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Tag: Workplace Diversity

  • McGuigan: Work empowers people with disabilities on Long Island | Long Island Business News

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    In Brief:
    • Work provides people with IDD purpose, independence, and , beyond just earning a paycheck.
    • employers and nonprofits—like Home Depot, Catholic , ADC Corporation, and Long Island Cares—demonstrate successful inclusion.
    • Employees with IDD improve workplace morale, retention, and customer experience while gaining skills and promotions.
    • Partnerships among businesses, nonprofits, and communities create pathways to independence and challenge outdated stereotypes.

    Work has the power to change lives. For people with intellectual and developmental disabilities (IDD), having a job is not simply about earning a paycheck—it’s about building skills, gaining independence and being part of the community. The dignity that comes with work cannot be overstated. It gives people purpose, belonging, and pride in contributing to something larger than themselves.

    Unfortunately, a long-standing and harmful myth persists that people with IDD cannot meaningfully contribute to the workforce or society. This misconception, rooted in outdated stereotypes, overlooks the strengths, talents, and determination that people with IDD demonstrate every day. When given the opportunity and the right supports, they prove to be reliable, skilled, and dedicated employees.

    Across Long Island, partnerships between businesses and community organizations are breaking down those barriers. Employers like Home Depot, Catholic Health, ADC Corporation in Hauppauge, and nonprofits such as Long Island Cares are showing what’s possible when inclusion becomes part of the workplace culture.

    At Home Depot, one worker who began in the stockroom now trains new hires. At Catholic Health, a young man in a support role became known for lifting morale with his enthusiasm and commitment. At ADC Corporation, employees with IDD have mastered every position on the production line, proudly saying: “I’ve worked every job here.” And at Long Island Cares, an organization devoted to fighting hunger, people with IDD contribute daily through food distribution and support roles that directly help families in need.

    These success stories aren’t exceptions—they’re examples of what happens when people are given a fair chance. Employers often discover that workers with IDD bring reliability, focus, and a strong work ethic. Retention improves, morale rises, and customers notice that inclusion isn’t just possible—it’s good business. These partnerships aren’t acts of ; they’re smart investments that strengthen companies and communities alike.

    When people with IDD work, they become visible, active members of their neighborhoods. They contribute to the local economy, join in civic life and challenge outdated stereotypes. Their co-workers and neighbors begin to see their abilities rather than their limitations, building a culture of respect that benefits everyone.

    The pathway of work also facilitates people with IDD to climb the employment ladder. A first job stocking shelves can lead to new skills, promotions, or even management roles. Each step builds confidence, responsibility and independence. These are not small achievements—they are milestones that open doors for greater participation in community life.

    The dignity of work strengthens families as well. Parents of young people with disabilities often worry about what the future will hold. When their son or daughter earns that first paycheck, the answer is clear: Yes, they can. The pride is shared by the entire family, who see their loved one valued and contributing just like anyone else.

    Creating these opportunities requires partnership. Businesses, nonprofits and community organizations each play a role in building pathways from opportunity to independence. Employers must be willing to hire. Nonprofits must prepare and support workers. Communities must champion inclusion. When all three come together, everyone benefits.

    The call to action is simple: If you’re a business owner or leader, consider the untapped potential in the disability community. Open a door. Offer a job or internship. Partner with organizations preparing people with IDD for success. You’ll gain a dedicated employee—and help build a stronger, fairer and more compassionate society.

    Work changes lives. It brings dignity, independence and respect. When people with IDD are given the chance to work, we all reap the rewards. They are not a burden to be carried; they are neighbors, colleagues and contributors whose talents enrich our communities. The sooner we retire the old myths and embrace their abilities, the stronger and more compassionate our society will become.

    John McGuigan is CEO of People’s Arc of Suffolk in Bohemia.


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  • Could We Have The First Native American Woman Governor? DEI Expert Weighs In On What Allyship Should Look Like If History Is Made. | Entrepreneur

    Could We Have The First Native American Woman Governor? DEI Expert Weighs In On What Allyship Should Look Like If History Is Made. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As the 2024 election season comes to a close, we’re encountering a year of historic firsts — nationally and locally. If Vice President Kamala Harris and Governor Tim Walz were to win the White House this year, the highest-ranking Native American woman in the country would become the governor of Minnesota. That woman is Peggy Flanagan.

    Lauded as one of Minnesota’s rising stars and currently the highest-ranking Native woman elected to executive office, Peggy Flanagan is a politician, community organizer and Indigenous activist from the White Earth Nation. She has been serving as the lieutenant governor of Minnesota since 2019 and is currently next in line to assume the governorship if Tim Walz becomes vice president.

    So what does this all mean? History could be made this November and help catapult the first Native woman — and consequently, long-overlooked Native issues — into broader American public discourse. It’s perfect timing, too, as we approach Native American History Month this November.

    Even though we’re zooming in on politics in this piece, entrepreneurs across the spectrum can learn something about positioning diverse leaders in the right spaces and supporting their work and advancement throughout their tenure.

    Flanagan needed allies like Walz and others to lift her voice and put her into positions where she could make an impact. We can all learn more about what it means to be a better ally for those who are the “firsts” in their space. Here are three strategies around allyship I recommend to my diversity, equity and inclusion (DEI) consultancy clients.

    Related: The Burden of Breaking Barriers is Pushing Black Leaders to Breaking Point. This DEI Expert Reveals Where We Are Going Wrong.

    Let diverse leaders lead

    There have been many firsts in the realm of politics in recent years. There was the first Black president, Barack Obama, in 2008, then the first openly gay governor, Jared Polis, from Colorado in 2019, and potentially, the first woman and Southeast Asian president, Kamala Harris, in 2024.

    All these great firsts had this in common: they had allies and partners that let them take the lead and shine. Peggy Flanagan has been an outstanding leader in the realm of DEI for decades. In 2017, she helped form Minnesota’s first People of Color and Indigenous Caucus (POCI). She worked tirelessly to improve education, health and economic outcomes for Black, Indigenous and People of Color (BIPOC) in her state.

    In addition, she has been a fearless advocate of Indigenous people’s rights. While serving as a legislator, she sponsored a first-of-its-kind task force focused on Missing Murdered Indigenous Women (MMIW), a phenomenon happening across the country where Indigenous women experience violence and go missing shortly thereafter. Local police municipalities in many states often don’t search for missing Indigenous women or investigate their disappearances. Unfortunately, MMIW cases usually go unsolved. All that is to say that when we let diverse leaders lead, they can do powerful things by raising awareness about issues that may have never crossed our minds. As allies, our job is to lift these leaders up and amplify their work.

    Beware of performative allyship

    While many people want to take credit for knowing the trailblazers in politics and DEI and take pride in having supported them on their way up, the truth is that it can be a lonely journey for many leaders who had to actualize their dreams on their own. They sponsored their legislation and wrote it themselves with their teams. They sat in rooms with decision-makers where they worked hard to get colleagues on board with their bold new initiatives. They attended many thankless events where they carried the burden of organizing, leading and managing the outcomes alone.

    Many people want to take credit for the work BIPOC has been doing by saying they were “there” at the event or “support” so-and-so leaders’ work wholeheartedly. But still, BIPOC individuals are often the people who did all the work, and still, the allies are nowhere to be found. Performative allyship can often look like claiming to be an ally when it’s politically or socially advantageous but not during times when true grit, work, and dedication are required — and the cameras and spotlights are off. Avoid falling into the trap of lifting up leaders like Flanagan when it’s most convenient for you and not for the leaders and their causes.

    Related: How Brands Can Go From Performative Allyship to Actual Allies

    Be a success partner

    What’s most helpful for rising leaders whom you wish to support is not only to say you stand behind certain causes but to actually show up and prove it. Support bills that improve Indigenous health, education and rights. Speak about Flanagan’s work in the public domain, thereby ensuring colleagues who might be interested in those issues are aware of them. Donate to organizations and nonprofits that bolster the work that Indigenous leaders are doing to move the needle on change. It’s not enough to say, “I’m for Indigenous people’s rights,” or to do a land acknowledgment when you haven’t actually done the work, spent the time, or put your money where your mouth is.

    Related: It’s Not Enough to Simply Acknowledge Indigenous People’s Day. Here Are 4 Ways Employers Can Take Action, Help and Support Native Americans.

    Final thoughts

    No matter what happens this November, leaders like Peggy Flanagan are on the rise. When one person moves on to a higher office, BIPOC and LGBTQ+ officials who have been waiting for their moment to shine can finally rise, too. The future is bright for a new generation of leadership in the U.S. that better represents the diversity of the country while inspiring more just, equitable and inclusive policies at local and national levels.

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    Nika White

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  • 4 Soft Skills You Need to Run a Business | Entrepreneur

    4 Soft Skills You Need to Run a Business | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Pour through higher-ed or seminar business texts relating to the qualities of an effective leader, and phrases like “analytical prowess,” “restless inventiveness” and “strength of will” tend to creep center stage. In my experience, however, placing too much emphasis on these (to be sure, often admirable) qualities is in error. I’ve found that empathy, compassion and care make a much more significant impact on a company’s success — that practicing such “soft skills” when running my own businesses has allowed me to reach the level of success I occupy today.

    Such skills are broadly defined as ways of relating and collaborating with others, and effective communication and complex task completion relies on their deft application, so practicing them routinely in the workplace is invaluable. According to a study by LinkedIn, “92% of talent professionals say they matter as much or more than hard skills when they hire, and 80% say they’re increasingly important to company success.”

    I couldn’t agree more.

    Not everyone is cut out to be a leader, but an acute understanding of communication, problem-solving and open-mindedness increases any professional’s value. And these capabilities go beyond the workplace, affecting every aspect of life.

    Related: The No. 1 Skill Employers Want Job Applicants to Have Might Be the Hardest to Find, New Research Reveals

    1. Empathy

    This term is defined as the ability to practice awareness of other people’s emotions and attempt to understand their experiences and perspectives. It requires a certain level of maturity but makes a profound difference in a staff’s willingness to engage — fosters a sense of purpose and trust.

    Over the course of my travels around the world, I have both seen and experienced suffering and choosing not to overlook circumstances different from my own —attempting to put myself in someone else’s shoes — has taught me a deep sense of humility. It has also inspired me to start many of the businesses I own today, which would not exist without the ability to see beyond my own limits.

    To embrace empathy, listening is vital, as is not prioritizing your own tasks more than employees’ work. So, commit to making those around you feel heard. (Therapy and business coaching can be great assists in that effort.) Empathy is a skill that must be practiced!

    Related: How To Be An Empathetic Leader (Without Getting Walked All Over)

    2. Compassion

    The desire to take action to help others, compassion differs from empathy in that it’s not just an awareness of others’ perspectives, but an inclination to be of service to them. It is the application of empathy.

    One way I practice it is by allowing employees to bring pets and kids into the workplace — to empathize with situations out of their control (like a babysitter canceling at the last minute). By opening up the workspace to what some might consider the “untraditional,” the goal is to assist to the best of my ability.

    Practicing compassion builds a more inclusive company culture, one that promotes a stronger work ethic by celebrating diversity, and reflecting on your own experiences of hardship and adversity is key. Take the time to evaluate how other people’s compassion towards you made a positive impact, and assess how you can do the same for staff members.

    Related: How to Advocate for — and Implement — a ‘Take Your Daughters and Sons to Work Day’

    3. Adaptability

    Put simply, this is the ability to approach change with openness and understanding. When I consider the word, it’s often in the context of developing new health and wellness products, and I assume things won’t always go according to plan. I have to try many different takes/recipes to get the right balance, which is also true in many other facets of business, such as hiring and workflow. By entering a venture with a deliberate focus on sensitivity to change and willingness to pivot, achievement becomes markedly more likely.

