Implementing Diversity Training

If #diversity, #equity, and #inclusion practitioners want to get ahead of anti-DEI backlash, we have to address an elephant in the room: no two people in the same workplace perceive their workplace the same way. I see this every time I work with client organizations. When asked to describe their own experience with the workplace and its DEI strengths and challenges, I hear things like: 😊 "I've never experienced any discrimination or mistreatment; our leaders' commitment is strong." 🤨 "I had a good time in one department, but after transferring departments I started experiencing explicit ableist comments under my new manager." 🙁 "I've never had anything egregious happen, but I've always felt less respected by my team members because of my race." Who's right? Turns out, all of them. It starts to get messy because everyone inevitably generalizes their own personal experiences into their perception of the workplace as a whole; three people might accordingly describe their workplace as a "meritocracy without discrimination," an "inconsistently inclusive workplace dependent on manager," or "a subtly racist environment." And when people are confronted with other experiences of the workplace that DIFFER from their own, they often take it personally. I've seen leaders bristle at the implication that their own experience was "wrong," or get defensive in expectation they will be accused of lacking awareness. It's exactly this defensiveness that lays the foundation for misunderstanding, polarization, and yes—anti-DEI misinformation—to spread in an organization. How do we mitigate it? In my own work, I've found that these simple steps go a long way. 1. Validate everyone's experience. Saying outright that everyone's personal experience is "correct" for themselves might seem too obvious, but it plays a powerful role in helping everyone feel respected and taken seriously. Reality is not a question of "who is right"—it's the messy summation of everyone's lived experience, good or bad. 2. Use data to create a shared baseline. Gathering data by organizational and social demographics allows us to make statements like, "the average perception of team respect is 70% in Engineering, but only 30% in Sales," or "perception of fair decision making processes is 90% for white men, but only 40% for Black women." This establishes a shared reality, a baseline for any effective DEI work. 3. Make it clear that problem-solving involves—and requires—everyone. The goal of DEI work is to achieve positive outcomes for everyone. Those with already positive experiences? Their insights help us know what we're aiming for. Those with the most negative? Their insights help us learn what's broken. The more we communicate that collective effort benefits the collective, rather than shaming or dismissing those at the margins, the more we can unite people around DEI and beat the backlash.

One of the toughest tests of your leadership isn't how you handle success. It's how you navigate disagreement. I noticed this in the SEAL Teams and in my work with executives: Those who master difficult conversations outperform their peers not just in team satisfaction, but in decision quality and innovation. The problem? Most of us enter difficult conversations with our nervous system already in a threat state. Our brain literally can't access its best thinking when flooded with stress hormones. Through years of working with high-performing teams, I've developed what I call The Mindful Disagreement Framework. Here's how it works: 1. Pause Before Engaging (10 seconds) When triggered by disagreement, take a deliberate breath. This small reset activates your prefrontal cortex instead of your reactive limbic system. Your brain physically needs this transition to think clearly. 2. Set Psychological Safety (30 seconds) Start with: "I appreciate your perspective and want to understand it better. I also have some different thoughts to share." This simple opener signals respect while creating space for different viewpoints. 3. Lead with Curiosity, Not Certainty (2 minutes) Ask at least three questions before stating your position. This practice significantly increases the quality of solutions because it broadens your understanding before narrowing toward decisions. 4. Name the Shared Purpose (1 minute) "We both want [shared goal]. We're just seeing different paths to get there." This reminds everyone you're on the same team, even with different perspectives. 5. Separate Impact from Intent (30 seconds) "When X happened, I felt Y, because Z. I know that wasn't your intention." This formula transforms accusations into observations. Last month, I used this exact framework in a disagreement. The conversation that could have damaged our relationship instead strengthened it. Not because we ended up agreeing, but because we disagreed respectfully. (It may or may not have been with my kid!) The most valuable disagreements often feel uncomfortable. The goal isn't comfort. It's growth. What difficult conversation are you avoiding right now? Try this framework tomorrow and watch what happens to your leadership influence. ___ Follow me, Jon Macaskill for more leadership focused content. And feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/g9ZFxDJG You'll get FREE access to my 21-Day Mindfulness & Meditation Course packed with real, actionable strategies to lead with clarity, resilience, and purpose.

