<description>&lt;p&gt;The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer’s DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to &lt;a class= "color-link" title="https://benevity.com/state-of-dei-2023" href= "https://benevity.com/state-of-dei-2023" target="_blank" rel= "nofollow noopener noreferrer" data-ga-track= "ExternalLink:https://benevity.com/state-of-dei-2023" aria-label= "Benevity's State of Workplace DEI report"&gt;Benevity's State of Workplace DEI report&lt;/a&gt;. I unpack these strategies in this episode:&lt;/p&gt; &lt;ol&gt; &lt;li&gt;Leverage your existing employee resource groups (ERGs).&lt;/li&gt; &lt;li&gt;Proactively set the tone for leaders to have candid conversations about inclusion.&lt;/li&gt; &lt;li&gt;Clearly reinforce the meaning of and expectations for DEI at the organization.&lt;/li&gt; &lt;li&gt;Reinforce existing DEI training and resources.&lt;/li&gt; &lt;/ol&gt; &lt;p&gt;Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/&lt;/p&gt;</description>

The Diversity Pivot

Julie Kratz

278: How To Balance DEI Backlash With Employee Support For DEI

DEC 1, 20246 MIN
The Diversity Pivot

278: How To Balance DEI Backlash With Employee Support For DEI

DEC 1, 20246 MIN

Description

The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer’s DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to Benevity's State of Workplace DEI report. I unpack these strategies in this episode:

  1. Leverage your existing employee resource groups (ERGs).
  2. Proactively set the tone for leaders to have candid conversations about inclusion.
  3. Clearly reinforce the meaning of and expectations for DEI at the organization.
  4. Reinforce existing DEI training and resources.

Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/