    Effective adaptation requires patience and calmness, and I’ve found that meditation is profoundly helpful in fostering a positive mindset, but just as important is your perspective on work. Remember that no matter what, you have it good — you are fortunate and have skills to apply. If you truly believe and hold on to that notion, there’s no challenge that can’t be overcome.

    4. Integrity

    This is one of the most critical soft skills to practice when running a business. It’s an untampered dedication to acting on morals and values and requires honesty, fairness and a great deal of introspection. As CEO, you might be placed on a pedestal, so the importance of uncompromised integrity is huge: you must accept your mistakes and look failure in the eye without cheating your values. It’s been my experience that knowledge gained from failure far outweighs easy success at the expense of morals.

    That said, I know the temptation involved when a person is cornered in a position that seems unforgiving, with a staff relying on the company’s success to make a living. That can be daunting. But there is always a choice—a chance to not compromise for monetary gain. At the end of the day, you can forgive yourself for a failure but never for intentional wrongdoing. You’ll need a strong sense of purpose because your ethics will be frequently tested.

    Related: Leading By Example: Why You Must Chart Your Own Course As An Entrepreneur

    Don’t assume soft skills will come easily; they get cultivated over time. Anyone can get a degree, but not everyone can effectively practice empathy, compassion, adaptability and integrity, but they are indispensable to running a business and living a happy and healthy life.

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    Dr. Christina Rahm

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  • 4 Ways Internalized Oppression is Holding You Back from Success — And Ways to Overcome It | Entrepreneur

    4 Ways Internalized Oppression is Holding You Back from Success — And Ways to Overcome It | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As a diversity, equity, and inclusion (DEI) consultant, I can tell you systemic racism, sexism, and a laundry list of other institutional factors do impact the success of entrepreneurs of color. However, sometimes, the problems we face when reaching for success do not come from the outside but rather from the inside. Here’s what internalized oppression is, four ways it could be holding you back from success, and how to overcome it.

    What is internalized oppression?

    By definition, internalized oppression is the belief among a group of historically marginalized people that the negative stereotypes and messages about their inferiority and the parallel messages about the dominant group’s superiority are true. Here’s how internalized oppression could be showing up in your life.

    1. You don’t feel good enough for certain opportunities

    If a great opportunity appears in your professional life — say, a potential partnership, a promotion, or an invitation to speak about your work — you might be tempted to turn down opportunities because of internalized oppression and imposter syndrome. You’re not alone. According to a 2020 study conducted by Maryville University, some 70% of Americans have experienced imposter syndrome; however, research shows that race can amplify its effects, especially for Black folks. It’s important to understand how internalized oppression and imposter syndrome could diminish your confidence in the face of opportunities.

    What you can do about it: Lean into positive affirmations. Write down your best qualities or look in the mirror and verbally acknowledge and recite them. Whether you have great ideas, excellent public speaking skills, an effortless ability to network or amazing amounts of creativity, once you believe in and recognize your innate skills and gifts, you can start to see a new opportunity as divine intervention as opposed to something you’re unworthy of.

    Related: 5 Qualities of Black Excellence Overlooked in the Workplace

    2. You uplift the voices of those in the dominant culture while suppressing other marginalized voices

    Internalized oppression can cause us to not only feel bad about ourselves and our own ideas but also about ideas from others who share our identities. Representation matters. If we only hear ideas from the dominant culture being acted upon and celebrated, it can be hard to uplift ideas from other marginalized people in the workplace. It’s not necessarily our fault. A surprisingly low 3.2% of senior leadership roles at large companies are filled by Black professionals, and for those individuals, it’s not easy to feel their ideas are heard or valued.

    What you can do about it: Begin to understand the roots of where the urge to diminish other’s success is coming from. Engage in introspection around your childhood, family dynamics and early career experiences. It could be that in your formative years, your opinion and ideas were diminished by a person of authority and that could have present effects on your professional life.

    Related: 6 Ways to Offer Allyship to Black Entrepreneurs

    3. You pull other marginalized people down when they’re up for promotions or advancement

    When you’re feeling low, it might be tempting to pull others down to your level. However, this mentality is holding you and them back from success. As mentioned earlier, internalized oppression and a lack of representation could be perpetuating feelings of powerlessness and inferiority, which can play a role in how you feel about yourself and others like you in the workplace.

    What you can do about it: Imagine that the person who is winning in the office, getting that promotion, and succeeding is you. Close your eyes and see yourself in their position. Internalized oppression can cause us to feel in competition with others at our level. Instead of dragging them down, imagine what it would feel like if you were the one succeeding and channel that energy the next time you see another marginalized person doing well. Who knows, perhaps you are the next person in line for that advancement.

    Related: The ‘Us vs. Them’ Mentality Is Tearing Our Communities Apart. Here’s How to Bridge The Gaps That Divide Us.

    4. You stay silent when injustice happens in the workplace

    It’s not easy to stand up when another person is being treated unfairly. After all, internalized oppression tells us that we “deserve it” or that our inferiority justifies such treatment. But it’s not true. Out of fear that we may experience the same retribution for standing up and being vocal, some marginalized folks might turn the other cheek to injustice or mistreatment when it happens to others in the industry or workplace. When we stand up for others, we stand up for ourselves as well.

    What you can do about it: Practice speaking up in the mirror. Perhaps you have witnessed an injustice at work recently, try to replay that scenario at home in private and experiment with finding artful ways to defend someone on the receiving end of discrimination or harassment. Equip yourself with the language, practice and skills to feel confident when faced with the important task of speaking up.

    Final thoughts

    When it comes to DEI, the work begins within, whether you’re working on your own business or serving as an employee. To achieve more success, we have to find the power inside us and dispel the false narratives of unworthiness and imposter syndrome. The best source for empowerment can often be found and fostered in the community. When we lift other marginalized folks out of the depths of oppression and celebrate their wins and successes, we can often find the strength to give ourselves that same support and hope.

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    Nika White

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  • I’m Disabled — And Here Are 3 Meaningful Ways Companies Can Foster a More Inclusive Workplace | Entrepreneur

    I’m Disabled — And Here Are 3 Meaningful Ways Companies Can Foster a More Inclusive Workplace | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Disability Awareness Month is not just about acknowledging the hardships that come with having a disability — it’s also about recognizing the work of disabled people and how we can make physical spaces, policies and practices more accessible in the workplace.

    I’ve lived with Spinal Muscular Atrophy, but I’ve never let it affect my corporate position for over two decades, and I’ve seen firsthand what true inclusion can do for an organization.

    Related: How to Revolutionize Your Organization Through the Power of Inclusive Leadership

    Here are three meaningful ways companies can observe Disability Awareness Month and make lasting changes:

    1. Organizing educational workshops and training sessions

    Team-building training and workshops are the best ways to celebrate Disability Awareness Month. Workshops can dispel myths and prejudices about people with disabilities and educate employees on appropriate etiquette and awareness when discussing and working with people with disabilities. This includes appropriate and inappropriate behavior and language, accessibility considerations and more. Workshops and training sessions can serve as the foundation for creating an inviting environment that can promote the inclusion of people with disabilities in the workplace.

    • Bring in guest speakers: Invite experts, advocates or a person living with a disability to share their insight and experiences. Real-world stories can help employees better understand the difficulties and triumphs faced by people with disabilities. These events are also a way for employees with disabilities to be guest speakers, further enhance the dialogue and build a sense of community and belonging.
    • Sensitization workshops: Conduct a workshop to educate employees on how to interact with people with disabilities and use correct terminology. The workshop should also create a safe environment where people can learn more about people with disabilities.

    Employees will have a better understanding of disabilities, which can lead to more sympathetic and supportive work policies and better accommodation practices and policies within the workplace.

    2. Heighten accessibility and accommodation practices

    In honor of Disability Awareness Month, take a closer look at the current accessibility and accommodation practices within your company. Ensuring that your working environment, from the physical perspective, is universally accessible to everyone gives a foundation for creating an inclusive environment. Accommodation policies are intended to provide a barrier-free environment that allows people with disabilities to access employment, public services and facilities as independently as possible.

    Accessible workplaces are not just about responding to minimum legal requirements; they ensure all employees can perform to the best of their abilities without unnecessary barriers.

    • Accessibility audit: Have accessibility experts conduct assessments of the physical and electronic workplace. This will reveal where accessibility might be lacking, be it ramps and signs or websites and internal platforms that are more friendly for persons with vision or hearing impairments.
    • Update accommodation policies: Frequently reevaluate your policies to ensure they are fully implemented across the workforce. Requests to update accommodation policies should not be met with friction — do not automatically refuse an accommodation request or have an inflexible policy that doesn’t allow exceptions. Implement a simple and straightforward procedure for employees to submit a request for accommodations via a dedicated portal with step-by-step instructions where they feel heard and supported. Doing this can alleviate potential aggression or harassment and create a more inclusive and supportive workplace environment. This can also lead to a great opportunity for empathy training for HR and upper management.
    • Invest in assistive technologies: All employees should be provided with tools and gadgets that will enhance their productivity, such as screen readers, voice recognition technologies, and ergonomic office supplies.

    Employers who make their places of work accessible to all consider this a good inclusiveness policy. Such actions would benefit not only the specified employees with disabilities but also all employees, as diversity is an aspect of mutual respect towards employees and results in higher morale and productivity.

    Related: How to Embrace People With Disabilities In Your Business: A Disability Advocate Explains

    3. Celebrate and recognize employee contributions by people with disabilities

    Another effective strategy for observing Disability Awareness Month is to celebrate employees with disabilities. Recognition and appreciation can be given in various ways, including honors, awards and talent performance.

    Recognition enlightens and accentuates a sense of worth that comes with having a disability among employees.

    • Spotlight stories: Feature stories of employees with disabilities in company newsletters, social media and internal communication channels. Share their stories, accomplishments and contributions because they will help the team feel inspired and educated.
    • Awards and recognition: Incorporate awards specifically devoted to honoring the hard work and achievements of all employees, including staff with disabilities.
    • Talent showcases: Organize an event where employees have a platform to showcase their talents and skills, such as art, music, writing or any other artistry, to appreciate the diversity of talent within the organization.

    Celebrating and recognizing the contributions of all employees boosts their morale and makes them feel like part of the team. It also sets an excellent opportunity to appreciate all forms of diversity in the workplace.

    Conclusion

    Disability Awareness Month affords companies the perfect avenue to increase inclusivity and support for their employees with various disability conditions. Ways to achieve this would be through educational workshops, raising office accessibility, and recognizing contributions by people with disabilities.

    These would not only benefit the employees with disabilities but also truly enhance the organizational culture by making it more robust and much more cohesive. Embracing all these makes for real change in life, whereby each employee feels valued and can contribute at their best. I, being one who has gone through the challenges and triumphs of being in the corporate world while disabled, can attest to what a tremendous difference genuine inclusion makes.

    Let this month not just be about awareness but about concretizing actions that will make life different for employees with disabilities. Together, we can build workplaces where everyone has the opportunity to thrive.

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    Jose Flores

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  • Trailblazing Black Women Entrepreneurs Share How They’re Breaking Barriers | Entrepreneur

    Trailblazing Black Women Entrepreneurs Share How They’re Breaking Barriers | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    For every Black woman who starts a business, a barrier is broken. An impressive 50,000-plus Black women are innovating in the United States — but not without the uphill battle of fighting bank funding denials, limited access to capital and systemic racism and sexism. Despite the challenges, Black women are bringing their products and services to the market.

