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How to Engage a DEI Consultant for Effective Outcomes

Dr. Nika White • Feb 13, 2020

As the business world catches on to DEI and more consultants are hired, people are realizing there is much more strategy and guidance needed for successful and sustainable outcomes to occur.

The working relationship between an organization and consultant can’t be left to chance in the hopes that the fit is correct or a strategy will be smoothly enacted.

To achieve desired outcomes, it’s a great idea for organizations to know exactly how to engage a DEI consultant, what the relationship should look like, and what strategic steps to expect along the process.

Before I share those details, I want to touch on why it’s beneficial to specifically hire an external DEI consultant.

First, why do businesses seek out DEI practitioners?

 

There are a multitude of reasons why a business or organization, with or without resources, would need to hire a diversity consultant or additional support for their practitioners:

  • Businesses may have a DEI practitioner or department in place, but the volume of work can be too great.
  • Businesses may not have in-house capabilities, current staff expertise, or the wherewithal to execute the work.
  • Businesses might need specific expertise and additional facilitation to round out their current knowledge base.
  • Businesses may already have someone astute at DEI who is facilitating in a programmatic way and they may need an assessment or audit to elevate the work to the next level.
  • Businesses may have reached a point where they are building out learning and development and need someone who has expertise in specific content and curriculum areas.

In addition, many in-house DEI leaders share that hearing from an outside voice helps to move the work forward in a more intentional way and with greater confidence.

I often hear from internal DEI leaders that organizations can feel they are biased towards their work and suggestions (as they should be because that’s what they are hired to focus on). Bringing in a non-biased outside voice to analyze and share what’s needed can be helpful.

DEI is both a specialized skill set and a broad discipline. People can forget that there is an extremely large volume of work to be done and that there are various types of specialists within the field.

Because of these points, there are many ways you should engage with your hired consultant in order to get the best outcome for your organization.

Here are 7 ways to better engage a DEI consultant for effective outcomes:

 

1. Understand the difference in expertise

 

It’s important for leaders who are making the hiring and vetting decisions to understand that different consultants have different areas of expertise.

Many people lump DEI into a giant category of diversity consulting, but there are many different divisions.

You must be clear about what specific needs or areas of focus you’re trying to address—whether you need someone involved in HR, career development, board leadership, cultural audits, DEI strategy planning, implementation, supplier diversity, employee resource groups, and so forth.

Before even reaching out, you should at least have a general understanding of what the internal problems are, what you perceive the needs to be, and then you can secure accurate proposals and quotes from the different consultants.

2. Leave room for the DEI consultant to do an evaluation

 

Often, an organization will call a DEI consultant saying “we need this { specific item } in regards to DEI.”

In reality, the needs of that organization can be very different—and often are.

It’s important to leave room for the DEI consultant to do some type of their own evaluation so they can help you uncover deeper needs.

This evaluation doesn’t have to be intense or overly formal. You can create a dialogue so the consultant can spend time with your primary contacts, ask questions, dig into your organization’s culture, and be able to ascertain how to best go about the assessment.

Come with the problem and opportunity you are trying to address versus coming with exactly what you believe you want them to execute.

By leaving space for the DEI expert to evaluate, you can uncover hidden issues or opportunities, and then ultimately create a better game plan for effective work.

3. Do preliminary internal work and come prepared

As a client, you should already have done some preliminary internal work, especially within leadership. One of my earlier blogs shares various steps and ways this can be done.

With this relationship, there needs to be some level of “buy in” to address the internal opportunities or solve the potential problems.

If you’re bringing in a DEI consultant blind and no one else in the organization has done any preliminary work, it can waste time and effectiveness for both you and the consultant.

Create an internal dialogue with stakeholders and leaders around the problems for what you’re trying to address with DEI. This intel can then be shared with the DEI consultant so they can be as informed as possible.

This intel can be:

  • Sharing assessments/surveys with staff and leadership
  • Internal audits with various teams
  • Sharing the types of information that would help the consultant have a good sense of the “pulse” of the organization
  • Analyzing where the organization is at within the continuum of DEI (not every organization is in the same place).

As the DEI consultant, one question I like to ask when first engaging in potential client relationships is, “What led you to seek out a consultant?”

The answer usually helps me understand their “why” of this work and lets me know if some initial legwork has gone into discussing with stakeholders.

If others in the organization don’t believe there’s an issue, problem, or opportunity—then it can cause stagnancy and lack of progress in the work.

4. Review the type of budget you’re working with

A vital point is having a sense of what type of budget you are wanting to allocate to solve this problem or opportunity.

Assessing budget can be difficult because the business often wants the consultant to tell them to share what they believe the budget is.

The conversation is valuable to have both ways, since there needs to be initial analysis and allocation of the internal budget, and then the DEI consultant can share proposals for what different projects might be (whether it’s for certain ongoing work, specific types of practitioners, or specific curriculums/programs).

It’s an important move to have these preliminary financial conversations and see that there is, in fact, an investment of money that can be allocated towards this work.

5. Be aware that a DEI consultant is not necessarily a ‘diversity trainer’

This is an essential distinction that ties back to Point #1 — in regards to the needs of the organization and what you are trying to accomplish.

Just because you consult with a certain DEI consultant around areas that need to be focused on, it does not mean that that consultant is necessarily the “diversity trainer” to develop those specific curriculums.

As stated, there are many types of consultants, advisors, specialists and trainers—and there is a difference between all of them. Each one is somewhat nuanced so make sure you are asking questions for exactly what you’re looking for before hiring.

As the DEI consultant, one thing I personally like to provide in initial conversations is a capability statement and media kit that relates to some of the work that I’ve done with different clients.

This helps the client become aware of the exact type of work I do and provide and they can better reflect on their own needs.

This means we will be on better grounds to perceive the work going forward and I can see if I can personally address their needs or if they have to hire a different advisor or specialist.

6. Look for specific skill sets or certifications in a consultant

As you begin to vet different consultants, make sure to check for their academic background and what they’ve executed and accomplished in the DEI space.

