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https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/02/13/mental-health-is-a-workplace-priority-but-what-are-we-missing/?sh=782dc0c65149

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Amie Courtney, Human Resources Director, Cranberry Township.
Gallup recently released its State of the Global Workplace 2022 report, which identified that "60% of people are emotionally detached at work and 19% are miserable." A quick search on any internet platform will identify mental health and well-being as a main priority for employers and another quick search can find a long list of ways to improve your employees' mental well-being. However, despite this increased focus on employee mental health, well-being and efforts by employers to offer support and services, employees continue to struggle. The question to each of us across all leadership roles in business needs to be: Why? Why, despite these efforts, are employees continuing to remain emotionally detached in record numbers?

The Importance Of Trauma-Informed Workplaces

I believe that what is missing is education and training to allow employers to become trauma-informed workplaces. Now you may be thinking, "What does that even mean?" Or you may think, "Trauma only exists for a small percentage of my employees."

To provide context, a recent article in the Journal of Clinical Psychiatry estimated the total economic burden of post-traumatic stress disorder (PTSD) for 2018 at $232.2 billion, with $42.7 billion of that burden resulting from civilian unemployment. Trauma-related symptoms that can impact an employee's ability to perform at work may include anxiety, depression, lack of motivation, intrusive thoughts, emotional dysregulation, poor memory concentration or focus, or high sensitivity to criticism. These impacts alone demonstrate the importance of employers becoming a trauma-informed workplace.

In order to address the impact trauma has on the workforce and become trauma-informed, employers must first understand what trauma is. Trauma is an emotional response and impact left on a person after living through a distressing event. However, it is important to remember that trauma is based on how an individual experiences an event and has nothing to do with anyone else's determination about whether that event is distressing.

Individuals who have experienced trauma may demonstrate a sudden decline in their performance or may have areas that are repeatedly identified as needing improvement but do not improve, even with performance improvement plans or specific goals identified for them. Employees demonstrating trauma symptoms such as those identified above will continue to struggle with meeting performance standards until the underlying cause of lack of performance is addressed.

How To Become A Trauma-Informed Employer

Trauma-informed employers will be well-equipped to recognize the underlying cause of these difficulties and to provide support and guidance for that underlying trauma. The CDC has identified guiding principles to help create a trauma-informed approach in a variety of avenues, which is applicable to employers. Those six principles are:

* Safety

* Trustworthiness and transparency

* Peer support

* Collaboration and mutuality

* Empowerment and choice

* Cultural, historical and gender issues

As any business leader is aware at this point, it is imperative that employers develop policies and trainings directed at informing and supporting their employees' mental well-being. Those looking to incorporate trauma-informed education should focus on establishing a culture that supports the physical and emotional safety of their employees, recognizes the signs and symptoms of trauma on physical and mental health, builds trust and promotes collaboration among all levels of staff, promotes empowering all employees and provides an environment that is sensitive and supportive of employee racial, ethnic and cultural backgrounds and gender identity.

By doing so, employers will ultimately improve employee engagement, resulting in increased employee retention and productivity.

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

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Council Post: Mental Health Is A Workplace Priority, But What Are We Missing?

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Amie Courtney, Human Resources Director, Cranberry Township. Gallup recently released its State of the Global Workplace 2022 report, which identified that "60% of people are emotionally detached at work and 19% are miserable."

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https://www.weforum.org/agenda/2022/09/mental-health-with-end-in-sight-for-the-pandemic/

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Most employers are urging workers to head back to the office for a few days a week, at least.

With the World Health Organization announcing that the 'end is in sight' for the pandemic the season of full-time, home-based work is likely coming to an end for some.

Employers need to take steps to protect workers' mental health and wellbeing as they return to offices.

The sun is setting on the work-from-home golden hour. The World Health Organization just announced that the ' end is in sight ' for the pandemic, but employers around the world have been luring employees back to work for months. And now, some employers in the US are officially calling time on the home-based work season.

The Wall Street Journal reports that starting this month, "attendance [will be] expected and office resisters will be put on notice " at several large corporations in the US.

What is the World Economic Forum doing about mental health?

Some employers are opening new office spaces hoping and expecting that workers will use them. Others are trying to balance all preferences, by giving employees the flexibility to choose where they work and for which hours.

At the same time, many tech companies are allowing employees to work full time from home, from the office, or a combination of the two. Some are even allowing employees to choose which country they work from.

Click to enlarge

PwC's Global Workforce Hopes and Fears Survey 2022 finds that workers who can't work remotely are also far less likely than others to say they find their job fulfilling, believe that their team cares about their wellbeing, feel that they're fairly rewarded financially or feel they can be creative in their work.

This group represented 45% of the respondents in the survey and reported less satisfaction with their job than those working in hybrid or fully remote work settings (50% versus 63%).

Insights from Deloitte suggest that empowering employees to work from a suitable and convenient location rather than requiring them to work from a particular office has the potential to promote a better work/life balance as well as being a more equitable approach.

In the end, hybrid work is probably the sweet spot, with employees able to enjoy some autonomy over their work lives and employers having the comfort of seeing their workers back at their desks at least two or three days a week.

The widescale introduction of hybrid working gives us the opportunity to take the best from home working and office-based work and provide a more balanced and healthier solution for all staff - mentally and physically.
-Supporting Mental Health in the Workplace, Allianz Partners

Reclaiming time

Taking all things together, and considering outcomes like the ' great resignation' and the freshly coined ' quiet quitting ' phenomenon, it becomes clear that work is a definitive factor in the balancing of the human psyche. Selling labour also puts a figure on employees' sense of self-worth.

The COVID-19 restrictions, which compelled employers to modify the traditional 'clock-in and clock out' employment terms, allowed employees to reclaim their time and redress an often lopsided work/life balance.

The future of work has raised some of the most intense debates because work impacts quality of life. At the heart of that is wellbeing: mental, physical and emotional. Employees now expect work to work for them, not just those working in their own countries, but those working abroad, and even those considering foreign placements.

Therefore, as employers roll out return-to-work programmes, they need to design systems to enable workers to have meaningful and healthy return-to-work experiences by providing individual, manager and organizational interventions.

Click to enlarge

Protecting mental health

Organizations like the Wellcome Trust are placing mental health firmly on the agenda for the workplace. The Trust has found that more and more employers are looking for ways to support the mental health of their staff. As a result, the global corporate wellness market is predicted to grow to $66 billion by 2022.

There are many reasons why employers choose to invest in workplace mental health, including research showing that anxiety and depression are costing the global economy approximately $1 trillion every year in lost productivity.