True diversity isn’t just visual—it’s intellectual. When we value different ways of thinking, we discover breakthrough ideas. I just witnessed something that completely reshaped my view on workplace talent. Imagine: A talented interviewer with Down syndrome redefining recruitment with keen perception and unique insights. Different minds driving innovation: 1) Microsoft’s bold move – Their neurodiversity hiring program started small but now includes hundreds of employees excelling in AI, cybersecurity, and software development.  One standout moment? A dyslexic coder identified a crucial flaw in an AI algorithm—one that had gone unnoticed by traditional teams. His unique pattern recognition skills led to a major breakthrough in efficiency.  2) The Interview that changed everything,: A recruiter with down syndrome conducted an interview that broke all conventional norms. Instead of following a script, they picked up on subtle cues, asked unconventional questions, and uncovered hidden strengths in the candidate that a traditional interviewer might have missed.  3) Why cognitive brain diversity wins– Research shows that teams with a mix of thinking styles solve problems 30% faster (Harvard Business Review backs this up! ). It’s not just about different backgrounds—it’s about fundamentally different ways of processing information.  Your next game-changer might be someone who doesn’t fit the standard mold. Did you know? SAP's Autism at Work initiative has created over 650 jobs worldwide, with neurodivergent employees excelling in software testing, data analysis, and cybersecurity. Their ability to recognize patterns and detect anomalies has significantly improved efficiency and innovation.  Are you still prioritizing "culture fit" over "culture add"? You might be missing out on your most innovative hire yet.  Who’s someone you know that shattered expectations? Follow Makarand Utpat for insights related to leadership, marketing and business. #hiringstrategy #hr #interviews #culturefit #candidates #diversity #inclusion #EQ

If it's helpful for anyone, I wanted to share some of the diversity, equity, and inclusion initiatives I've experienced personally in the workplace. 💫 A program that typically appealed to early career talent wanted to be seen as an option for career changers as well. They noticed that veterans struggled in the application process because their resumes and experiences were different than that of a "traditional" applicant. They trained a group of recruiters on military rankings and resume formats and funneled applications from vets to that group so they could be reviewed by people who understood their experience. 💫 An employer that was losing employees as they got older and struggling to attract more experienced talent introduced a retirement match and parental leave program as a way to attract and retain a broader range of talent. 💫 An employer who had dedicated recruiters for top universities to build relationships across campus and attract more applicants added recruiters dedicated to recruiting at a larger number of HBCUs and HSIs to diversify their candidate pool. 💫 An employer who held a full-day on-site interview process introduced a virtual interview process so that the need to travel for the interview wasn't a barrier to applicants. 💫 A campus with 2 schools next to each other was struggling to retain teachers with kids. They ended up repurposing a part of their front office to make it a small daycare for teachers with kids. 💫 An employer offered both in person and virtual options for participating in a training so staff who couldn't travel could still be included. 💫 An employer who saw a lot of early career applicants that were hired had high GPAs and on-campus leadership roles trained recruiters to look for other patterns of achievement - for example, working long hours while also going to school. 💫 After a teacher was in an accident that left them with mobility challenges, a school gave them a reserved parking spot and moved their classroom to limit the need for stairs. I don't know why these practices are seen as controversial all of a sudden - honestly, they're things I've seen happening since I was in college! Back when I was teaching, we were taught that many of the practices we learned for supporting students who were English Language Learners or had special needs were actually best practices that would benefit all students. Equity and inclusion practices are similar - they may stem from wanting to level the playing field for people who have been historically marginalized and discriminated against, but they benefit everyone.