You want to look into their competence and involvement on the various topics that astute DEI consultants should be able to speak to. This includes  organizational leadership, change management, labor relationships, and talent management and development.

Sometimes it’s necessary to ask questions or consider: “Does this DEI consultant have a certification—particularly from entities that will train at a high level?”

Educational pedigrees and certifications are not necessarily “make or breaks” but in the comparison process, they are an important consideration. Especially if their certification or education is directly applicable to the need your organization has.

7. Think about the value of a long-term retainer relationship

A key consideration when you’re hiring a consultant is the value and effectiveness of long-term retainer contracts.  An ongoing consultant relationship often leads to the best institutional, interpersonal, and knowledge base outcomes for clients.

Initially, some businesses want to do monthly or 6-month long projects. A DEI consultant can, of course, come in to do that scope of work. But the benefit of a longer investment, such as a 24-month retainer contract, is that it becomes more productive to gather more data points and and more effective to implement the strategies over a longer period of time.

Some further benefits of long-term retainers are that they ensure fiscal transparency, predictability, and allow for fluidity to align the body of work with its vast needs and complex layers. Longer work creates the ability to build upon the initial, foundational groundwork.

Working on a recurring basis also tends to be more cost-effective over the long term—instead of varying and additional project fees for multiple scopes of work.

This is because the consultant won’t really know the full scope of work and ideal strategy until their time has been spent on doing the deep work and truly assessing the business. As the consultant uncovers new data, the work often evolves and updated strategies or specialist recommendations can become necessary.

With any change management process, long-term trust and buy-in are critical to effective change. Long-term relationships let DEI consultants intimately know the organization’s culture, knowledge of industry, and overall business processes, which can lead to more targeted and applicable advice.

Success with a DEI consultant relationship

By putting the proper effort and time investment into a relationship with a DEI consultant, your business or organization can create the most effective results.

But it’s not only about putting the effort in to secure the consultant, but also knowing what to look for, how to engage them, and how to lead each other to those sustainable outcomes.

The relationship can then become more beneficial in terms of stakeholder comfort, the consultant’s ability to lead, and both side’s overall confidence through the entire process.

Do you have any additional tips or insights from either side—either how businesses and organizations can better engage DEI consultants, or as a consultant, how to better support the relationship with organizations for more effective outcomes?

The Multifaceted Path Forward for DEI

By Nika White • 19 Apr, 2024
Diversity, Equity, and Inclusion (DEI) has become a lightning rod in the current political and economic climate. A recent CNN segment sparked outrage among practitioners for its superficial exploration of the topic. Panelists, lacking expertise in the field, perpetuated misconceptions and equated DEI with affirmative action, a dangerous mischaracterization. The portrayal of DEI on CNN was a missed opportunity, to say the least. It fuelled many misconceptions, including the dismissal of DEI in affirmative action cases. Dismissing DEI as "reverse racism" misses the fundamental purpose of fostering inclusivity and equity in workplaces and institutions. DEI is about creating a level playing field, ensuring everyone has a fair shot at opportunities, regardless of background. It dismantles systemic barriers, not creates them. This isn't the first time DEI initiatives have been attacked, with some states banning DEI programs in universities. A wave of anti-DEI legislation has emerged since 2023. The Chronicle of Higher Education reports that 28 states and Congress have seen a combined 81 bills targeting college-level diversity, equity, and inclusion programs. Eight of these bills have already been enacted in states like Texas and Florida. This trend extends beyond education. Attrition rates are high, and some companies are dismantling their DEI efforts. Companies are witnessing cutbacks in DEI teams, and prominent figures like Bill Ackman and Elon Musk have voiced criticism of diversity programs on social media . Studies by Revelio Labs reveal a concerning trend in Diversity, Equity, and Inclusion (DEI) roles. By the end of 2022, these positions experienced a significantly higher attrition rate of 33% compared to just 21% for non-DEI roles. This challenge seems to be compounded by layoffs, with companies like Amazon, Applebees, and Twitter disproportionately targeting DEI teams since mid-2022. Revelio Labs' 2023 report further highlights this issue, indicating a near 40% churn rate (employee turnover) for DEI roles in companies experiencing layoffs, compared to a 24% churn rate for non-DEI roles. It's easy to be discouraged by these developments. But here's the truth: the importance of DEI has never been greater. For all its flaws, the CNN segment highlighted a crucial point: there's a fundamental misunderstanding of DEI. Panelists equated it with affirmative action and "reverse racism," completely missing the mark. DEI is about dismantling systemic biases that have disenfranchised entire groups for generations. It's about creating a level playing field and ensuring opportunities for all. Some argue DEI is "unnatural" and "forced." But within the structures we've inherited, DEI won't naturally happen. That's why we need intentional DEI work. So, where do we go from here? What is the path forward for DEI? There isn't a one-size-fits-all answer. The beauty of the DEI profession lies in its very diversity. DEI practitioners come from a multitude of backgrounds and bring unique perspectives. This is a strength, not a weakness. There's room for those who choose to weather the current storm, patiently educating and advocating despite the headwinds. Others may choose to step back and re-evaluate their strategies in light of the evolving landscape. Still, others may decide to pivot their approach completely, seeking new and innovative ways to achieve DEI goals, such as the field’s multidisciplinary nature. We need to weather this storm by: Leaning into the Multidisciplinary Nature of DEI: There's no single "right" way to approach DEI. We need practitioners from various backgrounds - legal, social science, HR - to create comprehensive solutions. Supporting Each Other: DEI work can be thankless and isolating. We must create a robust professional network where practitioners can share best practices and offer encouragement. Reframing the Narrative: The media often portrays DEI as divisive. We need to counter that narrative by emphasizing the positive impact of DEI on businesses, institutions, and society as a whole. The current political and economic climate may make DEI seem like a luxury. But it's the opposite. DEI is the key to building a more just and equitable society. By embracing the richness of the DEI profession and supporting its practitioners, we can ensure this vital work continues. We must support practitioners navigating this challenging landscape and empower them to decide how to best show up in this space. Let's move beyond the “one size fits all” approach. Let's celebrate the multifaceted nature of DEI work. Through this collective effort, we can ensure that DEI isn't just a fad but a lasting movement that creates a more just and inclusive world.