    I’ve discovered several Black-owned brands and know they’re setting the stage for Black women everywhere to feel well, look good, and stay rooted in the culture. Here are four Black woman-owned businesses breaking barriers and some of their insights on business.

    Related: The Burden of Breaking Barriers is Pushing Black Leaders to Breaking Point. This DEI Expert Reveals Where We Are Going Wrong

    Fitness snob

    Fitness Snob is a Black and women-owned crew sock brand helping to cultivate and empower every woman’s fitness lifestyle. They’ve created perfectly tailored crew socks with styles that make it easier than ever to embrace one’s fitness journey in style.

    While crew socks don’t seem like a barrier-breaking product, they really are. With the apparel industry being largely dominated by white male-owned businesses, Black woman-owned fashion — especially crew socks, which are prized by athletes in every corner of our country — are hard to come by.

    When Fitness Snob founder Kim Turner was pressed about the challenges she’s faced growing her business, she said, “Being a Black-owned business entails overcoming stereotypes and obstacles, from the perception of catering exclusively to Black consumers to the struggle to secure startup capital and combat doubts about quality and legitimacy.”

    Despite these challenges, Turner has found the journey immensely rewarding as breaking barriers in the apparel industry has allowed her to witness her products transcend racial boundaries and empower all women to prioritize their health and fitness in style.

    Related: 6 Ways to Offer Allyship to Black Entrepreneurs

    DESERI

    With tons of fashion brands emerging from Europe, DESERI is a Black woman-owned fashion brand crafting signature handbags and jewelry that are timeless, elegant, and undeniably of the moment. Each product is handmade and a true work of art that reflects the skill of the artisan and the eye of the designer.

    With a deep appreciation for and commitment to quality, Deseri Kelley created a brand that is the embodiment of luxury made accessible. Representation matters. There are a million handbag brands out there, but very few are Black woman-owned and able to meet the mass market where they are.

    When asked about what qualities it takes to make a barrier-breaking Black-owned business, Kelley said, “Authenticity is the cornerstone of entrepreneurial success. By staying true to our values, celebrating diversity, and fostering a positive impact within the industry, we have not only built a brand but also a community.”

    Deseri emphasizes that embracing authenticity resonates with customers and, as a consequence, creates a loyal following that’s drawn to the business’s passion and purpose.

    Related: 5 Qualities of Black Excellence Overlooked in the Workplace

    Vontélle

    Vontélle is a luxury bespoke eyewear brand with an ethnic flair using unique African, Caribbean, and Latin print designs and textiles created by women of color. The luxury eyewear market is dominated by European brands, so it’s been refreshing to don a pair of Vontélle eyewear that are handcrafted and made for diverse faces.

    In addition, Vontélle is the first Black women-owned and operated eyewear company to obtain a licensing agreement from Nickelodeon. This brand is changing the narrative of who stylish eyewear is made for and putting Black and brown people’s unique physical characteristics and culture front and center in their designs.

    When Vontélle co-founders Tracy Vontélle Green and Nancey Flowers-Harris were asked about lessons they learned since starting their eyewear brand, they said, “soft launch with few products. We launched 37 designs with a large MOQ (minimum order quantity), in hindsight, we should have done a soft launch with 5 to 10 eyewear styles.” According to these founders, when launching a direct-to-consumer brand, starting small is key.

    Kee’ss Moi

    With the beauty and make-up industry dominated by white male-owned businesses, Kee’ss Moi is breaking barriers with their cruelty-free and vegan lip glosses inspired by iconic landmarks and neighborhoods. Founded by Mouna Deme, a French visionary with Senegalese roots, they’re celebrating diversity and inclusivity in beauty with products that match darker skin tones and make Black women look chic.

    When asked how creating a make-up line for women of color in a male-dominated space has impacted her vision and purpose, Deme said, “I’ve realized the importance of embracing imperfections and letting go of the need for perfection, which allows for more genuine moments and creative outcomes.”

    Deme has also learned that delegating tasks is essential for the optimal performance of the business. She knows that doing everything alone is not sustainable, and finding a work-life balance that aligns with her needs is key to increasing productivity in her business.

    Final thoughts

    For years, Black women entrepreneurs didn’t have options. From the clothing we wore to business meetings to the makeup we put on for photoshoots, many of us longed for more inclusive and flattering options, culturally competent designs, and to see someone who looks like us running companies with purpose.

    We’ve made significant progress in the past few decades and many of us finally have access to Black woman-owned brands that truly “get” us and our aesthetic and values. These are just four of the many Black woman-owned businesses breaking barriers and giving us options. I encourage you to support these businesses and hope you’ll keep your eye out for other Black women-owned brands near you.

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    Nika White

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  • Why The NFL is A Leader in Social Impact | Entrepreneur

    Why The NFL is A Leader in Social Impact | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    The expectations for this year’s Super Bowl were high, but I don’t think anyone predicted that this year’s event would turn out to be America’s most-watched program since the moon landing, with an astounding 123.4 million viewers tuning in to the big game.

    While the Taylor Swift effect certainly was a factor in achieving that staggering number, there is more to the modern NFL than celebrity fans, touchdowns and tailgate parties. The league has grown into a case study for a corporation seeking to support its communities across the country.

    The NFL has been a long-time supporter of charitable causes, but in recent years, it has significantly ramped up its player safety, social responsibility and social justice initiatives.

    A visit to the NFL’s Community page on its website shows the breadth of the league’s initiatives, from environmental sustainability to domestic violence education, youth fitness, early cancer detection and prevention, and building character in young people.

    I learned of the massive scope of the NFL’s social responsibility work through another of its initiatives, Inspire Change, the league’s social justice platform. Its goal is to reduce barriers to opportunity, particularly in communities of color. It operates at all levels of the league, from current and former players to the NFL teams and their owners and up to the league head office.

    Related: A Former NFL Plays Says ‘Indentity Shifting’ Is the Key to Success

    Inspire Change facilitates NFL investment in organizations, programs and initiatives that reduce barriers to opportunity, anchored in four pillars: Education, Economic Advancement, Community-Police Relations, and Criminal Justice Reform.

    My connection to the program came from a partnership between Inspire Change, my organization (Legacy+), and the Martin Luther King III Foundation.

    Martin Luther King III, his wife Arndrea Waters King, and their daughter Yolanda Renee King were seeking ways to commemorate the upcoming 100th birthday of Martin’s father, Dr. Martin Luther King Jr. The result was Realize the Dream, a bold new initiative that aims to transform, unify and uplift America by rallying communities to perform 100 million hours of service by the 100th anniversary of Dr. King’s birth.

    In seeking to amplify Dr. King’s vision of unity and launch the historic community service program, the NFL was an obvious choice. No other platform has the reach or worldwide profile held by the NFL. In 2023, the league averaged 17.2 million viewers per game for its 272 regular season games, creating a potential viewing audience unmatched in North America.

    Those significant audience numbers rise exponentially during the playoffs, so we worked closely with the NFL to launch the five-year service campaign during Wildcard Weekend, which coincided with MLK Day 2024.

    The game between the Philadelphia Eagles and Tampa Bay Buccaneers opened with a commemorative coin toss with Martin Luther King III, Arndrea Waters King and Yolanda Renee King.

    A series of events and activations took place over the weekend, with MLK decals and Dr. King’s iconic “Be Love” message affixed to the helmets of all 318 players participating in the weekend games. The “Be Love” and “It Takes All of Us” messages were also stenciled into the end zones for all games.

    The game opened by the Kings drew an audience of over 29.2 million viewers. While that number seems low compared to the viewership for the Super Bowl, the game was ESPN’s second-most watched NFL game in its history. Public service announcements aired over the weekend on all the networks covering the games (ESPN, ABC and CBS), with over 180 million viewers taking in the games and viewing the powerful Realize the Dream messaging.

    Beyond its ability to reach tens of millions of viewers, we looked for the NFL’s support due to its work to raise awareness on diversity and equity issues. Along with Inspire Change, the league is on the record in committing to increasing the number of black head coaches and executives so that the diversity on the field is reflected back on the sidelines and in owners’ boxes.

    To that end, the league adopted the Rooney Rule in 2003. Named after a former Pittsburgh Steelers owner who also served as the chair of the league’s diversity committee, the rule set out hiring and interview requirements for filling coaching and front office positions to ensure more minority candidates were considered and hired.

    Related: Why All of Us Need to Join the Fight for Workplace Diversity

    The NFL’s support for Realize the Dream is yet another positive step in accelerating the league’s commitment to diversity and inclusion, and it may already be reaping benefits.

    Within days of the launch of the campaign, the New England Patriots named Jerod Mayo as their new head coach, the Atlanta Falcons hired Raheem Morris to lead their team, and the Las Vegas Raiders elevated interim head coach Antonio Pierce to full-time status.

    While those three hirings happening so close to the launch of Realize the Dream could be written off as coincidence, they may also reflect how the league’s open commitment to diversity can influence the actions of ownership, teams, and players.

    That is the power of corporate impact initiatives that permeate an entire organization. It would be one thing for the NFL to make a lump sum donation to Realize the Dream or some other cause, but the level of buy-in was visible on team uniforms and helmets, in the end zones on the field, all while tens of millions of viewers watched from homes and restaurants.

    While corporations making donations to charitable organizations is a commendable way to try and give back, concrete actions like those being taken by the NFL deliver true impact and will ultimately be the drivers of change.

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    Craig Kielburger

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  • How to Transform Your Business Through Inclusive Leadership | Entrepreneur

    How to Transform Your Business Through Inclusive Leadership | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Hold onto your seats, entrepreneurs, CXOs and everyone with a vested interest in the future of leadership. Today, we’re slicing through the noise and diving deep into the beating heart of what makes teams thrive: inclusive leadership. Forget your cookie-cutter management styles; this is the game-changer you’ve been waiting for.

    We live in an era of rapid technological advancements, global interconnectedness and unprecedented diversity. In this volatile, ever-changing landscape, what separates the winning teams from the sinking ships? If you’re thinking “inclusion,” pat yourself on the back because you’re spot-on. But let’s be real: Inclusion isn’t just tossing a couple of diverse hires into the mix and calling it a day. It’s a nuanced, intentional strategy that starts at the top — with you, the leader.

    Related: Why You Need to Become an Inclusive Leader (and How to Do It)

    Inclusive leadership — a framework, not a fad

    Ah, the age-old misconception that “inclusive leadership” is a mere buzzword, possibly thrown around by millennials seeking a warm and fuzzy work environment. If that’s your thinking, it’s time to recalibrate because you’re not just off the mark — you’re not even on the right playing field. So, let’s cut through the jargon and get down to the brass tacks.

    Inclusive leadership is anything but a fleeting trend or a checkbox on your HR audit. The linchpin holds your organization together in an increasingly complex, diverse and global marketplace. Those who underrate its impact are missing out on a force multiplier that has the potential to revolutionize the very fabric of their organizational success. Let’s dissect why.

    1. Self-awareness is your starting point

    Listen, the “know thyself” mantra isn’t just philosophical mumbo-jumbo; it’s Leadership 101. You must be acutely aware of your tendencies, biases and triggers. The road to inclusion starts with you. Dive deep into introspection — audit your choices, behaviors and especially those hidden biases you think you don’t have. Brave enough? Seek candid feedback. The goal is to turn self-awareness into your internal compass for making inclusive decisions.

