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Equity At Work Blog
Many organizations have made statements in support of DE&I but are slow to make progress. Leadership may be misaligned, other priorities may be competing for attention and work can be delegated to people who can’t drive decisions. This resistance to change, whether intentional or not, is one of the biggest issues my clients face. It can come in direct forms but more often is passive and indirect. Here are three common examples…
Read MoreAs seen in Forbes
Nasdaq, which with the New York Stock Exchange accounts for the vast majority of trading, has proposed new listing requirements for its US stock exchange and is awaiting approval from the SEC. Any company with less than two diverse directors, including one who self-identifies as either an underrepresented minority or LGBTQ+, has to provide a reasonable explanation as to why or risk being delisted.
Read MoreMarch 31st marked the annual Transgender Day of Visibility, and for the first time was acknowledged with a proclamation from the White House. Transgender people - the "T" in LGBTQ+ - are often left in the shadows of recognition, so it was particularly meaningful to have this proclamation issued by the highest level of government.
Read MoreAs seen in The Dallas Morning News
For the past 10 years, annual unemployment for women 18 and over has been consistently lower than men’s. Then came the pandemic. Not only has unemployment skyrocketed, a notable divergence of rates for women and men has appeared and is becoming a disturbing trend. Women are losing jobs, becoming unable to work and staying unemployed at much higher rates than men.
Read MoreAs seen in Forbes
Every person I know who is involved in diversity, inclusion and equity work is exhausted. Down to their bones tired. And so worried that they're not doing enough. DE&I is hard work. If it's not hard right now that is probably an indication you're not digging deep enough, because we're getting to core systemic issues that have been in place for generations.
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