The Unspoken Impact: Dry Promotions vs. Dry Speaking Gigs

By Nika White • 09 Apr, 2024
In the realm of professional development and career advancement, two terms have emerged, each carrying significant weight in their respective spheres: "dry promotions" and "dry speaking gigs." OK, full transparency, I just made up "dry speaking gigs," but not the pervasive concept. While these expressions share similarities in their potential impact, they diverge in their visibility and discourse within mainstream media. Both have a profound effect, particularly on women, especially minority women, underscoring broader issues of equity and recognition in the professional landscape. Dry Promotions "Dry promotions" refer to instances where employees are given additional responsibilities, titles, or tasks without corresponding increases in compensation or benefits. This phenomenon often leaves individuals feeling undervalued and overburdened, leading to dissatisfaction and burnout. For women, particularly minority women, dry promotions exacerbate existing disparities in pay and recognition. Research consistently shows that women are more likely to receive less compensation for similar roles compared to their male counterparts. When these promotions lack financial acknowledgment, it perpetuates the cycle of gender-based wage gaps and reinforces systemic inequalities in the workplace. Media coverage of dry promotions has gained traction in recent years, shedding light on the prevalence of this issue across industries. However, the focus on dry promotions alone fails to address a parallel trend that disproportionately affects women: dry speaking gigs. Dry Speaking Gigs "Dry speaking gigs" entail invitations for professional speakers, often founders, authors, or thought leaders, to speak at events or conferences without compensation, relying solely on the promise of exposure and networking opportunities. While exposure can be valuable in specific contexts, the expectation of free labor undermines these individuals' expertise and time investment. Women, especially minority women, are frequently approached for dry speaking gigs under the guise of "diversity initiatives" or "opportunities for visibility." While the intention may be well-meaning, the outcome perpetuates the devaluation of women's labor and expertise. It reinforces the notion that their contributions are secondary and expendable, further marginalizing their voices in professional spaces. Unlike dry promotions, the issue of dry speaking gigs receives limited media attention. While discussions on gender disparities in speaking engagements exist, the focus often centers on representation rather than the economic implications for women speakers. This oversight neglects the financial impact and perpetuates the normalization of unpaid labor within the speaking circuit. Addressing the Harm Systemic changes are imperative to combat the detrimental effects of dry promotions and dry speaking gigs. Employers must prioritize equitable compensation structures that recognize and remunerate employees' contributions fairly, irrespective of gender or demographic factors. Similarly, event organizers and conference hosts must commit to compensating speakers for their time and expertise, dismantling the expectation of free labor. Moreover, amplifying women's voices, particularly minority women, requires proactive efforts to create inclusive spaces and opportunities for professional development. This includes actively seeking out diverse speakers, providing financial support for participation, and fostering environments that value diverse perspectives. Final Thoughts While dry promotions and dry speaking gigs may differ in visibility and discourse, both perpetuate systemic inequities that disproportionately impact women, especially minority women. By acknowledging and addressing these issues, we can strive toward a more inclusive and equitable professional landscape where all individuals are valued and compensated fairly for their contributions.

Celebrating Mrs. Willie Pearl Mackey King: A Woman of the Movement Behind the Letter from the Birmingham Jail

By Nika White • 22 Mar, 2024
March provides the perfect opportunity to acknowledge and celebrate the influences of women who have made significant contributions to history. This article pays tribute to Mrs. Willie Pearl Mackey King, an often-overlooked woman of the movement who played a crucial role in one of the most important documents of the civil rights era, Dr. Martin Luther King Jr.'s "Letter from the Birmingham Jail." Before her pivotal role in transcribing Dr. Martin Luther King Jr.'s "Letter from the Birmingham Jail," Mrs. King had already established an impressive professional career. She worked for the US Equal Employment Opportunity Commission for 32 years as an accounting officer and financial manager. Even after retirement, she continued contributing her expertise as a contractor for the US Office of Compliance on Capitol Hill for six years.

A Point of View: The Vital Importance of Black Medical Professionals for Black Communities