    2. Action over words

    You know what the world doesn’t need? More lip service to diversity and inclusion. Enough with the platitudes and performative gestures! We’re talking about actionable initiatives. Revamp your recruitment processes, run workshops, form employee resource groups, and launch mentorship programs. Do something that moves the needle. Inclusion isn’t a checkbox; it’s a long-term investment. Make sure your actions deliver tangible results, not just Twitter applause.

    3. Your company culture isn’t a billboard

    Company culture isn’t what’s plastered on your website or embroidered on your merch. It’s what happens when the boss leaves the room. Culture is shaped by what you tolerate, not just what you advocate for. Inclusivity should be so ingrained in your culture that it feels like second nature. Reward inclusive behaviors, and be explicit in condemning exclusionary or toxic conduct. No exceptions. Talent should never be an excuse for toxicity.

    Related: Do You Have an ‘Inclusion Delusion?’ Here’s How a Lack of Inclusivity Can Create a Toxic Culture

    4. Data-driven decisions

    In God, we trust; all others bring data. If you’re not measuring your inclusion efforts, you’re playing a guessing game. Start treating inclusion like any other critical business strategy — back it up with data. Capture metrics that matter: employee retention rates, diversity in leadership roles, the effectiveness of inclusion initiatives and so forth. Analyze, adapt, and execute.

    5. Empower to elevate

    Leadership is not about creating a legion of followers; it’s about nurturing future leaders. Empower your team by giving them the tools, resources and opportunities they need to excel. When people feel valued and capable, they perform better, innovate more and elevate the team’s effectiveness. Your job is to set them up for success, then step back and let them shine.

    6. Accessibility is non-negotiable

    Let’s broaden the scope of inclusion beyond gender and ethnicity to encompass physical abilities. Are your office spaces accessible? Can everyone participate in company events? Compliance with the Americans with Disabilities Act (ADA) is the starting point. Aim to create a space where everyone, regardless of physical ability, can bring their A-game.

    7. Be ready to pivot

    We live in a dynamic world; what worked yesterday may not cut it tomorrow. The trick is to remain agile. Always be ready to pivot your strategies based on the feedback loop from your team and real-world results. Stagnation is not just a roadblock; it’s a cliff edge. Keep your ears to the ground, and be prepared to iterate.

    Related: 4 Commitments All Truly Inclusive Leaders Must Follow

    Inclusive leadership is not just a moral imperative; it’s a business one. Teams under inclusive leaders are more engaged, innovative and likely to go above and beyond. So, make the switch — your business’s success depends on it.

    If you’ve been coasting on outdated leadership models, now is the time for an overhaul. The future belongs to leaders who embrace, empower and elevate every team member. Be one of them. Because in the end, inclusive leadership isn’t just about making everyone feel welcome — it’s about creating a dynamo of creativity, innovation and success. Anything less is not just detrimental; it’s entrepreneurial malpractice.

    So, what’s your next move, leader?

    Keep this article bookmarked, share it with your C-suite buddies, and start making those actionable changes today. Your future diverse and effective team will thank you.

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    Chris Kille

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  • Are Your Christian Holidays Excluding Your Staff? DEI Expert Reveals How We Can Equitably Handle Time Off For The Company. | Entrepreneur

    Are Your Christian Holidays Excluding Your Staff? DEI Expert Reveals How We Can Equitably Handle Time Off For The Company. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    It’s that time of the year again when “Let’s circle back in the new year” is the recurring mantra around the office while employees schedule their much-needed time off. If you’re responsible for approving requests for paid time off, you may have seen some interesting dates — some that don’t seem to align with Christmas and other Christian holidays. You may have encountered requests around the three other December holidays that aren’t Christian-centric and that HR and hiring managers often overlook.

    Before you hit “deny” on that PTO request, make sure you aren’t saying no to someone’s religious holiday needs. There are three religious and cultural holidays in December that may have slipped your mind. Here’s how to stay on top of your employees’ requests for holiday time off and keep your business afloat at the same time.

    Brush up on Hanukkah, Kwanzaa and Bodhi Day

    Although 63% of Americans identify as Christian, that leaves 37% who don’t — many of these people celebrate religious holidays and periods that aren’t Christianity-centric and here are three that you should be aware of.

    Hanukkah

    This Jewish holiday period begins this year on Thursday, December 7, 2023, and runs through Friday, December 15, 2023. For several days, different themes are celebrated, candles are lit on the menorah, there’s daily reading of Scripture, recitation of some of the Psalms, and singing of special hymns. All of which take time off and dedication to fully enjoy. If you have Jewish employees at your company, be sure to respect their needs for family and tradition during this period.

    Kwanzaa

    Kwanzaa is a pan-African holiday that started in the United States in the 1960s. This holiday period begins this year on Tuesday, December 26, and ends on Monday, January 1, 2024. It includes celebrating a different value every day during that period, wearing symbolic colors, reciting sayings from great black thinkers, African drumming and sharing a meal from the African diaspora. Be sure to honor the paid time off requests of those who celebrate Kwanzaa.

    Bodhi Day

    Bodhi Day is a Buddhist holiday that occurs this year on Friday, December 8, 2023. Bodhi Day commemorates the day of Buddha’s enlightenment. It involves lots of prayer and meditation, reading scriptures, decorating trees with colorful lights, and having meals with family. Be sure to respect those who ask for this day off in 2024 and beyond.

    Ask what employees need

    Sometimes, employees submit PTO requests and don’t give context or explanations of their religious or cultural holiday needs. If you, an HR professional, or a manager have a good relationship with someone who is a religious minority, be sure to start a conversation about what that person needs this holiday season.

    Some employees want time off to pray; others want time off to travel to faraway places to celebrate with loved ones, while others would appreciate an office party to commemorate the period. However, employees choose to celebrate and practice compassion, understanding, and strategic planning to honor their religious needs while keeping business running as usual.

    Create staggered time off schedules around religious holidays

    If you have Buddhist employees who want Bodhi Day off or employees who celebrate Kwanzaa towards the end of December, you can artfully create staggered schedules that honor cultural holidays while keeping the company employee roster organized.

    Ask employees to submit their PTO requests at least one month in advance to give managers and directors time to strategize. That way, employees have time to hear back about their requests, and managers can ensure no balls are dropped while coordinating coverage. This is good practice in general but especially important during the holiday season.

    Final thoughts

    For those of us in the United States, living in a Christian-centric society means that many of us might forget that not everyone celebrates Christmas. The holiday season is full of festivities that span beyond Christianity and should be respected and honored in a similar fashion.

    For those in charge of managing paid time off, be sure to be mindful of what non-Christian holidays are occurring, which employees celebrate certain holidays, and how to keep business going through the holiday season. Your workforce and their families will thank you.

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    Nika White

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  • I took my daughter to Daymond John’s Black Entrepreneurs Day. Here’s what we learned. | Entrepreneur

    I took my daughter to Daymond John’s Black Entrepreneurs Day. Here’s what we learned. | Entrepreneur

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    Have you experienced “Take Your Child to Work Day” as a kid or parent? It wasn’t really a thing when I was a kid. But now, as a parent with a flexible schedule, I can often find opportunities to share a glimpse of what I do for work with my children.

    Most recently, I brought my 7-year-old daughter to Black Entrepreneur’s Day, an event curated by Daymond John. A few weeks earlier I told Daymond how she was inspired to start her own business after reading his children’s book, Little Daymond Learns to Earn.

    To my surprise, he made a personalized video to congratulate my daughter on her new business and invited her to attend Black Entrpreneur’s Day at the Apollo here in New York City.

    Founded in 2020 by Daymond John, Black Entrepreneurs Day is the ultimate celebration of Black business and entrepreneurship.

    This year’s event was highlighted by insightful conversations with Black business icons including Cedric the Entertainer, Whoopi Goldberg, SHAQ, Anthony Anderson, Cari Champion, Sloane Stephens, and many more.

    Here are three lessons anyone – including my daughter – can learn from the experience.

    Failure isn’t devastating, it’s just annoying

    Growing up, my wife’s favorite movie was Sister Act. This might be due to the fact that she went to Catholic school. Anyway, my daughter and I were able to meet Whoopi Goldberg, the star of my wife’s favorite movie.

    I asked Whoopi what advice she would give to anyone – entrepreneurs included – who suffered a setback. Her reply was short but powerful: “Failure isn’t devastating, it’s just annoying.”

    As a stoic with a high level of resilience, this resonated with me. Sure, I do get annoyed when things go wrong. I’m not going to deny that emotion and pretend like nothing is wrong. In fact, avoiding that emotion makes things even harder on me.

    Research from the National Library of Medicine supports this belief.

    “Avoidance is typically considered a maladaptive behavioral response to excessive fear and anxiety, leading to the maintenance of anxiety disorders.”

    In other words, if you avoid acknowledging a setback, things may continue to spiral out of control.

    But while recognizing the impact of this failure is crucial, it’s also important to not get stuck.

    Instead, make a decision to acknowledge, adapt, and then advance. Like Whoopi said, it’s not devastating – it’s just annoying.

    Failure is data, so long as you learn from it

    My daughter and I also met Cedric The Entertainer, a comedian and actor known for wearing unique, fashionable hats.

    Like many entrepreneurs, he decided to turn his passion into a business. And although he has experienced some success, he admitted his line of hats haven’t achieved the success he hoped for. Reason being, it’s very expensive to produce the type hats he likes at scale.

    Fortunately, he didn’t let that prevent him from taking on new challenges. And for his next venture he partnered up with Anthony Anderson, a fellow comedian and actor. Together they launched AC Barbeque, a line of premium barbeque and seasoning rubs. Their new business is growing at a steady pace as a result of their commitment to delivering a quality product that can be developed and delivered at an affordable price.

    What can you learn from this? You might fail in some of your business ventures too, but failure is a great teacher, so long as you learn from it.

    You only fail if you don’t try

    We were also able to see Carli Champion, a journalist and television personality who currently hosts The Cari Champion Show on Amazon Prime Video Sports Talk. If you’re an ESPN fan you may also recognize her from her days as an anchor on the network.

    In 2012 she joined ESPN as the new host of ESPN2’s live debate show First Take. As the show’s host, she moderated debates between sports pundits Skip Bayless and Stephen A. Smith. But she wanted to do more than just moderate, she wanted to be a journalist.

    After proposing ideas for stories to ESPN, she made her journalistic debut for the network in 2014. But she didn’t stop there. Instead, she spent the next six months petitioning ESPN to become an anchor on SportsCenter, ESPN’s flagship program. In 2015 Champion was promoted to this prestigious position.

    So how can you apply this to your own pursuits? Fiercely advocate for the recognition and rewards you deserve. If you ask, the answer will be yes or no. If you don’t ask, the answer will definitely be no.

    So start making bolder asks, and remember the only way to truly fail is not to try.

    Ready to learn more?

    You can watch the full replay of Black Entrepreneur’s Day on demand. And while you’re at it, check out my interview with Daymond on how you can help your kids foster entrepreneurial skills.

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    Terry Rice

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  • Want to Attract Diverse Talent? You Need to Work on Your Employer Brand — Here’s Why. | Entrepreneur

    Want to Attract Diverse Talent? You Need to Work on Your Employer Brand — Here’s Why. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Now more than ever, this question of what a business’ values, perspective, and stance are on certain social issues is under the microscope of diverse applicants. According to Monster.com, 86% of applicants actively engaged in a job search care about an employer’s reputation with regard to diversity, equity and inclusion (DEI). The same survey found that 62% of applicants would turn down a job offer if their employer did not support DEI.

