management positions. Fixing this problem will enable women to advance faster. Research shows that women who have equal opportunities are more satisfied with their careers and are likely to stay at a company longer.
While gender equality has become more common in many countries, many women still face barriers in the workplace. Increasing diversity in the workforce can help women break through barriers and move up the ladder. Companies can create a more inclusive environment by increasing the number of women in senior positions. This will result in happier employees and an inclusive culture.
Companies should focus on addressing the root cause of the "broken rung" and recruit more women by fixing the culture of work. Many companies are addressing this issue by ensuring that women are set up for success from the very beginning of their careers. These companies use external recruiters to identify diverse talent, and make sure that job requirements are gender neutral. Women make up more than half of MetLife's management team, and the company has developed a leadership development program for new managers, called "Aspire to Lead." The program teaches women how to lead their teams and be effective in a leadership role.
Another barrier to women in leadership is the "glass ceiling," a 40-year-old term referring to the invisible barriers that prevent women from rising to the top. But recent McKinsey & Company research indicates that the real problem is the "broken rung." Women often leave the workforce at an early age or fail to reach the middle of the career ladder. As a result, they are often left behind, unable to reach the highest levels.
This broken rung is the biggest barrier facing women. They face the broken rung at the first level, and are more likely to remain at the entry-level level, making it more difficult for them to reach a position at the top. This is one of the reasons why only 72 women are promoted for every 100 men. Increasing the number of women in management is critical for equality, but it is not easy to fix the broken rung.
The current culture of leadership training often fails women because they do not receive the same formal mentoring opportunities as men. However, addressing these issues can help women in the workplace become more effective leaders. For instance, formal coaching can help new female leaders build professional skills and confidence, and it can also help build the pipeline of female leaders. While Lanik agrees that coaching can be an effective development tool, he says the gap still exists because women do not have access to these interventions.
The broken rung is a complex problem. It is not easily solved by one simple method. It requires multiple, multidimensional approaches. One such approach is to identify future leaders through objective data. It should be noted that only 10% of organizations use objective data to identify future leaders.
One of the best ways to promote gender equality in the workplace is by empowering women. This means ensuring equal opportunities for women, creating gender-specific programs, and encouraging women to step into different roles and take on more responsibility. This is especially important among senior management, who should lead by example and create the necessary conditions for gender equality.
Gender equality benefits both employees and companies. It fosters a more diverse workplace that is more creative and innovative. Companies with a diverse workforce are more likely to experience faster growth and achieve greater profitability. Additionally, gender equality influences consumer perceptions of a brand. It is well-known that today's workforce is less accepting of gender-based discrimination, and they are more likely to rally around brands that promote gender equality.
To promote gender parity in the workplace, employers can provide seminars or workshops for employees. These events should help employees become aware of unconscious gender stereotypes. It is also important to include senior executives in these seminars and workshops. The World Economic Forum estimates that it may take more than 200 years to eliminate the gender pay gap worldwide.
Developing a fair, transparent, and equitable compensation plan for employees is an important way to promote gender equality in the workplace. By offering equal pay for equal work, employers can attract and retain top talent. In addition, a compensation plan should include multiple compensation types. This way, employees will feel that their salaries are appropriate for their skill set and experience.
It is important to consider the culture of an organization when considering the best way to promote gender equality in the workplace. While there may be challenges to this, the benefits of gender equality are enormous, and everyone has a role to play. Companies must challenge their assumptions and reinvent their systems and processes to make these changes happen.
Publicizing salary data is also a crucial step to ensure that everyone is paid equally. A company should also include pay brackets to ensure that there is no discrimination. The absence of gender equality in the workplace can lead to a lower overall productivity. Additionally, women face difficulties in achieving their career goals. By providing paid parental leave, some companies are doing their part to ensure that women can meet both demands.
For those of you who aren't familiar with these names, the Top 100 DEI Leaders in 2021 are the people who are poised to make their mark on the business world. These leaders are not only experts in their field, but also sought-after board members. They work with Fortune 500 companies, Top 10 Global Consultancies, and fast-growing startups. Some of these leaders have been named by Fast Company, Entrepreneur, and other publications. Others have been recognized as contributors to the top entrepreneurship magazines and have spoken at universities like Columbia, UPenn, and EY.
Khalil Smith, the Vice President of Inclusion at Akamai, has served in senior leadership roles at a variety of global companies. He previously worked with a cognitive science consulting firm, NeuroLeadership Institute, and was a learning and development leader at Apple Inc. for 14 years, leading a global training team of more than 40 learning professionals who helped Apple meet critical training priorities. He also has a master's degree in Business Administration with a dual concentration in Leadership and Strategy.
Lambert is a former finance professional who moved into technology and diversity. After earning a diversity certificate from Cornell University, he began working on leadership roles in the global workforce. His current focus is on bridging the gap between awareness and action. He is the only son of seven children.