Employers and employees can often have strained relationships but the latest research from Edelman shows that 78% of employees trust their employer and 69% believe the people they work with are a significant source of community in their life. Staggering statistics, indeed. But if the majority of the 7000 global respondents are to be believed, then it begs the question, what more can employers do to support the mental wellbeing of their employees?

Allianz Partners suggests that mental health support needs to be:

Visible - regular awareness building is preferable to a 'one and done' approach.

Accessible - provide support via physical and digital means as some employees have accessibility issues.

Varied and multi-pronged - no single support system will address everyone's needs.

Centering wellbeing in the workplace

Employers now need to seize the opportunity to add real value to their employees' lives and contribute to a society where mental health and wellbeing are not discussed in the shadows but addressed and supported in the light of day.

One review of workplace intervention studies has found that relaxation techniques, taking time to recover from the physical and psychological effects of work, promotion of physical activity and stress management are central to person-directed interventions.

Employers need to take a participatory approach to institute organizational support systems that help workers reduce stress and become more productive. This would require that managers are trained to respond quickly and adequately to employees in distress and create an environment that allows them to seek help without shame.

Workers themselves need to be trained in mental health literacy and awareness to improve their knowledge on the subject and encourage a non-stigmatizing approach to mental health issues. Employers can also provide opportunities for employees to acquire a variety of stress-management skills including skills like mindfulness, self-reflection and problem solving as well as physical exercise and activity.

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Why mental wellbeing must be a priority in the workplace

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Most employers are urging workers to head back to the office for a few days a week, at least. With the World Health Organization announcing that the 'end is in sight' for the pandemic the season of full-time, home-based work is likely coming to an end for some.

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https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/employers-identify-workforce-mental-health-priorities-for-2022.aspx

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Employers Identify Workforce Mental Health Priorities for 2022

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Employers are looking to make their well-being programs a differentiator to attract and engage top talent this year. Here are the actions employers plan to take to improve employees’ mental health and well-being.

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https://www.youtube.com/watch?v=TcHXve4ilnw

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Peace Circle Promotes a Valuable Discussion at Lewis University

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https://www.apa.org/news/apa/2022/surgeon-general-workplace-well-being#:~:text=APA's%20Striving%20for%20Mental%20Health,affect%20an%20organization's%20bottom%20line.

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U.S. surgeon general cites APA research in new guidance around strengthening workplace well-being.

Cite this

Novotney, A. (2022, October 21). Why mental health needs to be a top priority in the workplace. https://www.apa.org/news/apa/2022/surgeon-general-workplace-well-being

Spotlighting the role of mental health in the workplace, the U.S. surgeon general issued new guidance outlining how long working hours, limited autonomy, and low wages aren't just driving a U.S. labor shortage, but may actually be at the heart of the nation's mental health crisis.

Putting mental health at the center of workplace policies is more important than ever as the nation grapples with financial stressors, shifts in workplace culture exacerbated by the pandemic, and growing concerns about stress among Americans. Extensive psychological research shows the importance of providing mental health coverage, appropriate training for employees, flexible work options, and equity in the workplace, among other evidence-based tactics to improve the workplace.

"A healthy workforce is the foundation for thriving organizations and healthier communities," said U.S. Surgeon General Vivek Murthy, MD. "As we recover from the worst of the pandemic, we have an opportunity and the power to make workplaces engines for mental health and well-being."

More than 160 million people are a part of the U.S. workforce today, and the average full-time employee spends approximately half of their waking life at work. Further, the covid-19 pandemic changed the nature of work for many and the relationship that some workers have with their jobs, often blurring the lines between their professional and personal lives and creating stress and burnout. In fact, nearly two in five (39%) workers report that their work environment has had a negative impact on their mental health, according to APA's 2022 Work and Well-being Survey.

A happy, healthy workforce is good for employees and the bottom line

The Surgeon General's Framework for Mental Health and Well-Being in the Workplace, which cites research from APA, is designed to encourage organizations to rethink how they protect workers from harm, foster a sense of connection among workers, show workers that they matter, make space for their lives outside work, and support their growth.

Specific recommendations in the surgeon general's report, based on psychological science, include asking workplace leaders to listen to workers about their needs, increasing pay, and limiting communications outside of work hours.

Developing policies and practices supporting the mental health and well-being of all workers costs money, time, and energy. But evidence published by APA shows that the cost of failing to support employees' psychological well-being is often far higher.

APA's Striving for Mental Health in the Workplace initiative, launched in May 2022, found employees with high levels of stress are more likely to miss work or to show lower engagement and commitment while at work, which can negatively affect an organization's bottom line. Even before the pandemic, employee stress levels were high. A 2018 analysis found the estimated cost of job stress nationwide may be as much as $187 billion, with 70% to 90% of those losses resulting from declines in productivity-and the pandemic has only worsened the situation.

Organizational leaders are well-positioned to influence a positive culture shift and normalize mental health in the workplace. These positive and supportive workplace practices can boost employee mental health, company morale, and your bottom line, said Arthur C. Evans Jr., PhD, APA's chief executive officer.

"On average, we spend 90,000 hours of our lifetimes at work," Evans said. "Businesses and employers have a responsibility to ensure that those hours are spent in environments that support the mental health of employees and their families. Doing so is not only better for people's well-being, but better for the businesses themselves. We cannot underestimate the positive impact we can have when we align our workplace policies and practices with people's psychological health."

Evans and other workplace mental health advocates suggest leaders focus on several actions to improve employee mental health. Among them: training managers to support employees' mental health; increasing employees' options for where, when, and how they work; ensuring health insurance policies have robust mental health coverage; using employee feedback to improve and evolve the workplace culture; and looking at organizational policies through a lens of equity, diversity, and inclusion.

While training managers and making sure insurance plans cover mental health seem like obvious fixes, how flexible work arrangements improve mental health may be less apparent. However, research shows autonomy improves mental well-being.

"When we feel like we have more control over our lives, it reduces our psychological distress and improves our mental well-being," Evans said. "I think it's a mistake for leaders to discount the importance of having that flexibility."

Contact APA Office of Public Affairs

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Why mental health needs to be a top priority in the workplace

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U.S. surgeon general cites APA research in new guidance around strengthening workplace well-being. Cite this Novotney, A. (2022, October 21). Why mental health needs to be a top priority in the workplace. https://www.apa.org/news/apa/2022/surgeon-general-workplace-well-being Spotlighting the role of mental health in the workplace, the U.S.