    In this hiring climate, where hundreds of thousands of jobs have been added to the economy in 2023 alone, employees are looking for their perfect match and feel certain they can afford to wait until they find it. Without communicating DEI as a key value of your business on online platforms, you could be turning off high-value applicants who could join your team.

    So, how can businesses like yours stand out in the vast sea of “now hiring” signs and attract the best of the best diverse talent? The answer is clear: Develop an employer brand.

    What is an employer brand?

    Employer branding is a marketing and communication strategy that builds an emotional connection between the potential employee and the employer by demonstrating a positive image and reputation in its marketing.

    Employer branding involves the rhetoric that’s written on the company’s website, the posts it touts on LinkedIn, and the word-of-mouth reputation that represents its staff makeup, values, and commitments.

    When a diverse applicant sees your newly posted job description and is curious about your business, they likely go to your LinkedIn profile or website to see if yours is the kind of organization they’d like to be a part of. One of the ways companies can present themselves in the most positive light to these applicants is by discussing their values and initiatives around DEI.

    However, there are several missteps companies make when engaging in employer branding that could turn diverse employees off in seconds.

    Related: How Employer Branding Can Help Your Company Be Perceived As A Great Place To Work

    How employee branding could be turning off diverse candidates

    From the brand’s policies to its website messaging, these five mistakes may cause diverse candidates to dismiss your job posting before they even apply.

    1. Your business doesn’t have a DEI statement on job applications

    If you don’t have a DEI statement at the end of your job applications, you’re sending the wrong message to diverse candidates. This statement can be simple and should say something to the effect of “We’re an equal opportunity employer and are committed to providing equal employment opportunities for all applicants and employees, regardless of race, religion, gender, national origin, age, disability, marital status or veteran status.”

    As basic as this statement may sound, it acts to lower the perceived barriers to entry for some diverse applicants. It’s the first step in DEI-centric employee branding that serves as a handshake to diverse candidates. It communicates that “all are welcome” and that one’s identity doesn’t qualify or disqualify someone from being here. It’s a small step that can lead to more diverse applicants applying for your open role.

    2. Your business doesn’t offer ERGs, BRGs, or wellness groups

    An employee resource group (ERG), business resource group (BRG), or wellness group is an important component of promoting a sense of belonging in a company. Diverse applicants are looking for businesses that offer affinity groups, especially if the staff makeup has a sizable group of individuals who share a similar identity.

    It doesn’t always have to be about race, gender, or other common identities. Groups can also be formed around shared values like faith, health, sports and more. The goal is to demonstrate that your business is making a good-faith effort towards promoting community and belonging, and these are important components of a desirable workplace, especially for diverse applicants. Having a page on your business’s website or social media showcasing special groups that employees can join can help your business stand out and appear more welcoming to diverse applicants.

    Related: How to Utilize Employee Resource Groups for a More Diverse

    3. Your business doesn’t offer a flexible work environment

    It’s 2023, and more applicants are looking for flexible workspaces, whether they’re a parent or someone looking for more work-life balance (or work-life blend, as I call it), companies who brand themselves as flexible or accommodating workspaces are more attractive to potential employees than those who enforce rigid work schedules and mandatory in-office days.

    Since the world was taken by storm by the Covid-19 pandemic, more diverse applicants, including people of color, those with disabilities, and gender minorities, began looking for “safer” spaces to work. Minorities have always had to face microaggressions and adapt to the dominant culture in the workplace. However, having more flexibility around their office environment and schedule has helped those individuals find a work-life blend and has eased the burden of daily microaggressions and code-switching in the workplace.

    Related: How Code-Switching Hurts People of Color in the Workplace

    4. Your business doesn’t offer outside-of-work activities

    We all like to have fun and enjoy quality time with others. Companies that brand themselves as “fun” workspaces or ones that offer outside-of-work activities like company outings, retreats or sports activities can attract more diverse applicants and likely retain them longer. Although not every employee should have to participate in these activities, it’s nice to have the option for diverse candidates who are seeking community in the workplace.

    These activities aren’t just for show; they allow employees to bond and cultivate a true sense of belonging and community. Belonging is a critical element of a diverse workplace and should be promoted. Most companies do the bare minimum in offering outside-of-work activities. The consequence is that it can lead many minorities to feel isolated or disconnected from their coworkers–and this certainly does not attract or retain diverse talent.

    5. Build an employer brand that attracts — not repels — diversity

    Your business could have some of the best benefits packages and offerings available, but if you’re not actively discussing them, writing about them on your website and on social media, and sharing them in company emails, your employee brand isn’t going to benefit.

    Don’t neglect to speak about issues potential employees care about, like maternity and paternity benefits, flexible hours, and remote working, as well as diverse representation at all levels of the organization.

    These components of an employee brand can make or break your business’s competitiveness in the hiring market. Be the brand that stands out and attracts the best of the best by honing your employer brand and letting diverse employees come to you.

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    Nika White

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  • Does Mandatory Diversity Training Work? A DEI Expert Reveals The Pros and Cons. | Entrepreneur

    Does Mandatory Diversity Training Work? A DEI Expert Reveals The Pros and Cons. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    As a diversity, equity, and inclusion (DEI) practitioner, I enjoy hosting and attending DEI trainings — or, as I like to call them, experiences — as much as the next person. Whether they touch on gender or racial equity or strategize on skills to build inclusion and belonging, there’s something energizing about being a part of such pivotal conversations.

    However, not everyone walks into DEI experiences as energized as I do. Some don’t know why an experience is mandatory, or they wish that it wasn’t. Perhaps they feel that because of their identity, they may be judged or attacked. Or they’re so triggered by the topics covered in the experience, that they wish they didn’t have to engage at all.

    Related: Your Employees Are Probably Feeling Triggered at Work

    While these are normal reactions to DEI experiences, I think it’s worth exploring some good reasons to make them mandatory and other reasons why it may not be such a great idea.

    Pro: When people know better, they do better

    One major benefit of mandatory DEI experiences is the informational aspect of them. Not everybody is well-versed in DEI, how to cultivate belonging and inclusion, or specific ways to show up as an ally for others. Until they know how to practice DEI principles, they may not know how to do better.

    However difficult the topics may be, giving everyone the foundational principles of DEI can help some people understand them, use them, and think critically about how to show up better in the workplace and beyond.

    Pro: DEI experiences are good for compliance

    For leaders who are constantly weighing how to cultivate safety and belonging in a diverse workforce, mandatory DEI experiences can set the stage for how we should treat each other in the workplace.

    For example, suppose your workplace has DEI protocols on how to be kind and respectful to LGBTQIA+ employees. In that case, all employees should have a baseline understanding of gender pronouns and basic interaction principles. An issue where an employee has crossed a line is much easier to identify and remedy when a DEI experience is mandatory, and the knowledge is shared with all parties. However, always keep in mind that compliance shouldn’t be the only reason for hosting a DEI experience but rather a good reason, among others.

    Related: Here’s What Your Diversity Training Might Be Missing

    Pro: DEI experiences set the foundation for a more diverse workforce and clientele

    If you know you’ll be growing your workforce or attracting more diverse clients in the future, set your business up for success by having a mandatory DEI experience on the docket.

    For example, suppose you know your business will begin to work with a more international clientele. In that case, it’s a good idea to train your employees to become more knowledgeable and competent in that particular culture. Preparing your workforce to interact with more diverse clients, fellow employees, and stakeholders can help create more fruitful and seamless interactions in the future.

    Con: People can feel forced to “think” a certain way

    Some people hesitate to engage in DEI experiences because they may view it as indoctrination. People come from different backgrounds, so requesting someone use a specific term or be mindful of behavior when engaging with certain groups can feel uncomfortable or forced for some people.

    DEI experiences shouldn’t make everyone think the same way or make someone feel ashamed of who they are or where they come from. The goal is to build a behavioral foundation where people from different backgrounds can coexist and respect one another under certain principles and best practices. There’s a good kind of discomfort that helps participants grow in certain situations, however, if a DEI experience begins to feel too confronting for certain groups, reconsider the agenda of that experience and try again with a new strategy or DEI practitioner.

    Related: From Faith to Politics: How to Navigate Difficult Conversations in the Workplace

    Con: Not all DEI practitioners operate the same

    While one group may love a certain DEI practitioner, another group may be completely turned off. If you make a DEI experience mandatory and the employees don’t enjoy it, it could have adverse ripple effects.

    Keep in mind that mandatory experiences with a practitioner that the group didn’t enjoy aren’t always the best way to get the message across. Delivery and style make a difference, so before choosing a DEI practitioner, be sure to do your research on their background and style so you can decide who would be best for the employees in your company. But be wary of asking practitioners to dilute content to avoid the good kind of discomfort we discussed earlier. Sometimes, what’s uncomfortable to hear is the best message a practitioner can deliver.

    Con: DEI experiences aren’t everyone’s preferred way to learn

    While some people enjoy in-person experiences, others prefer to read or watch videos instead. Consider offering mandatory DEI experiences to those who enjoy in-person sessions, but leave room for those who prefer a different method to opt out in exchange for reading some material, taking a quiz or watching a film.

    As long as people are engaging with the work in their own way and absorbing critical information about what’s expected of them, it’s fine. The goal is to make sure best practices for building inclusion, belonging, and respect across differences are available to employees in whatever way they prefer.

    Final thoughts

    When it comes to DEI, there’s no one-size-fits-all approach. While mandatory experiences can bring people together and help them think through strategies for building community and cultivating respect across differences, others may not choose to spend their time that way or prefer to engage with the topic in another way. There’s nothing wrong with having multiple avenues for presenting DEI information — in fact, I recommend it. What’s most important is that people engage with the information and make a good-faith effort to show up kinder, more inclusive, and more respectful in the workplace and beyond.

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    Nika White

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  • How to Ensure Your Workplace Is Truly Inclusive for All | Entrepreneur

    How to Ensure Your Workplace Is Truly Inclusive for All | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    The 21st-century workplace is evolving rapidly. As we step further into a world driven by digital advancements and changing socio-cultural dynamics, it is essential to acknowledge that our workforce should be as diverse as the world we live in. An inclusive workforce is not just about hiring people from various backgrounds or cultures; it also means embracing individuals with different cognitive processes and physical abilities. Neurodivergent individuals and those with visible and invisible disabilities bring unique perspectives, skills and innovations to the table.

    But how do we ensure a truly inclusive environment for all? As a person with nearly 30 years of experience in the workforce solutions space, I take this opportunity to recommend ways businesses can start preparing for a future that will be determined more by inclusive policies and practices than by traditional business metrics.

    Related: 5 Steps to Building a Supportive and Inclusive Workplace for Neurodiverse Employees

    1. Policy reforms

    Before diving into specific strategies, let us all agree that policies are foundational. They set the tone and the guidelines by which organizations operate. However, when we talk specifically about organizational policies around neurodiversity and disabilities, there is still room to improve.

    • Anti-discrimination laws: While many countries have policies against discrimination based on gender, race and religion, fewer have robust protections for neurodivergent and disabled individuals. Strengthening and enforcing these laws will send a strong message to employers about the importance of leveling the playing field for everyone.

    • Flexible working arrangements: It is important to recognize that not everyone thrives in a standard 9-5 setting. Flexibility in working hours or remote work can be especially beneficial for those with certain disabilities and different cognitive capabilities.