🌍 The Real Reason Your Team Isn’t Connecting Might Surprise You 🛑 You’ve built a diverse team. Communication seems clear. Everyone speaks the same language. So why do projects stall? Why does feedback get misread? Why do brilliant employees feel misunderstood? Because what you’re facing isn’t a language barrier—it’s a cultural one. 🤔 Here’s what that looks like in real life: ✳ A team member from a collectivist culture avoids challenging a group decision, even when they disagree. ✳ A manager from a direct feedback culture gets labeled “harsh.” ✳ An employee doesn’t speak up in meetings—not because they don’t have ideas, but because interrupting feels disrespectful in their culture. These aren't missteps—they’re misalignments. And they can quietly erode trust, engagement, and performance. 💡 So how do we fix it? Here are 5 ways to reduce misalignments and build stronger, more inclusive teams: 🧭 1. Train for Cultural Competence—Not Just Diversity Don’t stop at DEI 101. Offer immersive training that helps employees navigate different communication styles, values, and worldviews. 🗣 2. Clarify Team Norms Make the invisible visible. Talk about what “respectful communication” means across cultures. Set expectations before conflicts arise. 🛎 3. Slow Down Decision-Making Fast-paced environments often leave diverse perspectives unheard. Build in time to reflect, revisit, and invite global input. 🌍 4. Encourage Curiosity Over Judgment When something feels off, ask: Could this be cultural? This small shift creates room for empathy and deeper connection. 📊 5. Audit Systems for Cultural Bias Review how you evaluate performance, give feedback, and promote leadership. Are your systems inclusive, or unintentionally favoring one style? 🎯 Cultural differences shouldn’t divide your team—they should drive your innovation. If you’re ready to create a workplace where every team member can thrive, I’d love to help. 📅 Book a complimentary call and let’s talk about what cultural competence could look like in your organization. The link is on my profile. Because when we understand each other, we work better together. 💬 #CulturalCompetence #GlobalTeams #InclusiveLeadership #CrossCulturalCommunication #DEIStrategy

Ever walked into a room and felt like you didn't belong? Now imagine feeling that way at work. Every. Single. Day. This is why diversity and inclusion in recruitment isn't just a buzzword – it's a business imperative. As someone who's spent years in executive research and recruitment, I've seen firsthand the power of diverse teams. But here's the truth: attracting diverse talent is just the beginning. I remember when a client came to me, frustrated. "We're trying to hire diversely," they said, "but it's not working." Their mistake? They were fishing in the same old ponds. So, how do we shake things up? Here's what I've learned: 1. Cast a wider net: Look beyond your usual talent pools. Partner with diverse professional organizations. 2. Check your job descriptions: Are they truly inclusive? Words matter more than you think. 3. Diverse interview panels: Candidates should see themselves reflected in your team. 4. Blind resume reviews: Remove bias-triggering information like names and schools. 5. Showcase your commitment: Make your diversity initiatives visible on your website and social media. And hiring diverse talent means nothing if you can't retain them. Inclusion is where the real work begins. I once worked with a company that hired a diverse workforce but couldn't figure out why turnover was so high. The problem? They expected new hires to "fit in" rather than creating a culture where everyone could belong. To foster true inclusion: -> Mentor programs: Pair diverse employees with senior leaders. -> Employee resource groups: Give people a place to connect and be heard. -> Inclusive leadership training: Help managers understand and mitigate unconscious bias. -> Regular feedback: Create safe spaces for honest conversations about inclusion. -> Celebrate differences: Don't just tolerate diversity – embrace it! You should focus on creating a workplace where everyone can thrive, contribute, and feel valued. As leaders, it's on us to make this happen. It's not always easy, but it's always worth it. What's your experience with diversity and inclusion initiatives? #DiversityAndInclusion #RecruitmentBestPractices #InclusiveLeadership #WorkplaceCulture

💠 Inclusive Leadership: Creating a Culture That Embraces Diversity💠 As an HR leader, I’ve seen firsthand how the strength of a company truly lies in its people—and the diversity of perspectives they bring to the table. But real inclusion goes beyond simply hiring a diverse workforce. It’s about creating an environment where every person feels valued, heard, and empowered. As HR leaders, we have the responsibility—and the opportunity—to build inclusive environments that don’t just check boxes, but genuinely empower individuals to bring their whole selves to work. I’m passionate about this topic because it’s a challenge we all need to face head-on: How do we cultivate a culture of belonging that allows everyone to thrive? Here’s what I’ve found works to move the needle in building an inclusive workplace. 🔹 Lead by Example: Leadership sets the tone. Commit to ongoing learning about diverse perspectives and model inclusive behaviors. Your openness can inspire others to follow. 🔹 Foster Open Dialogue: Create safe spaces for employees to voice their experiences, ideas, and concerns. Implement regular check-ins and feedback channels that encourage honest conversations about diversity, equity, and inclusion (DEI). 🔹 Revamp Hiring and Development: Go beyond the resume. Focus on building diverse teams by removing biases in recruitment and offering equal growth opportunities for all employees, regardless of background or identity. 🔹 Measure, Adjust, Repeat: Regularly assess DEI efforts through employee surveys, data analysis, and feedback loops. Be willing to adjust your strategies based on what the data and your employees are telling you. 🔹 Celebrate Differences: Acknowledge and celebrate the diverse cultures, identities, and experiences that make up your organization. Whether through employee resource groups (ERGs) or company-wide events, find ways to amplify diverse voices. Inclusive leadership is a journey, not a destination. It requires ongoing commitment, curiosity, and empathy—but the reward is a workplace where everyone thrives. How is your organization fostering a culture of belonging? If you’re looking for ways to build a culture of belonging, HR Soul Consulting would love to discuss how we can support your organization on this journey. #HRLeadership #InclusiveWorkplace #DEI #CompanyCulture #LeadershipDevelopment #Belonging #soulifyyourhr

