The Diversity Pivot

In today's competitive business landscape, DEI is not just a moral imperative but also a strategic advantage [https://www.forbes.com/sites/lizelting/2024/11/11/why-corporate-america-should-reconsider-scaling-back-dei/]. Organizations that embrace diversity and inclusion are better equipped to understand and cater to the needs of a diverse customer base, attract and retain top talent, and drive innovation. In today's episode, we'll discuss how by quietly and effectively embedding DEI into their culture, organizations can create sustainable and inclusive workplaces that drive long-term success. No one knows the future of DEI for certain, yet it is likely that the DEI divide will widen, DEI language will shift and DEI work will continue quietly. Full article here: https://www.forbes.com/sites/juliekratz/2024/11/13/what-the-next-trump-presidency-means-for-the-future-of-dei/

In this episode, we'll discuss how diversity, equity, and inclusion initiatives have become a hot-button topic in politics and at work. While some organizations are doubling down on their commitment to creating inclusive workplaces, others are quietly (or not so quietly) abandoning these efforts. But stepping away from DEI can have significant, and often overlooked, consequences for your business. Full article here: https://www.forbes.com/sites/juliekratz/2024/11/06/why-abandoning-diversity-efforts-will-hurt-your-bottom-line/

The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer’s DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to Benevity's State of Workplace DEI report [https://benevity.com/state-of-dei-2023]. I unpack these strategies in this episode: 1. Leverage your existing employee resource groups (ERGs). 2. Proactively set the tone for leaders to have candid conversations about inclusion. 3. Clearly reinforce the meaning of and expectations for DEI at the organization. 4. Reinforce existing DEI training and resources. Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/

In my interview with Tiffany Yu, disability advocate and author of the newly released Anti-Ableist Manifesto [https://www.tiffanyyu.com/], she defines disability as, “The interaction between individuals with a health condition with personal and environmental factors including negative attitudes, inaccessibility and limited social support.” Read the full article here: https://www.forbes.com/sites/juliekratz/2024/10/16/how-to-be-an-anti-ableist-ally/

Najauna White is a vibrant force in the travel and tourism sector, with a flair for sparking change and building bridges. Her journey in hospitality and tourism has seen her champion diversity and inclusion at every turn, leading to her current role as Vice President of Diversity, Equity, and Inclusion at Miles Partnership. Here, she's a trailblazer, rolling out impactful DEI initiatives, from educational programs to dynamic staff engagement strategies. We discuss: 1. The ROI of DEI 2. The role of the senior leadership team in DEI 3. How to get middle management support Follow Najauna at https://www.linkedin.com/in/najaunawhite/ [https://www.linkedin.com/in/najaunawhite/] and Julie at https://www.nextpivotpoint.com/ [https://www.nextpivotpoint.com/]