    Pioneering inclusivity: A glimpse of U.S. legislative efforts

    While the United States has long been a trailblazer in legislating for a more inclusive work environment, further refinements and initiatives are essential to achieve absolute inclusivity.

    • Americans with Disabilities Act (ADA): Enacted in 1990, the ADA stands as a bulwark against prejudice towards individuals with disabilities in various aspects of public life, spanning employment, education and transportation. A key feature of the ADA is its directive for employers: They must provide reasonable accommodations to eligible candidates or workers with disabilities unless such accommodations cause significant difficulty or expense to the employer.

    • Rehabilitation Act of 1973: Prior to the ADA, the Rehabilitation Act was a groundbreaking stride in combatting disability-related systemic biases, especially within federal entities. Section 504 and Section 508 of the Rehabilitation Act stand out. While Section 504 champions accessibility and equal opportunity to federally funded program benefits and services, Section 508 mandates that electronic information and data should be made available to disabled individuals in the same manner as it is to those without disabilities.

    • Work Opportunity Tax Credit (WOTC): Serving as an incentive to encourage diverse hiring, the WOTC provides financial rewards to employers that hire people from specific demographics, including those with disabilities. The underlying goal? To pave smoother career paths and more accessible employment opportunities for those who might otherwise grapple with significant challenges in the job market.

    • State-centric legislations: Venturing beyond the purview of national laws, numerous states have carved out their own set of rules. Some have tightened accessibility norms for infrastructure, while others incentivize inclusive hiring practices.

    2. Structural amendments

    The physical and digital infrastructure of workplaces often needs adjustment to be truly inclusive.

    • Accessibility first: Companies need to ensure that all office facilities are wheelchair-accessible, offer sign language interpreters for meetings and provide materials in braille if needed. Digital platforms should meet web accessibility guidelines, ensuring all employees can access and engage with content.

    • Dedicated resource groups: Putting together teams or committees focused on inclusivity can be beneficial both immediately and in the long run. These groups can offer insights, recommend changes and act as an organic support system for neurodivergent and disabled employees.

    Related: How to Create a More Inclusive Workplace

    3. Innovative practices

    I strongly believe that beyond policy and infrastructure, a shift in organizational culture is pivotal.

    • Awareness and training: Many of our biases are deeply ingrained in our psyche and operate unconsciously. Regular training sessions on neurodiversity, autism and disability awareness can help both employees and employers recognize, confront and counteract their preconceived notions.

    • Mentorship programs: It helps to pair neurodivergent and disabled employees with mentors who can guide, support and advocate for them.

    • Inclusive recruitment strategies: Businesses may consider partnering with organizations and institutions that work with disabled individuals to create pipelines for potential hires. This not only broadens the talent pool but also demonstrates a company’s commitment to inclusivity.

    • Tailored onboarding processes: Recognizing that a one-size-fits-all approach does not work, we must design onboarding processes that can be tailored to individual needs. This might involve providing additional training resources, establishing peer support systems or giving new hires more time to adapt to their new environment.

    • Flexible job descriptions: A rigid job description might exclude talented individuals who could perform the core responsibilities of a role but might struggle with one or two “standard” requirements. Flexibility in job descriptions ensures a broader pool of potential candidates and a more inclusive workforce.

    4. Feedback and continuous improvement

    • Anonymous feedback channels: Let us allow employees to anonymously share their experiences, challenges and suggestions without fearing retaliation or reprimand.

    • Regularly review and adapt: The journey to inclusivity is ongoing. It is important to regularly assess policies and practices, ensuring they remain relevant and effective.

    An inclusive workforce is not just a moral imperative; it’s a business one. Neurodivergent individuals and those with disabilities often approach problems differently and offer innovative solutions. By investing in policy reforms, making necessary structural amendments and adopting innovative practices, businesses can ensure they are tapping into the full spectrum of human potential.

    Building an inclusive future is not just about hiring practices. It is about creating an environment where every employee, regardless of their neurodivergence or disability, feels valued, understood and empowered.

    Related: The Difference is Difference — How to Harness the Power of Neurodiversity for Your Business

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    Nish Parikh

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  • How Daymond John’s Black Entrepreneurs Day Is Changing the Game | Entrepreneur

    How Daymond John’s Black Entrepreneurs Day Is Changing the Game | Entrepreneur

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    Daymond John is the reason I became an entrepreneur.

    When his clothing brand, FUBU, first launched I was in junior high school. I was immediately drawn to the bold designs and the associated status wearing his clothes would bring me. But, since we had already done back to school shopping, my mother wasn’t willing to buy me anything I didn’t need.

    But here’s the thing, I didn’t need FUBU gear, I wanted it. So, I started making money by working after school. I did yard work around the neighborhood and earned $5 per hour. If I wanted a new shirt, I knew I could make enough money in a week. If I wanted to throw in a pair of pants too, I could make enough money by working over the weekend instead of sitting around watching television.

    That experience taught me that I could get anything I wanted so long as I had vision, opportunity and the determination to make it happen. And although Daymond unintentionally taught me about entrepreneurship as a teenager, there’s nothing accidental about the movement he’s creating through Black Entrepreneur’s Day.

    What is Black Entrepreneur’s Day?

    Founded in 2020 by Daymond John, Black Entrepreneurs Day is the ultimate celebration of Black business and entrepreneurship.

    This year’s event is highlighted by insightful conversations with Black business icons including Cedric the Entertainer, Whoopi Goldberg, SHAQ, Anthony Anderson, Cari Champion, Sloane Stephens and many more.

    To date, the event has raised over $750,000 in Black Business grants in partnership with the NAACP and has inspired millions of fans. That commitment continues this year with Shopify sponsoring an in-person pitch competition.

    Beyond that, Black entrepreneurs from around the country can apply for the chance to win a $25,000 grant to help them grow and scale their businesses through the NAACP Powershift Entrepreneur Grant. In addition to the monetary compensation, winners of the grant will receive:

    • Mentorship from Daymond John
    • Join Daymond live on air during this year’s Black Entrepreneurs Day broadcast

    This year’s grants will be funded by event partners including: J.P. Morgan Chase, The General Insurance, Hilton, T-Mobile, Salesforce, and TriNet.

    So if that sounds good to you, apply now, the application window closes October 11, 2023. You can find more information on the Black Entrepreneurs Day website.

    Why Black Entrepreneurs Day is so important to Daymond

    The tale of how Daymond built FUBU is legendary but one aspect of the story stands out to me because it epitomizes the resilience and creativity displayed by many other entrepreneurs.

    When Daymond first launched FUBU he didn’t have money for marketing or publicity. However, he did have one valuable asset; a deep understanding of his audience which included how they spent their free time. Specifically, they frequented the hottest hip-hop clubs in New York City.

    So Daymond, he gave away FUBU clothing to bouncers who worked at these clubs.

    Why did he do this, and what was the impact?

    • He knew these bouncers had trouble finding fashionable clothes in their size. (He solved a problem)
    • Unlike other fashion forward people, they wouldn’t just wear it occasionally, they would wear his clothes at least every weekend. (His product inspired loyalty)
    • Standing outside of these clubs, they were very visible to his target audience, people who liked hi-hop. (He identified micro influencers)

    This strategy not only got the name out, it eventually helped him land LL Cool J as a celebrity influencer, which exposed FUBU to an even bigger audience.

    Fast forward 30 years and you have the outline of a perfect influencer marketing campaign.

    Daymond understands people and behavior in a way that truly encompasses the empathy so many other brands and marketers try to project. Fortunately, his empathy also extends to other entrepreneurs who are struggling to find the money to build their business.

    During our interview he stated “I know that a lot of the money that has been traditionally issued out in this country is not going to us. But this is issued by an entrepreneur who is African American by companies that are supporting this initiative. Now, the playing field is even for me as an African American.”

    When asked about the kind of impact he wants Black Entrepreneurs Day to have he shared the following.

    “You know what the victory is going to be? People who got the grants year one, two, three and four and on coming back to say my business is doing great.”

    This isn’t just a performative gesture, Daymond is helping people establish generational wealth.

    Related: Daymond John: Money Mastery Playbook for Entrepreneurs

    The impact Daymond has had on generations of entrepreneurs

    As mentioned, Daymond John inspired my entrepreneurial journey, but he’s already played a role in my 7 year old daughter’s as well. This year we purchased his book “Little Daymond Learns to Earn“. His book ignites kids’ early interest in how money works through storytelling and practical examples. After reading it my daughter decided to start her own business selling custom bookmarks at her elementary school.

    During my chat with Daymond I shared how much money she made as well as the impact it had on her confidence and creativity. He replied “I mean, you encompass black entrepreneurs day. We’re trying to do the same exact thing that just happened. Educate people and also give them money. And then highlight just amazing people who are helping us do it like, McDonald’s and Hilton and all of our partners.”

    He then extended an invitation for me and my daughter, Lena, to join him at this year’s Black Entrepreneurs Day. Her teachers are onboard with it, so long as she shares her experience with the rest of the class.

    I’m sure she won’t be the only entrepreneur who inspires and empowers their community based on the experience they have at the event.

    You can learn more about Black Entrepreneurs Day and register to watch the online event, which takes place November 1st, at www.blackentrepreneursday.com.

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    Terry Rice

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  • 4 Myths About Women in the Workplace, Debunked | Entrepreneur

    4 Myths About Women in the Workplace, Debunked | Entrepreneur

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    The “glass ceiling“(a metaphor used to represent the barrier preventing women from ascending to senior-level leadership) is often referred to as the major hurdle for women in the workplace, but it might not be the whole story.

    In a new report, consulting firm McKinsey & Co. and Lean In, a nonprofit founded by former Meta COO Sheryl Sandberg, have debunked what they say are four “myths” about the state of work for women in 2023, emphasizing that the “broken rung” (a lack of women being promoted early in their careers) is a greater obstacle than the “glass ceiling” for career advancement.

    The report found that gender disparity begins early with fewer women given entry-level promotions, and it continues throughout leadership shifts in an organization, resulting in fewer women being promoted to senior positions.

    From microaggressions to a perceived need for flexible work schedules, the report found several ways in which women are held back in the workforce. To start, in 2023, for every 100 men promoted to entry-level managerial positions, only 87 women made the cut. The number rises to 91 for white women, and 89 for Asian women, but falls significantly to 76 and 54 for Latina and Black women, respectively.

    Related: 6 Ways to Cultivate a Diverse and Equal Workplace

    Here are four debunked “myths” about the state of women in the workplace, according to McKinsey & Co. and Lean In.

    1. The biggest barrier to women’s advancement is the ‘glass ceiling.’

    Reality: The “broken rung,” or the lack of promotion early on in one’s career, is what hinders women’s career growth.

    The “glass ceiling” is often seen as the primary hurdle for women in career advancement. But in reality, the study found, it’s actually the “broken rung” — a barrier that occurs early in one’s career, suggesting that climbing the metaphorical career ladder (for example, going from manager to director), is a far more significant hurdle.

    2. Myth: Women are less ambitious.

    Reality: Women are just as ambitious as men, and more ambitious than ever.

    Women exhibit a similar level of commitment to their professional growth and a comparable desire for career advancement as men, with 81% of both men and women reporting “interest in getting promoted to the next level,” according to the report.

    Furthermore, eight out of ten women express a desire to be promoted to the next level within the year — an increase from seven out of ten in 2019.

    3. Myth: Microaggressions have a ‘micro’ impact.

    Reality: Microaggressions have a wide and lingering impact on women.

    Microaggressions can manifest as subtle verbal or non-verbal behavior or comments, usually based on a person’s race, gender, ethnicity, sexual orientation, or religion, that communicate derogatory or negative messages.