Let me tell you exactly what "went wrong with DEI": We've been having this conversation for about a year now, but some of the "hot takes" I'm seeing lately are so misleading that I feel it's irresponsible not to address them. So buckle up for some accountability! Here's what ACTUALLY "went wrong" with DEI: 🟣 You made DEI report to HR! Let's be real: *most* HR professionals can't even explain what equity means. We expect people with zero expertise to decide (or block!) how to embed complex systemic changes into their talent practices. Also, the biggest certifying HR body decided to remove and ignore any mention or practice around equity, so that's that. 🟣 You treated DEI as a nice-to-have or an "extra": If you're not embedding equity into the foundations of how your business operates, you're really not doing DEI work. DEI is not a program, a project, or an isolated department. Don't believe me? Take a look at how business is going for some of the brands that made anti-DEI announcements. Cheers! 🟣 You left strategic decisions to volunteer committees: I love volunteers to the sun and back (I am one!), but would you let a volunteer committee make your financial strategy decisions? Your sales projections? Your product roadmap? Then why are you letting them determine your equity strategy?! 🟣 You thought a single training would solve everything: Listen, I LOVE training (it's literally my bread and butter!). But one 60-minute "unconscious bias" workshop without accountability measures or systems changes is pretty much like reading one book and claiming you're now an expert on a topic you knew nothing about 30 mins ago. 🟣 You tried to fix centuries of systemic inequality with exactly $0 and a handful of "passionate" employees... and then had the audacity to ask "why isn't this working?" So there's your answer. DEI didn't fail. Your implementation did ¯\_(ツ)_/¯ 👋🏻 If you're ready to start embedding equity, inclusion, and accessibility into the way you work, DM me or book my time using the link in the comments!

If you want to understand the difference between legal and illegal DEI, here's what illegal looks like. From The Hollywood Reporter: "CBS Studios has settled a lawsuit from a script coordinator for SEAL Team, who accused parent company Paramount of carrying illegal diversity quotas that discriminate against straight white men." In the lawsuit, Brian Beneker alleged he was denied a job after Paramount implemented an "illegal policy of race and sex balancing" that prioritized hiring less qualified applicants who identified as minorities, LGBTQ+, or women. Here's the legal reality — Quotas and preferences based on protected characteristics are unlawful. Title VII requires that employers hire the most qualified person for the job, regardless of race, sex, or any other protected trait. But what if you want to improve representation of marginalized groups in your workplace, and do it legally? Thankfully, the EEOC (yes, the same agency now leading the charge against so-called “illegal DEI”) has long offered guidance. From the EEOC's 2006 Compliance Manual on Race and Color Discrimination: "Title VII permits diversity efforts designed to open up opportunities to everyone. For example, if an employer notices that African Americans are not applying for jobs in the numbers that would be expected given their availability in the labor force, the employer could adopt strategies to expand the applicant pool of qualified African Americans, such as recruiting at schools with high African American enrollment." Think of it this way: your hiring process is a funnel. At the top? All the people who hear about your job and might apply. The middle? Those who actually apply and are qualified. The bottom? Where hiring decisions are made. Now suppose you notice that very few Black candidates are entering the top of your funnel, despite being well-represented in the qualified labor force. That might indicate a blind spot in your recruiting. Maybe your ads aren't reaching the right communities, or your brand isn't resonating. Title VII allows you to address this — legally and inclusively — by widening the top of your funnel. Recruit at HBCUs. Advertise in community publications. Partner with organizations that support candidates of color. These efforts don't give anyone a hiring preference based on race. They simply broaden access so that more qualified people of all backgrounds and traits can hear about and can compete for your jobs. The goal is equal opportunity to enter the funnel. After that, it's about qualifications, not quotas. And the more diverse your applicant pool, the better chance a diverse candidate is the most qualified. DEI done right isn't about tilting the scale; it's about making sure everyone gets to stand on it. When your hiring process invites everyone in, your talent pool deepens, your decisions improve, and your workplace gets stronger. That's still legal — no matter what the Trump administration says to the contrary.