Smith also serves as the Global Head of Diversity at Thumbtack, where he ensures that minority business owners are treated fairly, as well as fostering an inclusive culture internally. With 15 years of experience in HR leadership roles, Smith is an engaging speaker and media contributor. His mission is to lead with authenticity and intentionality while delivering measurable business results.
Smith's diversity and inclusion efforts are supported by his vision for an inclusive and equitable workplace. He is actively working to expand the company's commitment to diversity and inclusion. His work with the LGBTQ+ employee resource group at Netflix and on promoting diversity in the workplace is part of his overall commitment to diversity and inclusion.
"A new generation of leaders must be able to tackle the issues facing the workforce and advance diversity and inclusion." As an entrepreneur, Smith can make a huge impact by making an impact on his industry. In his own company, he leads the DEI Globally team and oversees the company's HR strategy in North America. A veteran of the March for Racial Justice, she is an advocate for Native people and an advocate of diversity in tech. She is also a co-founder of eWOW, a nonprofit that works to promote diversity.
In the world of diversity and inclusion, Dr. Harmon has made her mark as a top leader in the field. She's the current chair of New Endeavors by Women, a volunteer with Streetwise Partners DC, and a member of Mercer/Marsh's Women's Executive Leadership Group. She was also named one of DCA Live's 25 HR Leaders of the Year. In addition, she recently received the designation of one of the top 100 DEI leaders in 2021.
The Mogul's Top 100 DEI Leaders in 2021 honors individuals who have made exceptional contributions to the field of diversity and inclusion, and who have inspired others to do the same. This list is determined by weighted scoring, which takes into account new practices, support for DEI, and social contributions. This list recognizes leaders who are transforming the world of diversity and inclusion.
Another top DEI leader is Travis L. Robinson. He served as an early engineer at Pinterest and now heads their organization responsible for their ad products and shopping platforms, which generate more than $1.5 billion in revenue. Additionally, he serves on the board of directors of Florida Atlantic University and the National Diversity Council.
As a top DEI leader, he's passionate about ensuring businesses thrive. Previously, he was CEO of Shell International B.V., where he lobbied for family-friendly policies worldwide. His efforts resulted in the implementation of a global minimum maternity leave policy.
In addition, Dr. Harmon's team also works with the company's diversity and inclusion strategy. He is responsible for driving the company's commitment to DEI. His team supports this mission by bringing diverse populations into the company. His team also creates opportunities for family engagement and connectivity. In addition, the team promotes inclusion by organizing identity-based festivals and creating 1:1 support.
The year 2021 is a watershed year for diversity, inclusion, and equity in the workplace. The Top DEI Leaders for 2021 represent diverse functions, locations, and perspectives. Modupe Congleton is a highly recognized diversity leader with expertise in Culture Transformation, Change Management, and Sales and Marketing. He has been a key influencer in diversity and inclusion efforts at several organizations.
He's big, physical, and athletic. He's a great hold-up player and has a knack for scoring. He's played for the Atlanta United u15's. He'll likely break into the first team sooner rather than later.
In the year 2021, the workplace landscape became increasingly diverse and inclusive. As a result, the Top 100 DEI Leaders in 2021 are an impressive group of individuals from various functions and locations. The diverse list features leaders in diverse areas, such as sales and marketing, culture transformation, and invisible disability advocacy.
Adam Travis has a passion for helping companies succeed. Prior to joining Logitech, he worked at Elsevier B.V. He promoted family-friendly policies and helped implement a global maternity leave policy. The diversity and inclusion leader has won numerous awards and honors for his efforts.
Noel has been active in DE&I since she was a child, starting with activism as a young child. She's served on the boards of organizations and is honored to be a change agent. Yuri's mission is to help mission-driven enterprises live their "why" by building world-class HR organizations and company cultures.
Jes Osrow has long been an advocate for women in STEM fields. As Executive Alignment for Tandem's DEI programs, she's also provided leadership within Athena San Diego, a local organization aimed at building leaders who are underrepresented in STEM fields.
Jes Osrow is a diverse and inclusive leader. As a former crisis counselor, she is now an ed-tech company's Chief People Officer. A multi-talented leader, she balances strategy with humility, centers marginalized employees, and delivers measurable business outcomes. In addition to being an effective leader, she also co-owns a small business and is an activist for LGBTQ rights.
Creating a positive workplace environment is essential. Employee resource groups, or ERGs, are a powerful way to recruit underrepresented talent. As a result, they have become a vital part of diversity, equity and inclusion efforts.
Tara Turk-Haynes is VP of Diversity and Inclusion at Leaf Group, overseeing the company's recruitment and hiring efforts. Before joining the company in 2016, Turk-Haynes worked in Editorial at Variety Magazine, where she served as Project Lead for Tim Gray's diversity initiative. She has also held positions at Ticketmaster, Metacloud, NBC Universal, and the Sundance Channel.