    According to the report, these instances can have a negative and lasting impact on women more than men, making women 4.2 times more likely to “almost always feel burned out,” 3.8 times more likely to “feel they don’t have an equal opportunity to advance,” and 3.3 times more likely to “consider leaving their company.”

    Related: What Do You Do When Your Colleague Is Biased? Try These 5 Phrases to Professionally Call It Out.

    “By leaving microaggressions unchecked, companies miss out on everything women have to offer and risk losing talented employees,” the researchers wrote in the report.

    4. Myth: It’s mostly women who want— and benefit from — flexible work.

    Reality: Both men and women view flexibility as a top employee benefit.

    The majority of employees consider the opportunity to work remotely and have control over their schedules as top-tier company benefits, ranking second only to healthcare, the report found.

    Among those who work remotely, 29% of women and 25% of men highlight that one of the primary advantages is experiencing “fewer unpleasant interactions” with colleagues. However, a larger proportion of women (53%) mention a reduced sense of pressure when it comes to managing their personal style or appearance as compared to men (36%).

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    Madeline Garfinkle

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  • Companies Are Deprioritizing DEI. Why They Shouldn’t and How to Recommit. | Entrepreneur

    Companies Are Deprioritizing DEI. Why They Shouldn’t and How to Recommit. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Just because the naysayers have been amplified doesn’t mean DEI (diversity, equity and inclusion) is dead or should be abandoned. In fact, now is the time to turn up the volume on what’s been going well in our DEI efforts.

    In 2022, 81% of companies polled reported that having DEI initiatives was beneficial to their organizations. The same survey showed 94% of the companies were investing more in mental health resources, 70% were improving equity in parental leave, and 48% had at least one employee resource group (ERG) often centered on racial, ethnic and gender minorities.

    How did all of the progress we made in 2022 become deprioritized in 2023? Shifting public opinion on DEI and a larger discussion on whether DEI is bringing people closer together or further apart. For DEI professionals, executives and everyone in between, consider recommitting to DEI and transforming the narrative from a story of division to a story of inclusion.

    If you or those in your business are losing stamina in your DEI efforts, here’s how to recommit to the work and continue making strides.

    Related: Supreme Court Rules Against Affirmative Action at Harvard and UNC

    Understand that DEI is not a trend

    After the murder of George Floyd in 2020, it seemed like the business world had a fire lit underneath it. The drive and energy to promote DEI at all levels of the organization was a priority that couldn’t wait. Now, the fire has fizzled and the commitment to equity in the workplace seems to have faded into a trend. If business owners have lost the fire for DEI that was ignited within them in 2020, it’s worth exploring why.

    In this work, there is no “season” for equity and inclusion. If we’re truly committed, we don’t fluctuate between wanting to improve diversity and belonging and taking a year off when it no longer feels relevant. Cultivating DEI is a long-game strategy that helps businesses navigate changes in their company culture and employee makeup — whether it’s a good or bad year. It takes consistent action even when no one else is watching.

    Let’s reignite that fire and bring DEI back onto the priority list.

    Dig deep into your DEI ‘why’

    Why did your company start working on DEI in the first place? Was it sparked by an individual or group needing more support or belonging? Were stakeholders interested in the company’s DEI efforts and seeking proof of action? Was the CEO of the company driving the changes in order to cultivate long-lasting diversity and inclusion in the workplace?

    It’s important to be mindful of your company’s original intent and rationale. Take stock of all the progress the company has made so far and where the next steps were heading. Re-engage with those who originally proposed DEI projects and initiatives, and start conversations about how those ideas can be reimagined or reignited.

    Discuss as a company how DEI can be revived in 2023 and beyond to set your company up for success. Don’t let progress sit in a drawer next to last year’s tax filings. Reignite the “why” and recommit to the journey of DEI — for those in the company who need it now and for those who have yet to arrive.

    Related: 4 Ways Inclusive Leaders Can Respond to the Weaponizing of DEI

    Get creative and dream bigger on your DEI initiatives

    While 2020 felt like DEI crisis mode, maybe 2023 and 2024 can inspire DEI initiatives that are forward-thinking and proactive. Innovation and creativity don’t happen in a vacuum. They require leaders and changemakers to listen to their staff and dedicate time to creating solutions.

    How can the to-do list of the past be reimagined for the future?

    What new initiatives can support a more diverse workforce and meet anticipated company needs?

    In economic terms, when there’s a financial downturn or a pressing revenue issue in the company, people roll up their sleeves and figure it out. Even if they have no idea what they’re doing, the commitment to move past barriers and find solutions drives them toward progress.

    Unfortunately, I don’t see the same commitment when it comes to DEI. Whenever there’s a crisis in the company — mass layoffs, financial decline, company culture change — executives and others put their heads down and get to work on solutions. So why not create that same level of urgency with DEI? Now is the time to do so.

    Related: Here’s How to Have the Most Powerful DEI Conversations

    DEI 2.0

    When companies have thrown in the towel and completely given up on their DEI initiatives after public support has softened, how do we reignite the fire to stay committed to DEI?

    Simple: We remember this is a marathon, not a sprint, and we get right back on track.

    We need to cultivate DEI 2.0. Initiatives and strategies that don’t simply react to issues as they occur but are proactively preventing DEI disasters in the future. Let’s think about how we can evolve the current state of the workplace and set the foundation for inclusion, diversity and belonging in the long run.

    For those restarting these conversations, my advice is to not be afraid to go there — to the heart of the DEI fatigue, to the waning of commitment to inclusion, and to the deprioritization of the work.

    Offer your time and energy to come up with creative solutions that will guide your organization into the future. Be the voice of change that those who have let go of DEI need to hear. With renewed focus and commitment, we can continue to advance DEI in the workplace — even when segments of society declare that it’s not a priority.

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    Nika White

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  • 10 Pros (and Cons) of Hiring International Employees in 2023 | Entrepreneur

    10 Pros (and Cons) of Hiring International Employees in 2023 | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Thanks to the abundance of connective technology, hiring and working with people in remote locations, including employees in other countries, is easier than ever. Hiring international employees can be advantageous for your business, helping you save money while simultaneously broadening your talent pool.

    But is this truly worthwhile in 2023? Let’s take a look.

    Related: The Rise of Self-Employed in the Global Workforce and What Business Owners Need to Know

    The benefits of hiring international employees

    Hiring international employees comes with an array of advantages, including:

    • A wider talent pool. One of the most appealing benefits of hiring people in other countries is getting access to a wider talent pool. There are nearly 400 million people in the United States, but that doesn’t mean much if you have several important job openings and no applicants eager to fill them. Broadening your search internationally could be exactly what you need to find more people and fill those vacancies.
    • Relatively easy traveling logistics. Thanks in part to the Visa Waiver Program (VWP) and ESTA, international travel to the U.S. is easier than ever. Instead of making complicated arrangements and relying on tedious paperwork, your employees may be able to make arrangements to visit the United States for short business trips by filling out electronic applications that only take a few minutes.
    • Remote collaboration potential. Only a few decades ago, working with people in other countries was practically impossible for most businesses. But in 2023, we have access to better collaboration tools than ever. Cloud collaboration platforms, powerful video chat apps and intuitive project management systems make it much easier for employees to engage with each other in real-time, regardless of their geographic location.
    • A road to labor savings. Here in the U.S., we’re used to people having a median salary of around $50,000. And if you want a maverick with tons of experience, you’ll pay a lot more than that. But labor simply isn’t this expensive elsewhere in the world. Hiring talent where the cost of living is lower means employers benefit from lower labor costs.
    • Cultural touchpoints for expansion. If you’re interested in expanding your business to new markets overseas, hiring employees in those countries could give you cultural touchpoints. These hires can help you better understand your target countries and develop strategies for efficient, successful expansion.
    • Diversity and problem-solving capabilities. There’s also an advantage to having a diverse staff of people working together. Studies have found that diverse teams are better at decision-making and problem-solving because they tend to focus more on facts.

    Related: The Benefits and Risks of Launching New Products in New Markets

    The downsides of hiring international employees

    There are some important downsides to acknowledge, however.

    • Registration and compliance. From a legal perspective, hiring and maintaining employees internationally can be a bit messy. You may be subject to laws and regulations imposed by foreign nations, which can increase compliance costs and cause legal headaches. At the very least, you should hire a lawyer to help you navigate these complexities, which can ebb away at the labor cost savings you’d otherwise enjoy.
    • Wage increases and employer demand. Hiring people in certain countries used to be absurdly inexpensive, but wages are beginning to increase on an international scale. This is great from an international economic perspective, as the quality of life is increasing for billions of people. However, because more employers are seeking international employees and employment demand is rising, employees are demanding higher wages and more benefits.
    • Communication barriers. English is the most popular language in the world, with 1.3 billion speakers in 2023. You shouldn’t have trouble finding employees who can speak English competently, but there may still be some communication barriers if these speakers are inexperienced or if they aren’t able to grasp the nuances of native speakers. Translation services and intermediaries may be able to help, but this is still a barrier you’ll need to account for.
    • Cultural differences. Finally, keep in mind that cultural differences can make an impact on your business. Employees in other countries may have different philosophies about work. They may prefer working in a totally different time zone. They may have different holidays. They may approach conflict resolution in totally different ways. It’s a good idea to immerse yourself in their culture so you can understand where they’re coming from if you want a healthy working relationship.

    Should your business hire international employees in 2023? In some ways, the prospect is more attractive than ever, with fewer communication and travel barriers and more options in terms of both available countries and talented workers. But the decision isn’t exactly straightforward. Make sure you fully understand the laws and regulations associated with hiring foreign employees in your destination country and weigh all the pros and cons before moving forward.

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    Anna Johansson

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  • How Women Can Beat the Odds in the Tech Industry | Entrepreneur

    How Women Can Beat the Odds in the Tech Industry | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Women are underrepresented in the tech industry, holding less than a third of computer and mathematical occupations. It’s only getting worse with the rise of automation and artificial intelligence, as a new McKinsey report found women are 1.5 times more likely to be impacted by generative AI in their work. As a woman working with clients in tech, it can often feel isolating.

    However, most days, I view it as an advantage because women have a different natural skill set than men. Our empathy helps in listening to clients and understanding the design process. We are less transactional and more inclined toward human connection, which is a great trait to help build a strong team. We also have different perspectives of the world, and various perspectives are essential for long-term success.

    Related: 4 Strategies to Empower Women in the Workplace

    This gender gap in technology is long-standing and caused by a variety of societal issues, ranging from stereotypes, bias and hostile work cultures to lack of early exposure and STEM educational pathways.

    Companies like Amazon developed AI hiring bots to screen applicants, and, despite being proven to favor male applicants, they are still in use. Not only that, but women were also disproportionately impacted by recent big tech layoffs. Axios and Layoffs.fyi found that 45% of 3,404 workers confirmed laid off from tech employers between October 2022 and June 2023 were women, despite companies like Meta having 63% male workers in their workforce. These layoffs also focused largely on departments like Human Resources, which is nearly 73% female.

    Web3 does get better. Some organizations like Boy’s Club, SheFi and Surge do an amazing job combatting this by onboarding, retaining and curating female-oriented events to onboard more women into the ecosystem. This sector still inherits the same Web2 bias, though.

    Boss Babes surveyed Gen Z about Web3 and found young women were 36% more likely to lack any formal education about the sector. Boston Consulting Group partnered with People of Crypto Lab to find only 13% of Web3 startups include a female founder, and only 3% of those were all-female founding teams.