𝐃𝐄𝐈 𝐚𝐧𝐝 𝐭𝐡𝐞 "𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞" 𝐦𝐲𝐭𝐡: I saw a post that said, "𝘞𝘩𝘦𝘯 𝘺𝘰𝘶 𝘰𝘧𝘧𝘦𝘳 𝘢𝘯 𝘢𝘥𝘷𝘢𝘯𝘵𝘢𝘨𝘦 𝘵𝘰 𝘰𝘯𝘦 𝘨𝘳𝘰𝘶𝘱 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘢𝘯 𝘩𝘰𝘯𝘦𝘴𝘵 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯 𝘸𝘪𝘵𝘩 𝘵𝘩𝘰𝘴𝘦 𝘸𝘩𝘰 𝘧𝘦𝘦𝘭 𝘦𝘹𝘤𝘭𝘶𝘥𝘦𝘥, 𝘳𝘦𝘴𝘪𝘴𝘵𝘢𝘯𝘤𝘦 𝘪𝘴 𝘪𝘯𝘦𝘷𝘪𝘵𝘢𝘣𝘭𝘦." Doesn't this miss the mark? Prioritizing Diversity, Equity, and Inclusion isn’t about handing out unfair perks. It addresses the fact that for centuries, certain people were systematically excluded. Research shows that women, non-white people, LGBTQ+ folks, and older professionals have experienced unchecked bias and discrimination. They faced barriers that perpetuate inequity. DEI looks to level the playing field so everyone has a fair shot, regardless of demographic. It doesn't give an unfair advantage; it's on a mission to fix broken practices. In client spaces these are the conversations I am facilitating. 𝐋𝐢𝐤𝐞 𝐛𝐞𝐢𝐧𝐠 𝐢𝐧 𝐚 𝐫𝐚𝐜𝐞 Consider that you’re running a race, and some people start 10 yards behind the starting line because of systemic discrimination. Equity means ensuring everyone begins from the same starting point. Not slowing others down, and definitely not driving the disadvantaged three miles further to start ahead of the pack. 𝐖𝐡𝐲 𝐭𝐡𝐞 𝐩𝐮𝐬𝐡𝐛𝐚𝐜𝐤? Resistance often stems from a misconception: that DEI takes something from one group to give to another, as the comment I led with suggested. In reality Diversity Equity and Inclusion benefits everyone. When workplaces embrace equity and inclusion: Teams perform better. Innovation skyrockets. People feel valued and engaged. It's far from a zero-sum game; it’s a win-win. Studies show that companies with fair leadership standards are more successful. Inclusive cultures reduce turnover and boost productivity. And employees report feeling like they truly belong. 𝐓𝐡𝐞 𝐤𝐞𝐲: 𝐜𝐚𝐧𝐝𝐢𝐝 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 People need clarity. If you're rolling out DEI initiatives without explaining what they're about, using victimization framing, or don't address fears and misconceptions? You'll face resistance. Employees will be persuaded by misinformation when you don't embrace transparency and honest conversations. People who understand that DEI is about fairness, not taking sides, are more likely to support it. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬𝐢𝐧𝐠 𝐡𝐢𝐝𝐝𝐞𝐧 𝐛𝐢𝐚𝐬𝐞𝐬 𝘞𝘦 𝘢𝘭𝘭 𝘩𝘢𝘷𝘦 𝘣𝘪𝘢𝘴𝘦𝘴. It's part of how our brains work...we categorize information to make sense of the world. But left unchecked, biases can unintentionally perpetuate inequity. That's why that quote image hits home Think of a small step you can take today to challenge your assumptions and create a more inclusive environment. Feel free to share your ideas below! 👇🏿