By Nika White • 23 Feb, 2024
Providing equitable health care remains a pressing issue in many societies, particularly among historically marginalized populations. In recent years, there has been an increasing recognition of the critical role that Black medical professionals play in serving Black communities. Providing culturally competent care and understanding the unique health disparities that Black individuals face is essential for addressing health care inequities. Here, let’s explore the significance of the representation, trust, cultural sensitivity, and improved health outcomes that arise from increasing the presence of Black health care professionals within the medical field. These realities underscore the importance of Black medical professionals in promoting diversity, equity, inclusion, and justice (DEIJ) within health care systems. The Historical Context of Health Care Inequities Understanding the significance of Black medical professionals requires acknowledging the historical context of health care inequities within the Black community. Racial disparities in health care have persisted for decades, leading to disproportionate rates of certain diseases, higher mortality rates, and distrust within the Black community toward the medical system. According to a report by the Government Accountability Office (GAO), the maternal death rate for Black or African American women was 44.0 per 100,000 live births in 2019. This rate increased to 55.3 in 2020 and climbed to 68.9 in 2021. In contrast, white women had significantly lower death rates of 17.9, 19.1, and 26.1 during the same respective years. In terms of COVID-19, there are significant racial disparities in outcomes among Black individuals. Studies have shown that Black patients have experienced higher rates of hospitalization and death due to COVID-19 compared to white patients. Regarding death rates, the CDC has reported that the death rate for African Americans/Blacks in the United States is higher compared to other racial/ethnic groups. In 2018, the death rate for African Americans/Blacks was 16.3 per 100,000, while it was only 2.5 per 100,000 for whites. It is essential to address these health disparities and work toward implementing policies and interventions that promote health equity for the Black community. Role of Black Medical Professionals: Social Justice Perspective From a social justice perspective, having Black medical professionals in Black communities is vital in addressing systemic health disparities. Historically, Black communities have faced more significant barriers to accessing quality health care due to various factors such as lack of insurance, limited resources, and discrimination. These disparities have had detrimental effects on the overall health and well-being of Black individuals and contribute to the racial health inequities that persist today. There are several significant benefits to increasing the representation of Black medical professionals: Cultural Sensitivity and Understanding. Black medical professionals better understand the cultural nuances, experiences, and challenges Black individuals face. They can provide more culturally sensitive care, which can help build trust and improve patient-provider communication. Furthermore, representation plays an influential role in shaping health care experiences. Enhanced Access to Care. Black medical professionals can serve as role models and mentors, inspiring young people in the community to pursue careers in health care. As a result, there will be a greater likelihood of Black individuals seeking medical care and receiving appropriate treatment. Such representation promotes diversity and helps cultivate a more inclusive environment where patients feel understood, respected, and empowered. Building Trust. The historical mistreatment of Black individuals in medical settings has led to deep-rooted mistrust. Including Black doctors, nurses, and other health care professionals helps foster trust between minoritized patients and their providers. Patients who relate to and identify with their health care providers are more likely to communicate openly, share relevant medical information, and actively participate in decision-making. Trust ultimately leads to better health outcomes and improved patient satisfaction. Addressing Implicit Bias. Black medical professionals can help combat the implicit biases in health care. Studies have shown that medical professionals from different racial backgrounds may have different biases and treatment approaches. Having Black professionals in the field can help challenge and mitigate unconscious biases that may negatively impact Black patients. Tailored Health Care Strategies. Black medical professionals can help develop and implement health care strategies that specifically address Black communities’ unique health challenges. They are better positioned to advocate for policies and interventions that consider the social determinants of health and address the root causes of health disparities. Community Engagement. Black medical professionals can play an active role in community engagement and education, promoting preventive care, conducting health screenings, and addressing health concerns specific to the community. This engagement can help empower individuals and communities to take charge of their health. Final Thoughts Diverse representation in the medical profession is necessary to address health care disparities and promote equity in Black communities. Through their presence, Black medical professionals serve as catalysts for change, advocating for improved health care policies, fostering trust, providing culturally sensitive care, and ultimately contributing to better health outcomes. Health care institutions and policymakers must make concerted efforts to recruit, retain, and support Black medical professionals, ensuring they play a central role in shaping a more inclusive and equitable health care system for all.

Reflections on DEI Trends in the Past and Predictions for the Future

By Nika White • 20 Feb, 2024
In 2023, we witnessed various DEI trends that challenged and reshaped how organizations approach diversity, equity, and inclusion. Companies that should have prioritized diversity and inclusion faced significant challenges such as public backlash, loss of talent, and damage to their reputation. Predicted 2024 DEI Trends In 2024, several exciting developments and challenges in creating inclusive environments exist. These predicted trends highlight the continued importance of diversity, equity, and inclusion in organizations and the need to adapt and evolve strategies to create truly inclusive workplaces. The Next Generation of Disability Inclusion: In 2024, there will be a heightened focus on environmental inclusion for individuals with disabilities. Organizations will prioritize creating physical spaces that are accessible and accommodating, implementing ramps, elevators, and sensory-friendly areas. Focus on Flexibility: The concept of flexibility in the workplace will continue to gain traction. This may include adopting four-day work weeks, as seen in some European countries. Companies must develop new performance and project management approaches to navigate team dynamics, collaboration, and scheduling effectively. Providing employees with flexible holidays and benefits, such as unlimited vacation days or remote work options, will also be emphasized. Hyper-Intersectionality: Intersectionality will become an even bigger focus in 2024. Organizations will prioritize creating multipurpose rooms instead of gender-specific bathrooms to accommodate individuals with diverse gender identities. Learning from models in other countries, organizations will explore more inclusive practices, such as providing closed captioning on videos to help non-English speakers access information, or offering short-term and long-term caregiving support. Recognition of the intersectionality of identities, including marital status, will also be essential. More Political Hype: Increased political discourse and controversies will require organizations to provide correct information and counteract misinformation. Companies will be expected to actively engage in conversations about societal issues and take a stance on diversity, equity, and inclusion matters. This could involve initiatives such as fact-checking resources and sharing accurate information to combat misinformation. ESG Unlimited: Environmental, Social, and Governance (ESG) factors will be at the forefront of corporate decision-making. Organizations will prioritize sustainable practices, social responsibility, and ethical governance. For example, a manufacturing company may invest in renewable energy sources to reduce its carbon footprint and implement supply chain transparency to ensure fair wages and working conditions. Broader AI Adoption: Artificial Intelligence (AI) will be widely adopted to enhance diversity, equity, and inclusion efforts. AI-powered tools can help remove biased language in job descriptions, anonymize applicant information during hiring processes, and provide real-time accessibility features. If utilized correctly, this technology can aid in better decision-making and create equitable opportunities for all. A Complete DEI Reset: In 2024, organizations will undergo a complete DEI reset, reevaluating their current diversity, equity, and inclusion strategies, policies, and initiatives. This includes reassessing goals, implementing new programs, and fostering a culture of inclusivity at all levels of the organization. Companies will actively seek employee feedback, develop accountability measures, and ensure that DEI efforts are integrated into all aspects of the business. Ways Organizations Can Continue to Uplift DEI Based on previous DEI trends and the predicted trends for 2024, Nika White Consulting suggests several proactive steps organizations can take to uplift Diversity, Equity, and Inclusion: Commitment from Leadership: Organizations must have buy-in and commitment from leadership to prioritize DEI. Leaders should demonstrate their dedication to fostering an inclusive and diverse workplace culture through their actions, statements, and resource allocation. Strategic Planning: Develop a comprehensive DEI strategy that aligns with business goals and addresses the predicted DEI trends for 2024. This plan should include specific actions and initiatives aimed at attracting, retaining, and promoting diverse talent and creating an inclusive work environment. Transparent and Inclusive Hiring Practices: Ensure that hiring practices are fair, inclusive, and free from bias. Implement blind resume screening, diverse interview panels, and mandatory diversity training for recruiters and hiring managers. Build partnerships with diverse talent pipelines and expand recruitment efforts to attract underrepresented candidates. Employee Education and Training: Invest in DEI education and training programs for all employees. Focus on raising awareness about unconscious bias, promoting cultural competency, and creating a more inclusive workplace. Provide ongoing training and development opportunities to help employees understand the importance of DEI and their role in fostering an inclusive environment. Employee Resource Groups (ERGs): Encourage the formation and support of ERGs for various underrepresented groups within the organization. ERGs provide a platform for employees to connect, share experiences, and advocate for inclusion. Provide resources and opportunities for ERGs to collaborate and contribute to the broader DEI strategy. Regular Diversity Metrics and Reporting: Track and report on diversity data regularly. Measure progress and identify improvement areas by collecting data on employee demographics, representation at different levels, pay equity, and employee satisfaction. This data-driven approach helps organizations stay accountable and make data-informed decisions. Partnerships and Outreach: Collaborate with external organizations, community groups, and educational institutions to foster diversity and inclusion. Building relationships with these entities can provide access to diverse talent pools, enhance community engagement, and support local initiatives. In conclusion, organizations should proactively embrace DEI by having leadership commitment, implementing strategic plans, practicing inclusive hiring, providing employee education, supporting ERGs, tracking diversity metrics, fostering partnerships, and continually evaluating and adjusting their DEI efforts. By following these practices and keeping the predicted DEI trends for 2024 in mind, organizations can create more inclusive, equitable, and thriving workplaces. 1. McKinsey. (2023, January 13). 2023 DEI initiatives report: Inside the lighthouses. 2. The Society for Diversity webinar on "End of the Year: DEI 2024 Trends & Checklist" by Leah Smiley .