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https://uprisehealth.com/resources/dei-and-mental-health/

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The Evolution of DEI in the Workplace

Workplace diversity training began soon after the Civil Rights Act of 1964, which required employers to end discriminatory hiring practices. However, these trainings were ambiguous and unenforced, producing very little change in employment practices. In 1998, Harvard sociologist Frank Dobbin reported that, by 1970, just 4 percent of employers had established affirmative-action offices and only 20 percent had established affirmative-action policies. While many organizations have implemented diversity, equity, and inclusion (DEI) programs over the years, it still hasn't been easy to establish programs that drive meaningful change.

However, in 2020, DEI in the workplace became top of mind for employers and employees. The COVID-19 pandemic and a string of movements to address tragic social injustices, including #MeToo, #BlackLivesMatter, and #StopAAPIHate, have made it undeniably clear that all are not affected equally. Finances, food security, domestic violence, homelessness, wellbeing, and mental and physical healthcare are just some of the social determinants that disproportionately affect people of color, women, the LGBTQA+ community, and other marginalized groups.

These events spurred a nationwide, cross-industry urgency to invest in and implement more and better workplace DEI initiatives. DEI in the workplace is now a core business function at companies big and small. In 2020, ZoomInfo, a B2B database, reported that "over the last five years, there has been a 113% increase in execs with diversity and inclusion titles, and nearly 40% of Fortune 500 companies have on-boarded an executive focused on the issue."

Social expectations aside, employers have plenty of other incentives to improve DEI. According to McKinsey, organizations that "rank in the top quartile for racial and ethnic diversity are more likely to have financial returns above industry medians." GRC, Global Research and Consulting group explains that more diverse and inclusive workplaces benefit from increased employee satisfaction, advantages in talent acquisition, better alignment with customers, and improved decision making and corporate innovation.

Connecting Mental Health and DEI

Mental health affects us all differently and can be looked at by gender, race, orientation, socioeconomic status, disability, and age. These descriptors are, of course, not the only factor at play when it comes to mental health but the data in each category provides insight into how each group of people lives. When descriptors overlap, such as when someone is a black female with a disability, the work-life issues that affect mental health can be even greater.

Research, reports Columbia University, suggests that a black adult is 20 percent more likely to experience a serious mental health concern than a white adult. CARE International's recent gender analysis found that 55 percent of women reported "a significant impact from COVID-19 related income loss," compared with 34 percent of men. Similarly, the analysis shares that 27 percent of women experienced increased mental health struggles, compared with 10 percent of men. In 2020, Science published research finding that people with low incomes are up to three times more likely to experience depression and anxiety. This is just the tip of the iceberg on the connection between DEI and mental health.

Beyond the data on who is disproportionately affected by mental health concerns, we also need to look at the why. Employees from diverse backgrounds or belonging to marginalized groups often deal with microaggressions, unconscious bias, a lack of representation, and other stressors-all of which play a role in their overall mental health and wellbeing.

How Access to Care is Affected by DEI

As employers become more aware of the multitude of ways that belonging to different groups and with diverse backgrounds can impact a person's mental health, they are leaning into their commitment to improving DEI in the workplace. There are various ways employers are doing this, not the least of which is improving access to effective mental health care services.

Just as demographics have an impact on mental health, they also affect access to mental health care, which is why understanding the connection between DEI and mental health is important. In this context, too, we need to look at both the who and the why.

For example, take a look at the data reported by the Substance Abuse and Mental Health Services Administration (SAMHSA). Of the adults who accessed mental health services over one year, 16.6 percent were white, 15.6 percent were American Indian or Alaska Native, 8.6 percent were black, 7.3 percent were Hispanic, and just 4.9 percent were Asian.

The reasons for such low rates of access to care among BIPOC (Black, Indigenous, and people of color) groups are many: lack of transportation or childcare, fear of racism and discrimination, different cultural perceptions about mental health, hesitation about taking time off work, language barriers, to name just a few. Additionally, employees who belong to these populations face many barriers to finding mental health providers who understand their culture, background, and identity. Case in point: the majority of mental health professionals-80.9 percent-are white.

While this is just one example based on race, there are infinitely more research-backed examples that connect the dots between lack of access to mental health care services and gender, age, LGBTQA+ identity, and other demographics. It's not only important to ensure that employees have access to mental health care but that they can access culturally appropriate providers in a way that makes them comfortable, such as through a digital mental health platform. Likewise, work-life services that are designed to serve diverse employee populations are essential to addressing the many barriers that people on your team may face when seeking access to mental health services.

There's no way around it: supporting DEI means supporting mental health. Organizations must ensure that employees have the support they need to thrive. But making effective, accessible, and culturally appropriate mental health care available is just the beginning. Leadership needs to be educated and empowered to respond appropriately to DEI and mental health issues. The stigma around mental health needs to be reduced. EAP and mental health benefits should be easy to understand and access. To create a truly healthy workplace, employers need to fully embrace DEI and mental health, together.

If you'd like more resources on creating a healthy workplace, check out our on-demand webinar, How to Have a Thriving Workplace in Turbulent Times, discussing steps to creating a healthy workplace.

Resources

https://www.zippia.com/mental-health-professional-jobs/demographics/

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Workplace diversity training began soon after the Civil Rights Act of 1964, which required employers to end discriminatory hiring practices. However, these trainings were ambiguous and unenforced, producing very little change in employment practices. In 1998, Harvard sociologist Frank Dobbin reported that, by 1970, just 4 percent of employers had established affirmative-action offices and only 20 percent had established affirmative-action policies.

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https://www.shrm.org/ResourcesAndTools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/Pages/Employment-Rate-Rising-for-People-with-Disabilities.aspx

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https://jolietleda.org/

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Joliet LEDA - Latino Economic Development Association

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Through the Illinois Latino Small Business Partnership, led by the Illinois Hispanic Chamber of Commerce, LEDA joins Latino chambers of commerce and economic development organizations across the State of Illinois in providing businesses with resources and technical assistance.

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News

Workforce Diversity Network (WDN) Announces New Board of Directors

Workforce Diversity Network (WDN) Announces New Board of Directors

Workforce Diversity Network (WDN) Announces New Board of Directors

Announcing the appointment of five new directors to the organization's Board of Directors: Kimberly Braithwaite, Ebony Burgess, Ronieka Burns, Deanna Rose, and Terry Platt. They join WDN co-founders Mike Streeter and Clay Osbourne.

Announcing New WDN Executive Director

Workforce Diversity Network (WDN) Announces New Board of Directors

Workforce Diversity Network (WDN) Announces New Board of Directors

Dr. Michael D'Arcangelo will begin his role as the new Executive Director for WDN, effective May 1, 2022.

