The Value of Diverse Representation

I would love nothing more than for DEI programs to become obsolete. Surprised? Actually, I think most people involved in DEI would agree with me. The goal of DEI has always been to create workplaces where leadership equity across gender, race, ability and sexuality is the norm, eventually eliminating the need for DEI programs altogether. So much progress we’ve made over the past decade is now at risk due to the current rollback, or watering down, of DEI initiatives and resources. Whether it’s blamed on activists, a lack of need, or the “executive order”, the impact will be significant. It already is. Despite the rationale provided by leaders and executives, I would encourage people to take a step back and remember why DEI began in the first place. The focus on diversity, equity and inclusion was originally established to help organizations thrive by ensuring leaders learnt from those with diverse perspectives, backgrounds, and experiences. Programs were intended to drive innovation, spark creativity, and help make smart decisions. Later, put in place to support employees from historically underrepresented groups, including the creation of affinity networks or E/BRGs (employee/business resource groups), and how those communities could come together inside an organization to support each other. Somewhere along the way, people lost sight of DEI’s real purpose. It's not about checking a box and for those doing it right, it wasn’t. It was about something much more fundamental: creating workplaces where people feel valued, heard, and empowered to contribute. As an athlete, I’m a fundamentals kind of person. Let’s go back to basics. At its core, DEI was designed to: ✅ Increase employee engagement and retention. When people see themselves represented, they’re more inclined to stay. ✅ Build stronger, more innovative teams. Diverse perspectives lead to better ideas, smarter decisions. ✅ Improve business outcomes. A Boston Consulting Group (BCG) survey found that companies with more diverse leadership teams saw up to 19% higher profits. ✅ Create better representation internally that reflect their customers/audience. Today DEI has become so politicized that some have forgotten (or ignored) these facts. The truth is, inclusive companies don’t just retain talent, they attract it. And when they represent their employees, they’re also better set up to reflect the needs of their customers and keep them. We know that having a more diverse workplace contributes to the bottom line and drives ROI. Diverse companies earn 2.5x higher cash flow per employee, according to a 2022 Research and Markets study. So let’s refocus. If DEI is done right, it helps everyone—including leadership—become more effective, more informed, and more customer-centric. It’s not just good ethics; it’s good business. And maybe if we truly achieve equity, instead of removing DEI, we actually won’t need it anymore. That would be a real success. #DEI #equity #leadership Luminary

The decision by Channel 4 to introduce a Deaf contestant, Tasha Stones, to the Great British Bake Off, is more than just about one contestant. It is a testament to the significance of representation and inclusion True inclusion isn’t just about diverse people; it’s about authenticity. When a member of a community is included, it sends a powerful message. It speaks of genuine respect and acknowledgment, rather than tokenistic gestures. For those from similar backgrounds, such inclusion means validation. It tells them that their experiences, challenges, and triumphs are acknowledged and celebrated If you think these things don't matter a LOT, you're wrong Moreover, such representation doesn’t just benefit the specific community being portrayed. It offers an invaluable learning opportunity for viewers unfamiliar with that community. It bridges gaps, dispels myths, and fosters a deeper understanding When we watch Tasha communicate through BSL on a mainstream show, we are not just enjoying a lovely person and fine program; we are being subtly educated. It challenges our preconceived notions and encourages a more inclusive mindset Channel 4’s move is commendable and, hopefully, sets a precedent for others to follow in all settings and organizations. True diversity isn’t about merely filling quotas or avoiding backlash. It’s about reflecting the beautiful mosaic of our society and ensuring everyone, regardless of their background, feels valued As we move forward, let's not just applaud individual acts of representation but each contribute to a landscape that genuinely celebrates the diversity of human experience