Support Black Women in Higher Education

By Nika White • 14 Feb, 2024
Lincoln University's Former Vice President of Student Affairs, Dr. Antoinette Bonnie Candia-Bailey, 's tragic and sudden passing has left a void in the higher education community. Dr. Candia-Bailey was a respected leader dedicated to providing services and support to students, and her death is felt by many. The former Vice President was 49 when she died by suicide. Candia-Bailey's mother and husband said she had been terminated by John Moseley, the university president, on January 3, 2024. Furthermore, Bailey's husband stated that his wife was depressed and did not feel supported in her role at the university. Considering this tragedy, it is essential to reflect on the comments made by journalist and Pulitzer Prize winner Nikole Hanna-Jones during her testimony on discrimination against Black women in higher education. In 2021, Hanna-Jones accepted a tenure position at Howard University instead of the University of North Carolina at Chapel Hill, effectively concluding her prolonged struggle with UNC's board of trustees, who had delayed offering her tenure. According to a data snapshot by the American Association of University Professors, as of the Fall of 2018, Black women made up only 3.2% of full-time instructional faculty at degree-granting postsecondary institutions in the United States. Furthermore, in 2018, Black women comprised slightly more than 2% of tenured professors. At the same time, Black women are some of the most educated individuals, often pursuing advanced degrees and dedicating their lives to improving their communities. Yet, despite their potential, Black women are often not given the same support and opportunities as their peers in higher education. Higher education institutions must recognize the need to support and uplift Black women. Here are a few ways we can show up for Black women in higher education: Offer mentorship and networking opportunities. Black women are often underrepresented in faculty and leadership roles in academia, which can lead to a lack of role models and support systems. By offering mentorship and networking opportunities, institutions can create a community of support for Black women. Address issues of discrimination and marginalization. Bias and discrimination against Black women in academia are still prevalent, and institutions must actively work to address these issues. By creating a more inclusive and equitable environment, institutions can help support Black women and ensure their talents are recognized and valued. Increase representation in higher education leadership. One primary way to support Black women in higher education is by increasing their representation in leadership positions. Institutions should actively work towards creating more opportunities for Black women to assume leadership roles. When Black women occupy leadership positions, their voices and perspectives can help shape policies and decision-making processes that are more inclusive and reflective of the diverse student body and faculty. By actively working to increase representation, institutions send a powerful message that they value and recognize the contributions of Black women in higher education. Overall, the tragic loss of Dr. Antoinette Bonnie Candia-Bailey underscores the urgent and long-standing need to support Black women in higher education. Institutions are responsible for ensuring that Black women are given the same opportunities and support as their peers. Let us honor the legacy of Dr. Candia-Bailey by working to create a more just and equitable higher education system for all. Source: https://news.yahoo.com/lincoln-university-president-paid-leave-223632748.html?guccounter=1&guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAB1H3DgqWQ4fbF1U_0yCI0X2B0cn2CH_tFd_eu9dgmf5qF53OzhTW2bAB01R1BwOM5qqUAbQy-daddKGUgGI4eA3gPnuO-3uEVk02FziE9A7HQWzBjfhvYGd68IxoEsiRZT14QP9s0iE72gUy-muS_CkAvZ8LofMiflLk2tMI_f0 Source: https://www.washingtonpost.com/education/2021/07/10/black-journalism-students-nikole-hannah-jones/

Overcoming Language and Cultural Barriers: Promoting Inclusion in Multilingual and Multicultural Workplaces