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Workforce Diversity Network (WDN) Announces New Board of Directors Workforce Diversity Network (WDN) Announces New Board of Directors Workforce Diversity Network (WDN) Announces New Board of Directors Announcing the appointment of five new directors to the organization's Board of Directors: Kimberly Braithwaite, Ebony Burgess, Ronieka Burns, Deanna Rose, and Terry Platt.

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Here are some great videos!

https://rarediseases.org/resource-library/?taxonomy[collection]=diversity-equity-inclusion&taxonomy[resource_type]=educational-video

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National Organization for Rare Disorders

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Resources For Patients With Rare Diseases | NORD

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NORD is a registered 501(c)(3) charity organization. Please note that NORD provides this information for the benefit of the rare disease community. NORD is not a medical provider or health care facility and thus can neither diagnose any disease or disorder nor endorse or recommend any specific medical treatments.

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https://rarediseases.org/wp-content/uploads/2022/10/NORD_2022_DEI-Toolkit_Part1.pdf

https://rarediseases.org/wp-content/uploads/2022/10/NORD_2022_DEI-Toolkit_Part2.pdf

https://rarediseases.org/wp-content/uploads/2022/10/NORD_2022_DEI-Toolkit_Part3.pdf

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National Organization for Rare Disorders

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Resources For Patients With Rare Diseases | NORD

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Diversity, Equity & InclusionPDFApply Filters

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There can be no healthier future as long as there is racism that contributes to disparate health outcomes in our community and in our country. We are committed to combatting racism and promoting inclusion so that all members of the Lurie Children’s community feel valued, heard and safe and that every child can realize the promise of a healthier future.

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Quality education is inseparable from quality patient care. Lurie Children’s is the pediatric teaching hospital for Northwestern University Feinberg School of Medicine. Learn more.

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You already know that diversity, equity, and inclusion (DEI) has come into the spotlight over the past two years, but the Google Trends chart below shows just how drastic this shift is.

From the beginning of 2020 to today, the popularity of this search term has increased 700%. And there's no doubt that a good portion of those searches is coming from businesses trying to figure out how to do their part.

So if you're one of those businesses, read on to get 11 resources to help you in your DEI efforts. But first, a quick overview on what these terms mean.

What is diversity, equity & inclusion?

According to the eXtension Organizing Committee on Diversity, Equity, and Inclusion, diversity is the presence of differences, equity is fair treatment to those different groups, and inclusion is making sure each of those groups actually feels welcome.

So in the popular party analogy, diversity is having guests of different races, genders, religions, sexual orientations, ethnicities, nationalities, socioeconomic statuses, languages, (dis)abilities, ages, and political perspectives. Equity is making sure everyone who wants to attend the party can do so-such as by adding a wheelchair ramp. And inclusion is commonly referred to as being asked to dance, but some better definitions have emerged such as choosing the music and being part of the party-planning committee.

11 helpful DEI resources for small businesses

Use these resources to incorporate true accessibility and inclusivity into your marketing and business strategy.

1. Allyens' testimonials page

Allyens is an inclusive marketing agency with an inspiring mission to create "communications that open minds, connect every single identity, and reach people and goals never seen before." Its entire website can serve as a resource for you (as well as an excellent example of conversational copywriting), and its case studies page provides specific examples of how DEI and marketing goals can come together to benefit both your business and society.

In addition, its Instagram and other social accounts provide excellent tidbits, like so:

2. LinkedIn's Inclusive Language for Marketers Pocket Guide

LinkedIn's Inclusive Language for Marketers Pocket Guide is an excellent resources to help you incorporate diversity and inclusion into your brand identity and messaging.

The guide covers

What inclusive language is and why it matters

Different forms of inclusive language

Tips to stay inclusive with your language

Common exclusionary language and inclusive alternatives

3. Accessibilitytest.org

Accessibilitytest.org tool is also on our best website graders list. Accessibility Test does an accessibility evaluation of your site using the four leading testers: AudioEye, WAVE, axe, and HTML_CodeSniffer. allows you to test both single pages and full sites. You'll get an overall score and then specific recommendations surrounding:

Missing alt text for images

Empty headers

Non-descriptive link text

Missing form labels

Low contrast between background and foreground colors

As an added bonus, accessibility optimizations can also improve your SEO and help you drive more traffic to your website.

4. The Ethical Move

This inspiring organization reminds us that how we sell matters. In an effort to combat manipulative marketing and improve transparency, responsibility, and honesty-it has a pledge and a badge that businesses can obtain to join the movement.

To take the pledge and receive your badge, go to theethicalmove.org. It also has plenty of free resources for nonmembers, and you can follow them on Instagram @theethicalmove or sign up for their newsletter.

5. Google's Inclusive Marketing Toolkit

Google's Inclusive Marketing Toolkit is pretty awesome. It has all the standard components like how to incorporate inclusivity into your marketing, hiring, and company culture, but if you scroll down, there's a section that provides facts and stats about a number of marginalized groups. Click on any group and you'll get in-depth information about each group as well as considerations, mistakes, language to use, and more.

You can also find plenty more diversity, equity, and inclusion in marketing statistics here.

6. iMPACT's Inclusive Marketing Examples blog post

iMPACT's inclusive marketing examples covers 15 campaigns by top brands that can give you inspiration and ideas for your own campaigns. For example, The White Collection Bridal Boutique in Portishead, England, with its bride mannequin in a wheelchair.

7. The Drum's diversity column

The drum is a global marketing news site and magazine that also offers content marketing solutions and peer-to-peer learning networks. Its diversity column features leaders, creatives, and influencers from marginalized communities to raise awareness and identify solutions.

RELATED: 10 Practical & Inspiring Tips for Minority-Owned Businesses

8. Berkeley's DEI checklist

This DEI checklist, provided by the University of California Berkeley Haas School of Business is geared for larger organizations but you can pare it down to accommodate your business. It's designed to help you identify gaps and inform action when coming up with your own customized DEI plan.

It's separated into the institutional and community level and covers recruitment and hiring, employee evaluation and promotion, pay, flexible work, care and health, accountability, and equity-fluent leadership.

9. SHRM's DEI policy template

True diversity, equity, and inclusion comes from the inside out. The Society for Human Resource Management has a diversity, equity and inclusion policy template you can use as a starting point for your own. You'll want to customize it to your culture, industry, and practices, and as with any policy you create, it should be reviewed by your legal counsel for compliance with applicable laws.

10. The Accessible Social Checklist

And finally, the Accessible Social Checklist by the free resource hub Accessible Social. The first page has a list of 23 boxes to check, such as:

Suitable contrast in graphics to make sure the copy is legible.