Corporate Diversity, Equity, and Inclusion initiatives are not just about social responsibility. They're also about business performance. Studies from McKinsey and others have consistently shown that diverse teams drive innovation, enhance risk mitigation, improve decision-making, and ultimately deliver stronger revenue and profits. Indeed, according to McKinsey, companies in the top quartile for gender or ethnic diversity on executive teams are 39% more likely to outperform their peers financially compared to those in the bottom quartile, while those that rank in the top quartile for both are, on average, 9% more likely to outperform their peers. Conversely, companies in the bottom quartile for both are 66% less likely to achieve above-average profitability.  In other words, diversity = profits. Investors recognize this. DEI metrics have become essential components of environmental, social, and governance investing. Institutional investors are scrutinizing board and workforce diversity, pay equity, and inclusion initiatives as indicators of long-term sustainability and profitability. Companies that lead on DEI are often rewarded with stronger investor confidence and better access to capital. But as political rhetoric intensifies, some companies are rethinking—or outright abandoning—their DEI commitments. (See, e.g., Verizon.) That may score points with certain audiences, but from a governance and legal standpoint, it could be a serious misstep. Directors and officers of public companies owe fiduciary duties of care and loyalty to the corporation and its shareholders. If DEI contributes to long-term value creation—and the data says it does—then walking away from it without a sound business rationale could expose leaders to claims of breach of fiduciary duty, especially as investor expectations around DEI transparency and accountability grow more intense. This isn't theoretical. For example, investor coalitions such as the Racial Justice Investing Coalition and the Thirty Percent Coalition have been vocal in demanding that companies not only maintain but strengthen their DEI initiatives. Abandoning DEI initiatives isn't just a culture war statement—it's a business risk. Companies that dismantle these programs without a clear, documented rationale may find themselves vulnerable to shareholder scrutiny and potential legal exposure. Boards and executives must treat DEI like any other strategic priority: with careful analysis, stakeholder input, and accountability mechanisms. The fiduciary duties of care and loyalty don't pause for politics. If you're going to change course, be ready to prove it's in your company's best interest. Otherwise, the next knock on the door might be a process server.

🌟 **Valuing People’s Differences: The True Wealth** 🌟 Today, I am honored to share my op-ed published in the Columbus Dispatch, which underscores the importance of valuing diversity and inclusion. (Read the full article here: [Columbus Dispatch Op-Ed](https://lnkd.in/gMNDRvHQ)) In our diverse society, each individual's unique experiences and perspectives enrich the tapestry of our communities. When we embrace these differences, we open doors to innovation, empathy, and growth. Here’s why valuing diversity matters: 🔹 **Innovation**: - Diverse companies generate **19% more innovation revenue**. - Corporations identified as more diverse and inclusive are **35% more likely to outperform** their competitors. 🔹 **Employee Engagement and Decision-Making**: - Diverse teams are **87% better at making decisions**. - Companies with above-average gender diversity and engagement outperform others by **46% to 58%**. 🔹 **Workplace Environment**: - **67% of job seekers** value workplace diversity. - However, **45% of American workers** experience workplace discrimination or harassment. 🔹 **Leadership and Representation**: - Companies with more women in C-suite roles see **34% higher returns** for shareholders. - Diverse management teams lead to **19% higher revenue**. 🔹 **Market Reach**: - Diverse companies are **70% more likely to capture new markets**. These statistics provide concrete evidence of the benefits of diversity and inclusion, making our message even more persuasive and impactful. 🌟 **Taking Action**: But facts alone are not enough. It's up to each one of us to take action. Here’s how you can contribute: 1. **Educate Yourself and Others**: Learn about different cultures, experiences, and perspectives. Share this knowledge with your network to foster understanding and empathy. 2. **Advocate for Inclusion**: Speak up for diversity and inclusion in your workplace and community. Encourage policies and practices that promote equity and representation. 3. **Support Diverse Voices**: Amplify the voices of those from underrepresented groups. Whether it’s sharing their work, inviting them to speak, or mentoring them, your support can make a significant impact. 4. **Create Inclusive Spaces**: Ensure that your environment is welcoming and accessible to everyone. Small changes can lead to big differences in making others feel valued and included. Together, let’s spread the wealth by celebrating and valuing each other’s differences. We can build a more inclusive and prosperous future for all. 🌍💪 👉 **If you believe in the power of diversity and inclusion,** share this post, start a conversation, and take action today. Let’s make a difference, one step at a time. 👈 #Diversity #Inclusion #Innovation #Empathy #Growth #ColumbusDispatch #OpEd

The data is clear: companies with diverse teams consistently outperform. McKinsey & Company finds that firms in the top quartile for ethnic and cultural diversity are 36% more likely to exceed average profitability, while those leading in gender diversity are 25% more likely to outperform their industry. Yet, a growing number of companies are retreating from DEI commitments, as reported by Forbes—a troubling trend for economic growth and global competitiveness. Three reasons diversity drives business success: ✅ Better Problem-Solving: Harvard Business Review reports diverse teams solve complex problems 87% better, reducing costly blind spots. ✅ Market Understanding & Revenue Growth: Teams that mirror their customer base are 158% more likely to understand them. Microsoft's Xbox Adaptive Controller, designed with input from gamers with disabilities, unlocked a $2.3B market. ✅ Talent Acquisition & Retention: Inclusive workplaces see 31% higher productivity and 59% lower turnover, reducing hiring and training costs. How to maintain these competitive advantages? 📌 Measure problem-solving effectiveness, not quotas 📌 Embed diversity into business strategy—track ROI through market gains 📌 Build inclusive decision-making with structured processes Diverse teams drive innovation, profitability, and competitive strength. How is your organization leveraging diversity for business success? #BusinessStrategy #Innovation #Leadership #CompetitiveAdvantage