By Nika White • 08 Jan, 2024
In today's globalized world, more and more businesses are embracing diversity and operating in multinational environments. Along with the benefits come challenges, such as language and cultural barriers, that can hinder effective communication and collaboration. Overcoming language and cultural obstacles is crucial for organizations to enhance communication, foster innovation, build stronger relationships, expand global reach, meet legal requirements, and create a positive reputation. By promoting inclusion in multilingual and multicultural workplaces, companies ensure that all employees feel valued and respected and can contribute their best, leading to overall success and growth. This article will explore strategies and best practices for overcoming these barriers and promoting inclusion in multilingual and multicultural workplaces. It is essential for organizations to overcome language and cultural barriers and promote inclusion in multilingual and multicultural workplaces for several reasons: Enhancing Communication: Effective communication is crucial for the smooth functioning of any organization. By addressing language barriers through language training and technology, organizations can improve communication channels and ensure that all employees can understand and be understood. Intentional efforts to enhance communications lead to better collaboration, increased productivity, and reduced misunderstandings. Fostering Innovation and Creativity: Embracing workplace diversity brings many perspectives, experiences, and ideas. Organizations can tap into this wealth of diversity by promoting inclusion, breaking down cultural barriers, and fostering innovation and creativity. Different cultural backgrounds can lead to unique problem-solving approaches and fresh ideas, enhancing competitiveness in the market. Building Stronger Relationships: Overcoming language and cultural barriers helps build stronger employee relationships. When individuals feel valued and included, trust is fostered, leading to more effective teamwork, improved morale, and higher employee satisfaction. This positive work environment can also contribute to increased employee retention and loyalty. Expanding Global Reach: In today's interconnected world, organizations are expanding their global reach and tapping into diverse markets. Companies can better understand their target audience and develop successful marketing strategies by embracing multilingualism and multiculturalism in the workplace. This inclusive approach demonstrates a commitment to cultural sensitivity and can help organizations build strong relationships with international clients and partners. Meeting Legal and Ethical Requirements: Many countries have legislation to promote diversity and inclusion in the workplace, including specific requirements related to language accessibility and cultural sensitivity. By overcoming language and cultural barriers, organizations ensure compliance with these legal obligations and demonstrate their commitment to ethical practices. Creating a Positive Reputation: Organizations prioritizing inclusion and actively working to overcome language and cultural barriers build a positive reputation among employees and stakeholders. This reputation can attract top talent, develop strong partnerships, and enhance the organization's brand image. Importance of Inclusion in Multilingual and Multicultural Workplaces: Inclusion is not just a buzzword; it is essential for the success of any organization. Embracing diversity brings a wealth of perspectives, knowledge, and skills, fostering innovation and creativity. However, to reap these benefits, organizations must address the language and cultural barriers that can create divisions and limit collaboration. Here are strategies organizations can leverage to overcome language and cultural barriers and promote inclusion in multilingual and multicultural workplaces: Improving Communication: Language Training: Providing language training for employees can help break down language barriers and improve communication. Offering courses, language exchange programs, or hiring interpreters can effectively support employees in improving their language skills. Use Technology: Leveraging technology can aid communication in multilingual workplaces. Translation tools and apps can bridge the gap between languages, ensuring adequate understanding and reducing potential misunderstandings. Simplify Language: Encouraging clear and concise communication can make it easier for non-native speakers to follow discussions. Avoiding jargon and slang and using clear and straightforward language can significantly affect understanding. Clear Communication Channels: Ensure that communication channels within the organization are transparent and inclusive. Utilize visual aids, diagrams, and clear instructions to supplement verbal communication. Encouraging open dialogue and active listening can also help overcome language and cultural barriers. Promoting Cultural Understanding: Cultural Awareness Training: Educating employees about different cultures, practices, and traditions can help foster understanding and respect. Workshops or training sessions on cultural sensitivity can provide insights into diverse perspectives and minimize stereotypes. Celebrate Diversity: Create opportunities to celebrate different cultures within the workplace. Organizing cultural events, sharing traditional food, or acknowledging important holidays can foster a sense of belonging and appreciation for diverse backgrounds. Encourage Collaboration: Facilitate cross-cultural interactions and encourage collaboration between employees from different backgrounds. Cross-functional teams with diverse members can lead to increased innovation and problem-solving abilities. Building Relationships and Trust: Foster an Inclusive Environment: Creating an inclusive workplace culture starts from the top. Leaders should foster an environment where everyone's contributions are valued and diverse backgrounds and experiences are respected. Set Clear Expectations: Communicate expectations for behavior and conduct in the workplace to ensure that everyone feels included and safe. Establishing guidelines for respectful communication and promptly addressing conflicts can help build employee trust. Encourage Open Dialogue: Regularly encourage employee feedback and open dialogue to address concerns about language or cultural barriers. Listening to their experiences and implementing necessary changes will demonstrate a commitment to inclusivity. Final Thoughts: Embracing diversity in the workplace brings many perspectives, experiences, and ideas, fostering innovation and creativity. By addressing language barriers through language training and technology, organizations can improve communication channels and ensure that all employees can understand and be understood. This leads to better collaboration, increased productivity, and reduced misunderstandings. Furthermore, overcoming language and cultural barriers helps build stronger employee relationships, fostering trust and effective teamwork. In today's interconnected world, organizations are expanding their global reach and tapping into diverse markets, making it essential to prioritize multiculturalism and multilingualism to ensure compliance with legal obligations and ethical practices. Overcoming language and cultural barriers requires a proactive and inclusive approach. Organizations can create an inclusive and harmonious work environment by promoting language training and cultural awareness and fostering relationships built on trust and respect. Sources: https://clockify.me/blog/managing-teams/cultural-and-language-barriers-at-work/ https://www.linkedin.com/pulse/20140603143206-20499125-how-to-overcome-language-and-cultural-barriers-in-the-workplace/ https://learnlanguagesfromhome.com/overcome-language-barriers-workplace/ https://takeitpersonelly.com/2018/01/02/5-ways-to-overcome-cultural-barriers-in-the-workplace/