Flattened copy in alt text.

Removing emojis from the middle of words.

Putting multi-word hashtags in Camel Case.

And the second page has a full glossary of terms to know (like flattened copy and Camel Case).

11. Ben's Definitive Guide to Disability Inclusion in the Workplace

Ben is an all-in-one employee benefits platform that makes it easy for employers and companies to give rewards and benefits to their employees. Its Definitive Guide to Disability Inclusion in the Workplace is an online experience that provides everything you need to know for improving workplace inclusivity-including stats, definitions, and useful links and resources.

Bookmark these diversity, equity & inclusion resources

While the explosion of DEI awareness is positive, it's unfortunate that it has taken society so long-and events as tragic as those that occurred in 2020-for this to happen. Furthermore, greater awareness does not mean greater action. We're still very much in a phase where we're more aware of how much action needs to be taken. But you can do your part by using these resources to promote and practice diversity, equity, and inclusion in your business and marketing strategies:

1. Allyens' testimonials page

2. LinkedIn's Inclusive Language for Marketers Pocket Guide

3. Accessibilitytest.org

4. The Ethical Move

5. Google's Inclusive Marketing Toolkit

6. iMPACT's Inclusive Marketing Examples

7. The Drum's diversity column

8. Berkeley's DEI checklist

9. SHRM's DEI policy template

10. The Accessible Social Checklist

11. Ben's Definitive Guide to Disability Inclusion in the Workplace

You can also refer to our post on making your emails accessible if email marketing is a part of your strategy.

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11 Diversity, Equity & Inclusion Resources for Small Businesses | WordStream

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Incorporate true diversity, equity, and inclusion into your marketing with these free tips, templates, and tools.

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Office of the Vice Chancellor for Diversity, Equity & Inclusion

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The Larine Y. Cowan Awards are presented annually to University of Illinois faculty and staff by the Office of the Vice Chancellor for Diversity, Equity & Inclusion in four categories: Advocacy for LGBTQ Affairs, Excellence in Access & Accommodations, Leadership in Diversity, and Teaching and Mentoring in Diversity.

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The need to increase diversity, equity, and inclusion (DEI) efforts has long been clear, but the COVID-19 pandemic made it even more apparent - and urgent.

Fully embracing DEI means doing more than just hiring people from a variety of backgrounds. A comprehensive commitment to DEI spans every part of the employee lifecycle.

From attracting talent all the way through to succession planning, opportunities exist for companies to think bigger and better about DEI and make a true impact on employees.

To get started on creating or refreshing your DEI strategies, we've developed these eight best practices for DEI that can serve as the foundation for your efforts.

1. Measure and Analyze Current Efforts

Start by surveying your employees to understand the current state of your initiatives and identify gaps or areas of improvement.

Set goals and get c-suite buy-in.

Ask open-ended questions in different formats and share the results to foster transparency.

2. Attract and Recruit Diverse Talent

Evaluate everything from the images on your site to the language in your job descriptions, to the channels or organizations where you source, then make adjustments to be more inclusive.

Consider adding an equity statement to your careers page and gender pronoun options to your interview process.

Use automated nurture messages to keep talent engaged, even when hiring is paused.

3. Eliminate Bias During Interviews and Hiring

Review job descriptions to identify and eliminate any gendered terms.

Take time to communicate with prospective hires about your DEI efforts.

Use software to hide panel feedback until everyone has completed their own to minimize groupthink.

4. Facilitate Inclusive Onboarding

Include an introductory training session explaining DEI definitions and efforts at your company.

Highlight portions of your company handbook or policies that are specific to DEI.

Connect new hires with employee resource groups (ERGs) or other support groups.

5. Lean on Learning and Development

Provide consistent training, content, and conversations to teach and reinforce the importance of DEI - generally and to your organization.

Bring awareness to everyday DEI topics: current events, global/local news, teachable moments, or company milestones.

Task a DEI or inclusivity ERG with identifying and educating colleagues on how to use inclusive terminology in your product, communications, etc.

6. Use DEI to Boost Retention

Practice clear communication about what you're doing around DEI.

Conduct regular surveys to assess how employees feel about the company and its performance.

Include demographic questions in your surveys to analyze the intersectionality of the results.

7. Make Offboarding Count

Use exit interviews to learn why employees are leaving.

If common answers emerge around DEI, use that data to focus your efforts on building a more inclusive culture.

Encourage honest conversations and try to solicit feedback about ways your company can improve.

8. Use Analytics to Measure Your Efforts

Look at the conversion rate of resumes that passed to the phone screen and compare them with demographic data collected by your ATS.

Identify where certain groups become underrepresented in the hiring process - or underpaid as employees.

Refine those identified areas and keep tracking to measure improvements.

Further reading

Companies have made concerted efforts to create diversity, equity, and inclusion (DEI) programs in their workplaces in recent years - efforts that, when executed well, are proving to resonate with employees. However, despite this newfound focus on DEI, a recent...

Read more

Diversity, equity and inclusion (DEI) training is becoming increasingly popular in the work environment, as it's designed to foster an inclusive culture that celebrates differences and encourages employees to build relationships with colleagues from different backgrounds. Our 2022 DEI Throughout...

Read more

Diversity, equity and inclusion (DEI) initiatives are (rightfully) becoming more commonplace in the workplace. The goal of these programs is to create a diverse and inclusive workplace environment where all employees can feel safe, respected and valued. An increasingly common...

Read more

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8 Diversity, Equity, and Inclusion Best Practices - Lever

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The need to increase diversity, equity, and inclusion (DEI) efforts has long been clear, but the COVID-19 pandemic made it even more apparent - and urgent. Fully embracing DEI means doing more than just hiring people from a variety of backgrounds. A comprehensive commitment to DEI spans every part of the employee lifecycle.

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Resources & Educational Materials

Leverage resources and educational materials to drive cultural inclusion for the contingent workforce:

Education & best practices on unconscious bias & diversity

Strategic partnership to drive supplier DE&I impact

Inclusion services powered by Stanford University

Campaigns to inform clients on better understanding DE&I

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Leverage resources and educational materials to drive cultural inclusion for the contingent workforce: Education & best practices on unconscious bias & diversity Strategic partnership to drive supplier DE&I impact Inclusion services powered by Stanford University Campaigns to inform clients on better understanding DE&I

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Included - End to end people analytics platform with embedded DEI metrics

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At Included, we know how important it is for us to keep the conversations around diversity, inclusion, and equity (DEI) moving.