Throughout my career, I've witnessed how limiting narrow leadership perspectives can be—and why truly transformative organizations must challenge their own blind spots, especially when it comes to gender diversity in top leadership positions. The numbers don't lie. In the UK's top 100 companies: -Only 9 women hold FTSE 100 CEO positions -Women represent just 32% of leadership roles -Merely 12 companies have achieved gender parity in senior leadership We need 5.6x more women CEOs to reflect the UK's population. But this isn't just about numbers; it's about untapped potential. Companies with diverse leadership are: -More profitable -More socially responsible -Deliver higher-quality customer experiences Key Bottlenecks: -Women are severely underrepresented in P&L leadership -Traditional CEO feeder roles remain male-dominated -Succession pipelines continue to perpetuate existing imbalances No organization achieves greatness by maintaining the status quo. Our legacy as leaders will be defined by the opportunities we create for those who have been systematically overlooked. Learn more: https://bit.ly/4gGhNqV #WomenInLeadership #GenderDiversity #RRAArtemis

As some companies scale back DEI initiatives, others are doubling down. So where does FMCG stand? In the past year, I’ve seen two diverging paths unfold. → On one side: companies quietly scaling back their Diversity, Equity, and Inclusion (DEI) programs, citing budget constraints or “shifting priorities.” → On the other: brands like The Coca-Cola Company, PepsiCo, and Unilever making bold, public reaffirmations of their DEI commitments—despite political and economic headwinds. Why the split? And more importantly—why should it matter to those of us in the FMCG industry? Let’s look at the facts: According to a 2024 Gartner study, nearly 27% of U.S. companies reduced DEI budgets this year—some citing fear of political backlash. Meanwhile, brands that have maintained DEI as a business priority—like Coca-Cola, which recently recommitted to its ‘Better Shared Future’ DEI strategy—are seeing stronger innovation pipelines and deeper brand loyalty. In FMCG, where consumers are increasingly diverse, socially conscious, and value-driven, scaling back on DEI isn’t just a reputational risk—it’s a business risk. Here’s what I’ve observed through our executive search work: - The most future-ready FMCG leaders today understand that DEI is not a box to tick—it’s a growth strategy. - Inclusive teams launch faster, innovate smarter, and connect better with modern consumers. - Boards and investors are increasingly viewing DEI as a key signal of long-term resilience and agility. And here’s what I know from experience: Inclusion doesn’t happen by accident. It’s not driven by policies alone—it’s built by leaders. That’s why FMCG companies who are serious about transformation aren’t just hiring executives who “fit the mold.” They’re hiring: → CMOs who understand how to authentically represent diverse audiences. → HR leaders who build systems that attract and retain non-traditional talent. → GMs who can lead multicultural teams across regions without defaulting to one-size-fits-all leadership. Because diversity without inclusion is cosmetic. And inclusion without leadership commitment is unsustainable. So—where does the FMCG industry stand today? It’s divided. And it’s being watched. Consumers are watching. Investors are watching. And talent is watching too. The companies that treat DEI like a trend will fade into irrelevance. The companies that embed it into culture, product, and leadership? → They’ll lead the next era of FMCG. Let’s talk about how we hire—and who we empower to lead. #FMCG #ExecutiveSearch #DiversityInLeadership #DEI #ConsumerGoods #LeadershipHiring #InclusiveLeadership #LeadershipDevelopment

Excited to share my article in Fast Company (a first!) on a topic that springs from a truth I’ve realized since joining Televerde: DE&I becomes profoundly meaningful when you witness its impact firsthand. Over the past five years, I’ve watched immensely talented individuals get sidelined in the workforce due to having a criminal background. In fact, just recently, I worked closely with one of our graduates to prepare a response package — a proactive measure in case the company that offered her a position considered rescinding it once her background check came back. I've also seen the incredible value that comes when leaders are intentional about welcoming these individuals into their companies. They bring not only their talents but also unique perspectives and resilience that drive business forward. Moreover, their commitment and loyalty often translate into stronger retention, a huge plus for any business! So when people ask me if #DEI programs matter? Yes, they matter…a lot. They change futures for people where getting a foot on the corporate ladder can be next to impossible. As debates on DE&I intensify and some companies retreat in response to politicians and vocal minorities on social media, it is more important than ever to champion these initiatives. Thanks to #FastCompany for recognizing the relevance of DE&I and allowing me to share my perspectives on how we can accelerate strategy in ways where everyone benefits. https://lnkd.in/eivQD9Fp #inclusion #diversity #televerdeffect #CMO