Creating Inclusive and Equitable Budgets: A Guide for Organizations

By Nika White • 11 Dec, 2023
As organizations prepare for the year 2024, it is important to set financial goals and ensure that diversity, equity, and inclusion (DEI) considerations are integrated into budgeting processes. With the ever-changing market dynamics, it is also essential to reassess budgets strategically, considering the impact of market conditions. This article aims to guide the creation of DEI budgets, offering different approaches to tackle this crucial task. The negative impacts of not having a DEI budget can be significant, as it may hinder the progress and effectiveness of DEI initiatives within an organization. Here are some critical negative consequences: Lack of Resources: Without a dedicated budget for DEI initiatives, organizations may struggle to allocate sufficient resources to support meaningful change. It can result in underfunding or neglecting important programs, training, hiring practices, or community engagement efforts, limiting the organization's ability to address DEI challenges effectively. Inequality and Underrepresentation: Without financial commitment, organizations may fail to address systemic barriers and promote equitable opportunities. This can perpetuate existing inequalities and further marginalize underrepresented groups in terms of hiring, career advancement, promotion, and access to resources. Missed Business Opportunities: DEI considerations are not only moral imperatives but also essential for business success. Organizations that neglect to invest in DEI initiatives may miss out on diverse perspectives, innovation, and enhanced creativity that can lead to new market opportunities, increased customer satisfaction, and improved overall performance. Decreased Employee Morale and Engagement: A lack of investment in DEI can signal to employees that their organization does not value diversity, equity, and inclusion. This can lead to decreased morale, disengagement, and higher turnover rates. Employees from underrepresented groups may feel unsupported, undervalued, or excluded, negatively impacting team dynamics and overall productivity. Reputation and Stakeholder Perception: In today's socially conscious world, organizations that do not prioritize DEI may face reputational damage. Customers, employees, shareholders, and other stakeholders increasingly expect organizations to commit to diversity, equity, and inclusion. A lack of investment in DEI can lead to negative public perception, loss of trust, and potential consequences for the organization's brand and image. Legal and Compliance Risks: Inadequate attention to DEI can expose organizations to legal risks, including discrimination claims, lawsuits, and reputational damage. Organizations that do not have a DEI budget may be less proactive in addressing systemic issues and ensuring compliance with relevant laws and regulations. DEI budgets should be intentional and not based on economic performance or happenstance for several reasons. Firstly, intentional DEI budgets demonstrate a commitment to creating an inclusive and diverse workplace. By allocating dedicated resources to DEI initiatives, organizations signal that diversity, equity, and inclusion are a priority and not just an afterthought. This intentional approach helps build trust among employees and stakeholders, showing that the organization is genuinely invested in addressing systemic barriers and promoting equity. Secondly, tying DEI budgets to economic performance risks neglecting and deprioritizing DEI efforts during challenging times. When DEI allocations are solely based on financial performance, DEI programs may be the first to be cut during cost-cutting measures, undermining the progress in promoting diversity and inclusion. This approach contradicts the recognition that diverse and inclusive organizations are more likely to drive innovation, attract top talent, and achieve better business outcomes. Furthermore, an intentional DEI budget enables organizations to address systemic issues and promote equity proactively, regardless of economic circumstances. It allows for developing and implementing long-term strategies, such as diverse hiring practices, employee training, and inclusive workplace policies, which require consistent investment over time. By intentionally approaching DEI budgets, organizations can demonstrate a sustained commitment to fostering a more equitable and inclusive environment for all employees. Let's delve into the steps and strategies for effectively incorporating DEI principles into budgeting while considering the market's influence. Step 1: Assessing the Current State of DEI: Before embarking on the budgeting process, it is necessary to understand the current DEI landscape within the organization. Evaluate the existing diversity, inclusion, and equity initiatives, policies, and programs to identify gaps and opportunities for improvement. This assessment will provide a foundation for aligning the budget with DEI goals. Step 2: Establishing DEI Budget Priorities: Define clear DEI objectives and align them with the organization's overall strategic goals. This step involves identifying the key areas where financial resources should be allocated to support DEI initiatives. Focus areas include recruitment and retention, employee training and development, supplier diversity, community engagement, and accessibility initiatives. Step 3: Gathering Data and Resources: Collect data on DEI-related programs, projects, and interventions to inform the budgeting process. Use metrics and analytics to measure the effectiveness of current initiatives and identify areas that require additional investment. Additionally, research industry best practices and leverage external resources such as reports, surveys, and market intelligence for benchmarking and strategic insights. Step 4: Budget Allocation and Prioritization: Allocate funds based on the established DEI priorities and available resources. Consider developing a separate DEI budget category to ensure visibility and dedicated funding for these initiatives. When prioritizing allocations, consider the potential impact of the market on budgets and adapt strategically. For example, in times of economic downturn, identify cost-effective strategies that still advance the organization's DEI goals. Step 5: Monitoring, Reporting, and Accountability: Establish a system for monitoring and reporting on the progress and impact of DEI initiatives. Doing so will enable continuous evaluation and adjustment of the budget as needed. Hold regular check-ins and reviews to ensure accountability throughout the organization. Communicate the budget's DEI components to stakeholders, employees, and leadership to foster transparency and create a shared sense of responsibility. Final Thoughts: Now more than ever, it is essential for organizations to have clarity on how to establish a DEI budget to protect the efficacy of the work. This article has provided a guide on approaching DEI budgeting, emphasizing the importance of assessing the current state, setting priorities, gathering data, allocating funds, and monitoring progress. By not tying DEI budgets to economic performance or happenstance, organizations can create a more inclusive environment, foster innovation, and achieve better business outcomes in the long run. It can impede progress, affect employee engagement and productivity, harm the organization's reputation, and potentially lead to legal and compliance issues. Therefore, organizations must recognize the importance of allocating dedicated resources to DEI initiatives and incorporate them into their budgeting processes. With this in mind, remember that the specific approach to DEI budgeting may vary based on each organization's needs, resources, and industry context. Tailoring the strategies and tactics outlined in this blog to suit your organization's unique circumstances is essential. Sources: Protecting DEI Progress When Budgets Are Tight - Harvard Business Review 12 Ways Companies Are Boosting Their DEI - SHRM To Make Lasting Progress on DEI, Measure Outcomes - Harvard Business Review The Business Impact Of Diversity, Equity And Inclusion - Forbes