After listening to many insightful DEI podcasts and launching our own podcast, we've put together this list of thought-provoking podcasts that discuss issues, topics, and ideas surrounding workplace diversity, equity, and inclusion. Sharing insightful DEI tips, actionable DEI strategies, and a real look at diversity and inclusion in the workplace, these five DEI podcasts are a must listen for DEI leaders and advocates.

Top 5 Podcasts on Diversity and Inclusion: DEI Teachings at Your Fingertips

What do you get when you combine an HR strategist and a DEI strategist? The perfect duo to lead the tough conversations needed to eliminate bias and end systemic racism in the workplace.

Jackye Clayton and Katee Van Horn draw on their combined experience in recruiting and inclusion to help companies create equitable workplaces. In recent episodes, the duo joined interviewees in discussing inclusive marketing, equitable communication, and how the return to the office impacts marginalized groups.

Ready for authentic discussions on important issues and DEI tips to support underrepresented groups? Then you don't want to miss the weekly episodes of Inclusive AF.

Ready to look at the workplace from a Black & Brown perspective? Then you need to add the Real Talk Tuesdays podcast to your playlist.

Zachary Nunn - Living Corporate founder and host of Real Talk Tuesdays - uses his decade-long experience in HR and change management to provide data-driven insights that center the Black and Brown experience in the workplace. Each week, the hosts invite a range of guests including elected officials, executives, and authors to discuss Black and Brown experiences in the corporate world.

Real Talk Tuesdays covers topics that include allyship, the employee experience and equity at work, and DEI technology. In one of the most recent episodes, Senior Executive at Henry Schein, Seema Bhansali, discussed the intersection of employee experience and equity.

Diversity: Beyond the Checkbox is hosted by Jackie Ferguson, co-founder of The Diversity Movement. This weekly podcast explores DEI insights, perspectives, and tools with experts, practitioners, and educators. Recent episodes delved into inclusive language tips, how to make access to equity more equitable, and an evidence-based approach to diversity, equity, inclusion and belonging.

The Diversity Movement's Kurt Merriweather and Shelley Willingham also host Winning with Diversity, a podcast that looks at DEI from a business strategy lens and provides real-world strategies for implementing diversity, equity, and inclusion initiatives.

Hosted by global DEI leader Dr. Jonathan Ashong Lamptey, the Element of Inclusion is one of the longest-running podcasts that discusses issues surrounding diversity and inclusion. In each short episode, Dr Ashong-Lamptey informs and educates using applied research and thought leadership. He breaks down one topic at a time - including the barriers to inclusion, DEI training, and gender issues - and provides business and DEI leaders with practical insights in under 10 minutes.

As an advocate of practical, evidence-based change, he also airs a monthly book club episode where he reviews essential reading in the DEI space, and provides a global perspective of DEI using case studies and cutting edge research.

Join him each week to create a workplace where "everyone belongs and everyone performs".

Other notable podcasts on diversity and inclusion include:

Ready to move past definitions and diversity buzzwords? If you're looking to create DEI initiatives that move the needle, this is the podcast for you. Laura Close, co-founder and Chief Business Development Officer at Included, hosts this monthly interview series. She shares her thought leadership on DEI and interviews other leaders in the DEI space.

In this debut episode, Laura interviews Lionel Lee, Director at Google and DEI recruiting expert. They discuss his powerful personal story, how he measures success, and what it takes to create serious inclusion at scale. In between podcasts, you can read more of Laura's DEI insights on the Included blog.

Implement DEI Tips from Diversity and Inclusion Podcasts

Podcasts are an accessible way to increase your knowledge of current DEI trends. From insights into gender inequality in the workplace to strategies on building inclusive work environments, podcasts on diversity and inclusion provide you with actionable DEI tips and strategies. Listen, learn, share, and take action.

Looking to take the next step in DEI? Schedule a platform demo with our expert team today to find out how Included can help put your DEI goals into action, one step at a time.

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Top 5 DEI Podcasts for Diversity, Equity, and Inclusion - Included

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At Included, we know how important it is for us to keep the conversations around diversity, inclusion, and equity (DEI) moving. After listening to many insightful DEI podcasts and launching our own podcast, we've put together this list of thought-provoking podcasts that discuss issues, topics, and ideas surrounding workplace diversity, equity, and inclusion.

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Our Changing Communities Infographic 2018

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On June 3, 2020, we announced four commitments in support of the Black Lives Matter movement and took a stand against systemic racism. While we're proud of our progress and the work our teams have done, we are resolute in acknowledging the fact that we still have a long way to go, as a company and as a global society.

Racism, hate and violence continue to severely impact individuals, families and communities around the world. The sharp increase in violent attacks against different communities and the ongoing fight for equality and justice shines a light on the reality we must address and overcome. Over the past year, we've been reminded time and again that we must work together-as individuals, leaders, companies, and communities-to fight back against hate and move forward towards a better future for all.

Agreeing to do better is not a one-time commitment or statement. It takes consistent effort, action and follow through. Below are a few high level updates on our commitments and some additional information on our aspirational goals to continue to hold ourselves accountable going forward.
Commitment 1: Mandatory programs around bias and racial issues
In September 2020, we launched our DocuSign Together initiative which includes a mandatory, three-hour training called Understanding Bias and Demonstrating Allyship. These ongoing workshops provide leaders and employees with a foundational understanding on what biases are and how they undermine diversity and inclusion, decision-making and collaboration. The sessions introduce a framework for building allyship skills and teach specific behaviors to help individuals be more inclusive colleagues.

So far, over two-thirds of DocuSign employees have completed the workshop and it will be an ongoing requirement for new employees who join our team. With a majority of our employees having gone through these workshops, we are now planning the next phase in our allyship efforts so we can build upon this foundation.

In addition to our workshops, we have held regular, virtual employee events to expand individual awareness on a variety of topics related to diversity, equity, inclusion and belonging. One of our greatest strengths in this work is that our employees are consistently showing up. A majority of our internal-only events have had well over 500 live attendees, a testament to the commitment our employees are making to learn and grow in this work, together.
Commitment 2: Contributing $500,000 to support the NAACP and social justice causes
In 2020, our first donation of $100k went to support the NAACP's work to support black-owned small businesses and to address race-based discrimination in education. In 2021, we are broadening the focus of these grants and have provided $100k in funding to our employee resource groups that are focused on addressing racial equity, including BOLD (Black Organization for Leadership Development), PAVE (Pan Asian Voices for Equity), and Latinx (connecting employees that identify as Hispanic and/or Latinx).
Commitment 3: Triple-matching employee contributions to those causes
One of our greatest strengths as a company is our people. When we announced the triple match of employee contributions to social justice causes, the DocuSign team showed up in a big way. Over 800 employees donated to support these causes, making our overall contributions total over $1.5M-our largest employee donation drive ever.
Commitment 4: Publicly sharing our diversity, equity and inclusion numbers
In June 2020, we published a dedicated page on our website with information about our diversity, inclusion and belonging efforts and metrics for the first time. Going forward, we will update this page annually with information as of January 31, the end of our fiscal year.