    All-male founding teams in Web3 raised an average of nearly $30 million each, compared to only $8 million for the all-female teams.

    Related: Gen Z Is Seriously Misunderstood — Here are 3 Secrets Young CEOs Employ to Disrupt Industries

    This gender gap exists in venture capital firms (where only 15% of VCs are women, and only 3% of funds go to all-female teams) and extends to tech sales teams, where women make up only 25% of salespeople and 12% of sales leadership. In school, 80% of AI professors are men, and after graduation, only 10 to 15% of AI research staff at companies like Facebook and Google are women.

    Even just by existing as a woman, tech can threaten me, regardless of whether I work. Research shows that 96% of deepfakes online in 2019 were women, and generative AI is known to accentuate biases while disproportionately affecting women.

    There’s no reason for any of these problems to exist, either. A McKinsey report on diversity found companies with at least 30% female executives are up to 48% more likely to outperform their least gender-diverse counterparts. In fact, both gender and racial diversity from the entry-level to the C-suite can increase a company’s bottom line.

    Building this foundation as an entrepreneur is especially important as you scale beyond your garage into a multinational company. There are ways to succeed as a female entrepreneur in the tech space.

    Getting ahead as a female entrepreneur

    I can’t understate the importance of continuous learning. It’s easy as we get older to remain stuck in our ways, but the more knowledge you have, the more confident you’ll be in every aspect of your life. That’s why it’s important to learn something new every day, whether directly related to the business or not.

    Sometimes, we can learn something in a completely unrelated field that can be applied to our own, so always stay open to new experiences.

    Related: 4 Research-Backed Reasons Why Women Belong in Tech

    Don’t be afraid to be unabashedly who you are. Speak your mind, take the lead, and be willing to win or lose as yourself. We all battle imposter syndrome, and I realize it’s difficult to “be yourself” when you aren’t entirely sure who you are. Still, you should stand confident and follow your dreams, regardless of how difficult the road can sometimes be.

    As a woman, also be prepared to go the extra mile. My business partner and I regularly attend business conferences like Consensus and NFT.NYC, and speaker panels are often filled with men. We’re lucky to account for 10 to 20% of the speaker slots, which means we must compete harder and bring our A-game.

    It’s also vital to lean into your strengths–while you may have a steeper hill to climb, you can remain competitive by focusing on your core skillsets. Everything else can be outsourced as you build a team of specialists in areas you struggle in. It doesn’t mean you can’t still struggle through and learn new things, but your bread and butter should focus on what you’re best at.

    More than anything, understand that change is slow. We’re living in the 2020s, and my challenges are not much different than those my mother and grandmother faced at my age. You’ll still face adversity no matter how hard you work or climb.

    Gender diversity isn’t just a moral imperative; it’s a business imperative. Innovation thrives on diverse perspectives, and women are essential to this ecosystem.

    Being a woman entrepreneur has unique challenges, but it’s not impossible. In fact, overcoming these hurdles helps us refine our skills and come out stronger on the other end. Tech bros may run the world, but that doesn’t mean we can’t claim our space, disrupt the status quo, and lead with passion and resilience.

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    Lena Grundhoefer

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  • 3 Keys to Success for Black Women Entrepreneurs | Entrepreneur

    3 Keys to Success for Black Women Entrepreneurs | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Let’s be blunt. Being a Black entrepreneur is different from our counterparts. Not always in a bad way, just dissimilar. However, we do face challenges or have experiences that are sometimes difficult to understand or articulate unless you’re in our shoes or you live through them. What might seem routine, ‘normal,’ or straightforward to others has proven to be unlike what our communities of color face — especially in the small business world. Nevertheless, remaining optimistic and resilient amongst the noise will aid in your success despite the barriers.

    Embracing pride for your business while maintaining respect for others and yourself will ultimately mold a sound backbone for what life throws amongst the discrimination and bias that are still prevalent. As a Black woman entrepreneur, being aware of the obstacles and having courage to overcome them is critical. Here are three keys to success that aid in empowerment, growing your small business as an underrepresented class and evolving into a respected small business owner.

    Related: 6 Ways to Offer Allyship to Black Entrepreneurs

    1. Bring your own perspective and authenticity + don’t be afraid to cultivate change

    No matter how often you’ve been silenced, don’t allow that to define you. Bring your unique perspective to every situation facing you. Fortunately, redefining and making small changes can yield big results in every area of life. Entrepreneurs generally endure a lot every day because it seems easy enough to just count us out or take us less seriously than those in corporate America. However, speaking up, starting and maintaining needed conversations and leveraging your strengths to propel you forward will open doors for differing perspectives and much-needed change to your organization and the world. It’s as simple as this — You can make a difference. So, when you see something you don’t agree with or feel it is unethical, say something. Be 1% better every day in all you do.

    Roadblocks are inevitable but necessary for growth. Looking at them as opportunities to be better is always the way forward. Keep your vision clear on what you want your business to accomplish and your life. Continuously set goals to make your vision a reality. And know that being authentic is the best you can be. People want to see authenticity in how they live their lives, run their businesses, and create community. It builds trust and confidence — which is so instrumental, especially today.

    Related: How to Create a Thriving Workplace by Leading With Authenticity

    2. Stay true to who you are + be an advocate for yourself

    If you’re a POC reading this, there has, without a doubt, been a time when you found yourself as the only representation of color in a group. In these moments, look for opportunities to drive diversity by advocating for yourself and others. Because when you walk into rooms and see people that look like you amongst the crowd, doesn’t that feel better than good? Whether you look at the company you founded, the organizations you get involved with, or the community you live in, you have the greatest opportunity to support diverse environments. Remembering your value and having a purposeful vision in all situations will go a long way.

    Related: Black Women Entrepreneurs, Not Banks, Helped Me Keep My Company Going During the Pandemic

    3. Stay informed + commit to your beliefs

    The average revenue of Black-owned businesses in Atlanta is incredibly low. According to The Atlanta Journal-Constitution, in 2021, “Black-owned companies generate $39,826 in average annual revenue.” When you consider that minority-owned businesses are pulling in less than $40,000 a year, which is astonishingly less than those businesses that aren’t minority-owned, that’s a huge problem. Whether it’s through volunteering, speaking, mentoring or 1:1’s, being a force of change in those statistics (or similar ones) is crucial to the difference that the small business community needs.

    As business grows, be a role model for those following in your footsteps. Others are studying your career path and seeing what your business and life look like. Why not leave a lasting legacy in all areas of your life?

    Be strong in your commitment to rise above and make a difference; remember it starts with you. Consider these possibilities:

    • Choose equitable hiring practices.
    • Find speaking opportunities that allow you to support your community.
    • Cultivate a diverse set of offerings and client bases.
    • Think through your business and find areas where you can drive diversity, equity and inclusion.
    • Be the change you know you can be, and be proud of where your business can take you.

    The path to success for Black women entrepreneurs requires perseverance and perspective. Staying true to yourself and being a positive resource to others will build a successful business that serves your purpose and your community well. Even in the face of adversity, a resilient spirit, clear vision and unwavering commitment can make all the difference in achieving success and positively impacting the world.

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    Lauren Gall

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  • How Leaders Can Change the Trajectory for Women in Tech | Entrepreneur

    How Leaders Can Change the Trajectory for Women in Tech | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    No one blinks when they find out your doctor is a woman. Or your lawyer. Or your accountant. But try telling them that your CTO is a “she” or your IT “guy” isn’t a guy at all — you might get a different reaction. That’s a problem, of course. Fortunately, it’s solvable. As leaders, we can help pave the path to a tech career, making it less daunting for women.

    As a woman who’s been successful in navigating the rocky road to tech success, I can attest to the fact that it can be done. If you have a dream, you can do it. I just wish that women could realize equality in the technical fields a little faster. According to one CIO Magazine article from 2023, women make up merely 28% of the computing and math-focused worker population. Perhaps worse, about half of the women employees who start in tech eventually leave the tech world behind. Those aren’t great numbers, but they shouldn’t serve as barriers.

    The fact is, technology is an amazing sector. It’s growing all the time, and opportunities are opening up left and right. Who would have guessed just a decade ago that podcasting technology for brands would be so needed? Now, it’s not only a “thing:” It’s a “thing” that’s in high demand. That’s why I moved into the niche.

    Women who are passionate about all things technology-related have so many directions to go in. However, they need to get a foot in the door first. If you’re in a leadership role where you can help women move into tech, I urge you to apply some of these tips. You’ll be doing a favor not just to talented, tech-minded women but to all the industries that need them.

    Related: 5 Ways to Make the Modern Tech Workplace More Welcoming to Women

    1. Eliminate biased hiring practices

    Several researchers dove into the statistics of inclusive organizations in 2021. These were businesses devoted to diversity. Nevertheless, they still found tons of biased hiring happening. In one case, female STEM majors needed perfect GPAs to effectively compete with their male counterparts with lower GPAs.

    My guess would be that those companies’ leaders had no clue they were making the candidate journey harder for women. They probably assumed that everyone was being treated fairly. Instead of making the same error, work with your human resources director and hiring managers. Figure out if unconscious bias may be sneaking into the way you evaluate tech applicants.

    One way to remove gender bias includes taking identifiable names and information off applications. You may also want to wait to conduct face-to-face interviews until the last rounds of decision-making. Using digital, AI-fueled platforms can help, too, especially in the early stages of screening.

    2. Offer female employees the chance to laterally move to tech roles

    Let’s say you have a female employee in a non-tech department. She mentions that she’d like to learn more about technology and maybe one day hold a technical position. Is it possible to make that happen? Perhaps, if you set up professional development and mentorship programs within your company.

    You can’t assume that every worker in your business wants to stay where they’re at forever. Many will want to make lateral moves at some point during their tenures. Why couldn’t those lateral moves be across silos and not just from one cubby to the next? I got my start in marketing. However, I gradually pivoted myself into a more tech realm. I still have my marketing chops, of course. I just use them differently as the head of a more technical startup.

    You shouldn’t risk losing a good employee just because she’s interested in doing something different career-wise. According to Qualtrics, the average churn rate is 10.6% across all organizations. This means that if you can get your turnover to single digits, you can avoid saying goodbye to superstars. At the same time, you may be able to guide a female team member into a technical position. She’ll stay with your company, and you’ll increase the number of women in tech on your staff. Everyone wins.

    Related: 3 Tips for Promoting From Within

    3. Switch to a female-friendly tech vendor

    There’s a saying that you’re judged by the company you keep. It’s true in business as well as personal life. When you partner with vendors who prioritize gender equality — including in places where women are historically underrepresented — you make a big statement. Effectively, you tell the world that you’re going to be the change you want to see.

    For example, let’s say that you’re trying to pick a new vendor for a technical service you need. Though the vendors you’re evaluating are all unique in some ways, they’re not too different. Except one has obviously given women more chances to try their hand at technical jobs.

    Is it worth giving that latter company your business? By doing so, you’ll show your support. You may even prove to be an encouragement for the women in your workplace who have considered tech at some point. You may find the experience an opening for what McKinsey & Company calls supplier collaboration, too. That is, you and your new vendor may be able to form other partnerships, like perhaps a joint tech internship for female college students.

    Women who want to jump into tech shouldn’t be held back. By tackling the problem of gender inequalities in the industry now, we can all make having a tech career easier for future generations.

    Related: How Women Are Innovating and Shaping the Tech Landscape — and How Men Can Support Them

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    Lindsay Tjepkema

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