Paradigm Shift in Emotional Inclusion in the Workplace

By Nika White • 13 Nov, 2023
There is a growing recognition of the importance of emotional inclusion in the workplace. Emotional inclusion refers to creating an environment where individuals can feel safe, supported, and valued in expressing their emotions. It means acknowledging and accepting a wide range of emotions and experiences, reducing shame and stigma associated with specific emotions, and creating a culture of empathy and connection. Emotional inclusion is an essential component of mental health and well-being in the workplace, and it involves addressing mental health concerns, improving communication, and building trust. Many companies are beginning to uplift initiatives that support emotional inclusion as it promotes deeper connections between individuals and better team performance, and it is a vital aspect of creating a positive and inclusive culture in the workplace. For example, the Society for Human Resource Management (SHRM) has emphasized the importance of emotional intelligence in promoting inclusive workplaces. SHRM notes that building emotional intelligence skills can help employees and supervisors gain greater self-awareness and empathy, reduce workplace bias, and improve communication. In another example, a 2021 study by LinkedIn found that companies with high employee engagement--often a byproduct of a positive and inclusive workplace culture--tend to have better business outcomes. As a result, many companies, have created employee resource groups and other initiatives to promote emotional inclusion and supportive work environments. Here are five ways organizations can create a safe and supportive environment for employees: Encourage open communication - Build an environment where communication is encouraged and feedback is actively sought and welcomed. Employees should feel free to voice their opinions and ideas without fear of retribution. Provide development opportunities - Offer training, mentorship, and other activities to encourage employee learning and growth. This promotes a sense of progression and can increase employee satisfaction. Implement employee resource groups (ERGs): ERGs are voluntary, employee-led groups that provide support, networking opportunities, and a sense of community for employees who share a common identity or interest. Creating ERGs for underrepresented groups can help foster inclusion and provide a space for employees to share their experiences and perspectives. Foster work-life balance - Encourage employees to take time off and recognize the importance of maintaining a healthy work-life balance. This can help reduce stress and promote overall physical and mental well-being. Prioritize well-being - Support employees' well-being by offering mental health resources, employee assistance programs, and flexible work arrangements. This demonstrates genuine care and concern for employee health and well-being. Final Thoughts The paradigm shift towards emotional inclusion in the workplace is gaining momentum as organizations recognize its importance. Creating an environment where individuals feel safe, supported, and valued in expressing their emotions is essential for mental health and well-being. Companies are implementing initiatives that promote emotional inclusion because it leads to deeper connections between individuals and better team performance. Organizations encourage open communication, provide development opportunities, implement employee resource groups, foster work-life balance, and prioritize well-being to create a safe and supportive environment for employees. By embracing these strategies, employers can foster a positive and inclusive culture that benefits employees and the organization. Sources: 1. Emotional Inclusion in the Workplace, emotionalinclusion.com 2. https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/emotional-intelligence-brings-out-the-best-in-inclusive-offices.aspx 3. https://www.linkedin.com/business/talent/blog/talent-strategy/global-talent-trends-report

The Impact of the Supreme Court Decision on Affirmative Action and the Struggle for Equality in College Admissions and Entrepreneurship

By Nika White • 11 Oct, 2023
On June 29, 2023, the Supreme Court delivered a controversial decision in the cases of SFFA v. Harvard and SFFA v. UNC, effectively dismantling the long-standing equal protection law and eliminating the use of affirmative action in college admissions. This decision has far-reaching consequences for higher education, corporate, and financial institutions that aim to promote opportunities for people of color. Corporate Ambitions for Black Women Entrepreneurs Under Attack: 
The ramifications of the Supreme Court decision extend beyond college admissions. Several initiatives to promote economic progress for Black women entrepreneurs have come under scrutiny and legal challenges. The Fearless Fund, a prominent organization supporting Black women-owned businesses, faced a lawsuit accusing them of racial discrimination in their grant program. The American Alliance for Equal Rights also sued two law firms over their diversity fellowships. Furthermore, other conservative groups have targeted significant corporations such as McDonald's, Target, and Hello Alice’s partnership with Progressive, seeking to undermine programs that address racial inequality in business opportunities. Challenges Faced by Black Women Entrepreneurs:
 The report released by Blaze Group titled the 2023 State of Black Women-Owned Businesses Report® , sheds light on the realities Black women entrepreneurs face. It reveals that two-thirds of those surveyed work multiple jobs alongside their businesses. Additionally, nearly 20% of respondents have a household income below the U.S. poverty line, while 55% fall into the middle-income bracket. These statistics highlight the funding gap that Black women entrepreneurs encounter, as they are often left to fully finance their ventures due to exclusion from traditional financial institutions. The Historical Context and the Struggle Ahead: 
To understand the significance of this Supreme Court decision, one must acknowledge the deep-rooted racial discrimination and oppression embedded within many societal institutions in the United States. The country's history, including its judicial system, education system, and financial institutions, has a legacy of systemic racism that has contributed to the current disparities. Despite this setback, it is crucial for institutions and individuals to continue advocating and implementing equitable practices that foster access to opportunities for marginalized communities. Moving Forward: 
While the Supreme Court decision represents a significant disappointment and a step backward in pursuing racial equality, it does not mean the end of the fight. Here are three things to consider doing immediately: 1) Stay informed and engaged with ongoing developments of the affirmative action decision and research that centers the voices and experiences of Black women entrepreneurs as collective mobilization and unity are vital in the ongoing struggle for equity. Click here to read the full 2023 State of Black Women-Owned Businesses Report®. 2) Support Black women-owned enterprises by: a. Purchasing products and/or services from Black women-owned businesses b. Creating equitable pathways for access to opportunities for Black women entrepreneurs (mentorship programs, access to risk management services, mental health services, etc.). c. Highlighting Black women-owned businesses on your personal and professional platforms. 3) Actively push for equitable laws and practices to bridge racial gaps in various industries. Final Thoughts: 
The Supreme Court's decision to eliminate affirmative action in college admissions has had far-reaching consequences. It affects educational institutions and hinders efforts to provide equal opportunities for people of color in various sectors, including entrepreneurship. The challenges Black women entrepreneurs face, such as limited access to funding, highlight the pressing need to address systemic biases and ensure equitable practices. While setbacks may arise, the fight for racial equality and inclusive opportunities must continue through collective action and persistent advocacy.
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