While we have increased the representation of team members who self-identify as women, Black and/or African American and Hispanic and/or Latinx over the past year, we also realize that progress has been slower than we'd like in some areas. To hold ourselves accountable towards progress we are committing to the following aspirational goals by FY24 with support from our leadership and board:

Increase US representation of *under-represented racial and ethnic groups by 30%

Increase US representation of under-represented racial and ethnic groups in *leadership by 30%

Increase US representation of under-represented racial and ethnic groups in *tech roles by 25%

Increase global representation of women by 15%

Increase global representation of women in leadership by 30%

Increase global representation of women in tech roles by 20%

*Visit our diversity, inclusion and belonging page here for more information on our programs, including our definitions of under-represented groups, leadership and tech roles.

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Our Ongoing Commitment to Diversity, Inclusion and Belonging

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On June 3, 2020, we announced four commitments in support of the Black Lives Matter movement and took a stand against systemic racism. While we're proud of our progress and the work our teams have done, we are resolute in acknowledging the fact that we still have a long way to go, as a company and as a global society.

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International Women's Day 2024 campaign theme: Inspire Inclusion

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FREE International Women's Day 2024 campaign theme resources to Inspire Inclusion - #IWD2024 #InspireInclusion

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Diverse AbilitiesI Inclusion DEI YMCA LINK

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Affinity Groups within an organization. Employee lead groups, ie. African American, LGBTQ, Latino, Disability, etc.

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Joliet Junior College offers Culture Competence Workshops

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Diversity, Equity, Inclusion and Compliance

Success is not a destination. It's a journey with the goal of integrating diversity, equity and inclusion in everything we do.

Office of Diversity, Equity, Inclusion and Compliance
Diversity, Equity & Inclusion
JJC's Core Values of respect and inclusionare central to our commitment to diversity, equity and inclusion. We show this commitment by serving others with fairness and equality.

JJC is a community of lifelong learners that welcomes, values, and respects diversity. The college fosters a climate of mutual respect and inclusion. We celebrate diversity by embracing our differences.
Compliance
Compliance covers many areas. Some of the larger compliance areas at JJC include:

Title IX

Title VI

ADA and Section 504

FOIA

Ethics

Reporting

Subpoenas

Adherence with board policies and institutional procedures

Mission

The President's Diversity & Inclusion Council advocates and champions diversity, equity and inclusion efforts that prioritize our commitment to the core values of respect and inclusion. The council will ensure the college community is a place where everyone feels welcomed, empowered and safe.

Vision

Provide an environment that inspires acceptance, inclusion and mutual respect.

Dr. Escortina Ervin, Executive Director

Phone: 815.280.2737
Email: eervin@jjc.edu

In this role, Dr. Escortina Ervin helps JJC meet its strategic goals and challenges resulting from demographic changes. Dr. Ervin also manages the college's Diversity Office and oversees the President's Diversity, Equity and Inclusion Council.

Dr. Tracy Morris, Compliance Officer

Phone: 815.280.2704
Email: tmorris@jjc.edu

Dr. Tracy Morris serves as the primary contact person for all legal and compliance matters related to the college and ensures prompt resolution of ethics reports and all First Amendment, Title IV, Title VI, and Title IX violations. She also provides oversight for college policies and procedures, timely state and federal reporting, investigative matters, pending litigation and other compliance.

Erin Farmer, Program Manager & FOIA Officier

Phone: 815.280.2660
Email: efarmer@jjc.edu

In this role, Erin Farmer manages the college's DEI plan and oversees initiatives that support and influence achievement of the diversity, equity and inclusion goals of the college. She is also the Freedom of Information Act (FOIA) officer for the college.

Monique Clayborne, Administrative Assistant

Phone: 815.280.2801
Email: mclaybor@jjc.edu

In this role, Monique Clayborne supports the executive director, compliance officer and program manager to promote and engage students, staff and faculty in diversity efforts.

Upcoming Events

Please stay posted. New events to come soon.

How Employees Get Involved

Book Club

JJC's DEI Book Club gives employees a chance to have meaningful conversations about race. Members discuss current issues via important books and learn from others' experiences. The book club is:

Offered to employees every fall semester; book, reading guide and additional resources provided

Made up of small groups that include two co-facilitators and no more than eight participants

"I met some really great people across campus through the DEI Book Club. I love to broaden my knowledge about DEI so that I can help my work environment and personal life to be more open and accepting."
-Book Club Participant

Diversity Training / Cultural Competency Workshops

JJC offers workshops to increase awareness of diversity, equity and inclusion. They are essential to employees so that they build their skills to create an inclusive campus culture.
Cultural Competency Workshop
The cultural competency workshop was designed by the Kaleidoscope Group. It is delivered by internal JJC employees who have been trained to facilitate the workshop.

The workshop provides a safe and open environment that encourages real dialogue. The goal is to help build cultural competence and consciously inclusive employees.
Safe Zone Ally Training
JJC's Safe Zone Ally Training is a campus-wide program designed to create a welcoming environment for LGBTQ+ students, faculty and staff. Nearly 100 students, staff and faculty who have gone through this training program, which prepares them to be helpful advocates.

Peace Circles

Peace circles bring together individuals to engage in honest communication, relationship development and community building. Peace circles can be used for:

Restorative justice

Racial healing

Conflict resolution

Decision-making

Supporting one another

Providing a sense of belonging

Benefits of peace circles include:

intentionally creating spaces that lift barriers between people

open possibilities for connection, collaboration and mutual understanding

Table Talks

Open to the entire campus

A place to discuss important topics suggested by employees and college leadership

Leaders share key information and engage with all employees

Additional Information

Additional Initiatives

JJC's DEI team also supports other departments, committees and clubs that share the same mission, vision and values. These include but are not limited to:

Follow us on Facebook or Instagram!

What's happening at JJC

Blood Drive Dates: Monday, Jan. 30: 9 a.m.-3 p.m. Tuesday, Jan 31: 9 a.m.-3 p.m. Monday, April 10: 9 a.m.-3 p...

2023 Financial Aid Completion Night Dates: Wednesday, Feb. 1 Wednesday, Feb. 8 Wednesday, March 8 Wednesday...

Make Joliet Junior College your first choice.