This is a message for #HiringManagers. And I mean it in a very respectful way. But this needs to be said. If you're not keen on #hiring me because I'm #transgender, that's your choice. But let's be clear: it's not just about me being trans. It's about what I stand for and the #values I bring to the table. And, if you're uncomfortable with hiring me because I'm openly #proud of being a trans man, I get it. Maybe your #company isn't ready for someone who wears their #identity like a badge of honor. But consider what that says about your #organizational #culture. If my #advocacy for #marginalized communities is a red flag for you, then we shouldn't work together. My passion for lifting those who are often overlooked or silenced is non-negotiable. It's about bringing #diverse voices to the forefront, something any forward-thinking #company should value. Now, let's talk politics for a second. If you're not okay with me being vocal against government officials or #policies that deny my #rights, or the rights of anyone else for that matter, then yeah, we're not a match. My existence and the rights of human beings aren't up for debate. And hey, if you don't want to hire me because I call out unfair #hiring practices, that's your prerogative. But, let's be honest, that says more about your practices than it does about my #qualifications. If you think #Diversity, #Equity, and #Inclusion (DEI) is just a box-ticking exercise, especially while financially supporting politicians who push anti-trans #legislation, then we're certainly not on the same page. DEI is about meaningful action, not just looking good on paper. But here's the thing – companies are genuinely missing out by not hiring someone like me. Why? Because I bring more than just #skills and #experience to the table. I bring a #perspective that's unique and invaluable. I understand what it means to be marginalized and how to advocate for change. I'm not afraid to #challenge the status quo and push for what's right. This isn't just about making a #workplace more #inclusive; it's about making it more #human, understanding, and, ultimately, more successful. In today's world, companies need people who aren't afraid to stand up for what's right, navigate complex #social issues, and connect with a diverse range of #customers and #clients. They need people who can see beyond the bottom line to the human impact of #business decisions. That's what I, and people like me, can offer. So yeah, if you still don't want to hire me after all this, that's your loss. Because what I bring to the table isn't just good for business; it's #essential for a world that values everyone for who they are. Stay true to yourselves, everyone.

Representation matters. It especially matters in the world of politics and policymaking. It signals diverse voices and perspectives have value in the halls of power. This week, the Congressional Asian Pacific American Caucus (CAPAC) sent a letter to America’s Fortune 100 CEOs seeking data and commitments around #DEI for Asian Americans, Native Hawaiians, and Pacific Islanders (AANHPIs). The frequent exclusion of the AAPI community in data collection and reporting only perpetuates the model minority myth, or worse entirely invisible. Having been the first, the few, or the only in my own public affairs career, I know firsthand the professional realities that research confirms many #aanhpi face, including: 📌 Less than 1% of Fortune 500 CEOs are AAPIs. 📌 AAPIs are the least likely group to be promoted to the C-suite. 📌 Only 57 AAPI executives serve on the top leadership teams and boards of Fortune 500 companies. 📌 White doctors are 4x more likely than AAPIs to be promoted to medical school department chairs. 📌 Even AAPIs on Wall Street are underrepresented with companies like Goldman Sachs having 27% of its workforce are AAPIs, but only 11% of its U.S. executives and senior managers, and none of its executive officers. Each CEO has an opportunity to: 📍 Conduct a comprehensive review- Gather information and input from cross-functional leaders in government relations, HR, supply chain, ESG, and others. 📍 Engage transparently with data- Provide the requested data and details on current commitments and policies. Explain efforts made in good faith while acknowledging room for improvement. 📍 Connect and communicate- Craft an earnest and thoughtful response offering to meet with policymakers for a meaningful dialogue. This will help strengthen government relations and brand reputation. P.S. This request comes as part of the Congressional Tri-Caucus coalition of CAPAC, Congressional Black Caucus, and Congressional Hispanic Caucus seeking a more inclusive national policy dialogue for strengthening businesses, building an equitable economy, and closing the wealth gap. Link below. ⬇ ________ Progress requires communities to stand up together. #publicaffairs #leadership #ShastaAdvisory