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Diversity, Equity, Inclusion and Compliance Success is not a destination. It's a journey with the goal of integrating diversity, equity and inclusion in everything we do. Diversity, Equity & Inclusion JJC's Core Values of respect and inclusionare central to our commitment to diversity, equity and inclusion.

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Peace Circles and Diversity Book Clubs

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Eight Steps Start or Grow a Diversity & Equity Iniative

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Best Practices for Economists

Building a More Diverse, Inclusive, and Productive Profession

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This site presents best practices for economists in four areas of professional conduct. Please cite this resource as: Bayer, Amanda, Şebnem Kalemli-Özcan, Rohini Pande, Cecilia Elena Rouse, Anthony A. Smith Jr., Juan Carlos Suárez Serrato, and David W. Wilcox. 2019. Click on the buttons to find practical suggestions for implementation and supporting research and resources.

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One Chicago for All (1Chi4All) is an alliance of 28 community-driven, social impact organizations representing voices of over 1 million residents towards the goal of a Chicago that is equitable, anti-racist and builds wealth for communities of color.

Trust, relationships, and regular communication alliance members have with and within our communities, created by comprehensive community plans, extensive organizing and/or operating comprehensive programs and services allows 1Chi4All's citywide network to catalyze necessary policy change by uniting community voice and priorities. Geographically, we represent community-led Quality-of-Life Plans convened by local residents, businesses and public/non-profit institutions across more than a third of Chicago neighborhoods (see shaded neighborhoods on maps). Many members also work deeply across Chicago with specific populations such as immigrant families, under- and unemployed Chicagoans, citizens returning from incarceration and others who face the day-to-day hardships of living without enough income to support themselves and their families.

1Chi4All launched in May 2018 with a call to action from Chicago neighborhoods. 1Chi4All's first actions were major candidate forums during the 2018 Mayoral election, seeking specific commitments to increase the community-directed flow of private, public, and philanthropic capital in disinvested Black and Latinx communities. Organizing key leaders in each of their communities, nearly 2000 residents attended the pair of forums to provide direct and live feedback.

Many community-based leaders from 1Chi4All helped lead committees for the Mayor-Elect's transition, during which she named Chicago's first Chief Equity Officer - a key part of 1Chi4All's Call to Action. The forums also led to regional conversations 1Chi4All hosted with Mayor Lightfoot during her transition, funded by a partnership of several foundations. Members of 1Chi4All co-hosted these six sessions with the Mayor, inviting community residents, business owners, local institutional leaders to all share what they saw as most important for the City to support their communities. These were all grounded in collective work - not a cacophony of individual voices, but helping draw a picture for the Mayor of how communities already work together, have plans and priorities, and simply need government to offer partnership rather than be the only source of answers. These conversations helped influence the Mayor's vision for aligning City resources to community priorities represented by INVEST South/West.

Leadership of 1Chi4All Member Organizations

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Trust, relationships, and regular communication alliance members have with and within our communities, created by comprehensive community plans, extensive organizing and/or operating comprehensive programs and services allows 1Chi4All's citywide network to catalyze necessary policy change by uniting community voice and priorities.

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We have fought for diversity in the construction world for over 40 years, and continue to clear paths of opportunity for Minority- and Woman-owned Business Enterprises across the Midwest. From advocating for public policy, providing the tools necessary to seize and succeed at new business opportunities and providing training and education that assist Hispanics in growing their own construction-related businesses, HACIA believes in pushing its community beyond what have become traditional roles for Hispanics in the construction industry.

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Accenture DEI (Research and data on DEI)

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Accenture DEI (Research and data on DEI)

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inclusion and diversity in the workplace

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diversity equity and inclusion in the workplace

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Accenture outlines their commitment to create diversity, equity and inclusion in the workplace where everyone feels like they belong. Learn more.

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Delivering through diversity - McKinsey (data and research on DEI)

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Delivering through diversity - McKinsey (data and research on DEI)

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At McKinsey, diversity, equity, and inclusion are not just moral imperatives, they are integral to our dual mission-to help our clients make substantial, lasting performance improvements and to build a firm that attracts, develops, excites, and retains exceptional people.

Through our groundbreaking research, we have set out a compelling business and economic case for diversity. Using our global reach, we share our insights, convene partnerships for action, and serve clients to inform critical decision-makers with the power to make real change.

140+

citizenships

speaking more than 135 languages with offices in 65+ countries

$20M

invested

in research on diversity, equity, and inclusion

100%

score

for LGBTQ equality in the Human Rights Campaign Foundation's Corporate Equality Index, every year since 2006

Our journey toward racial equity

Our 10 actions toward racial equity

In 2020, McKinsey put forth a public commitment to anti-racism and social justice. While we know that we have a long way to go on our journey, we are proud to support the leaders, businesses, and communities working for a more just and equitable society.

Our Asian voices

In this feature, 72 Asian colleagues at McKinsey raise their voices and share their stories-on what Asian identity means to them, what allies can do to support their communities, and how they are processing this moment.

Latest thinking

Article - McKinsey Quarterly Diversity still matters

- Inclusion and diversity are at risk in the crisis-but are critical for business recovery, resilience, and reimagination.

Diversity, equity, and inclusion matter

McKinsey Black Network

McKinsey Black Network, one of our global affinity groups, is part of our commitment to create and maintain an environment where everyone's background, perspective, and skills are supported.

LGBTQ+ Equality

GLAM is a vibrant, connected, worldwide network of LGBTQ+ colleagues who are committed to each other's success.

Awards and Recognition

Our Partnerships

We help organizations craft better diversity and inclusion strategies to gain a competitive edge.

Our commitment to diversity and inclusion includes advising and supporting clients across industries, helping them customize their own approaches to creating value through improving diversity and fostering an inclusive culture. Drawing on our extensive research and expertise, we use innovative capabilities based on behavioral psychology, as well as proprietary tools and technology-driven solutions, to help clients access the benefits of diversity.

Stories about our people

Learn what it's like to work at McKinsey on our Careers site.

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At McKinsey, diversity, equity, and inclusion are not just moral imperatives, they are integral to our dual mission-to help our clients make substantial, lasting performance improvements and to build a firm that attracts, develops, excites, and retains exceptional people. Through our groundbreaking research, we have set out a compelling business and economic case for diversity.

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Gallup's DEI Solutions (data and research on DEI)

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Gallup's DEI Solutions (data and research on DEI)

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Gallup’s DEI Solutions

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We can help you prioritize DEI initiatives so you can foster an organizational culture where every voice is heard.