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Five Essential Leadership Competencies of Effective Diversity, Equity, and Inclusion Leaders
Company Level: Any SizeType: Informational and ImplementationBusiness has been a field of study for centuries. The first MBA was issued by the Harvard Graduate School of Business Administration in 1908. Within the field of business, however, diversity, equity, and inclusion (DE&I) are relatively modern concepts that only recently have received much-needed attention. The growing emphasis on DE&I has been driven in part by a heightened awareness – by customers, employees, shareholders, and the public – of historic inequities in social systems, including employment.
At the same time, employers themselves increasingly recognize that diversity, equity, and inclusion are essential objectives, not only from a moral standpoint, but also for organizational success. DE&I is simply good for business, and the return on investment is significant. This awakening has been evident in West Michigan, where employers have demonstrated their willingness to affirm their commitment to advancing DE&I. This is progress, but it leaves the business community facing a question: How can DE&I commitments be transformed into effective strategies and sustainable efforts? By building on the foundation established by experienced DE&I leadership, this guide seeks to support the progress of diversity, equity, and inclusion efforts in West Michigan and beyond.
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This guide documents what a DE&I leader needs to know and be able to do to be effective in their role.The second edition builds on the foundational content of the 2020 release. The equity section is expanded to provide examples of how to create more equitable workplaces. A new section was also added offering examples of how to gauge inclusion beyond tracking workforce demographics by measuring attitudes, the human experience, and community involvement.Resources
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DEI Recommended Reading List
Company Level: Any SizeType: Informational and ImplementationThis reading list contains bestselling books and other highly recommended publications categorized by the topics of inclusion, workplace, cultural intelligence & cultural competency, and bias race, racism & civil rights. The list is great for personal education as well as DEI discussions in the workplace.
Download the full story PDFDelivering Through Diversity - McKinsey& Company (2018)
Company Level: Any SizeType: Informational and ImplementationOur latest research improves our understanding of the correlation between diversity and company financial performance, and of the action’s companies can take to develop a robust I&D strategy, in five ways:
- Expanded, updated data set. We nearly tripled the number of countries and companies researched to 12 countries and more than 1,000 companies globally.
- Exploring diversity at different levels of the organization. We correlated financial performance with the diversity of a company’s total workforce, executive team, and board of directors, and within executive teams, we contrasted diverse representation in line versus staff roles.
- Additional lens on financial performance. We measured profitability, using EBIT margin, and longer-term value creation, using economic profit margin.
- Broader, more holistic understanding of diversity. We considered through qualitative research how both inherent (e.g., gender, ethnicity and, where possible, sexual orientation) and acquired (e.g., international work experience, education and training, socioeconomic background) forms of diversity relate to financial performance.
- Insight into company best practices. We developed in-depth profiles of 17 leading companies, articulating how they use diversity and inclusion to create value in their specific industry and geographic contexts.
This research extends and deepens the quantitative correlation analysis approach taken by Why Diversity Matters, and complements it with qualitative company research, with the practical aim of sharing insights from the experiences of companies effectively engaging with I&D.
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A Leader’s Guide: Finding and Keeping Your Next Chief Diversity Officer
Company Level: Mid-size employer (250-1000 total employees)Type: Informational and ImplementationDiversity, inclusion & equity have become headline issues, putting pressure on organizations and leaders to respond
in a meaningful way. Investors are also expressing their displeasure with discrimination allegations. Russell Reynolds
Associates’ review of 2017 and 2018 incidents involving bad executive behavior showed that companies experienced
an average 7 percent decline in market capitalization, or $4 billion, in the days and weeks following the news.In this paper, we take a data-driven approach to analyze the Chief Diversity Officer (CDO) role and what makes it successful. We examine
the career paths and competencies of today’s CDOs, based on the 234 CDOs currently at S&P 500 companies. We
then uncover the barriers many CDOs face within their organizations. Finally, we look at the actions leaders and
organizations can take to make CDOs more successful. Three key questions are addressed:1. What experiences and competencies define today’s CDOs?
2. What are the current barriers CDOs face in embedding D&I into the organization?
3. How can CEOs, CHROs and other top executives set CDOs up for success?
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Company Level: Any SizeType: Informational and ImplementationDiversity theatre brings awareness to the work environment to help employees exercise respect and sensitivity in everyday situations through educational and enlightening shows dealing with diverse issues including racism, sexism, homophobia, cultural diversity, and other personal prejudices.
http://www.diversitytheatre.com/TAGS
Project Implicit: Social Attitudes
Company Level: Any SizeType: Informational and ImplementationThis online tool can be utilized to find out your implicit associations about race, gender, sexual orientation, and other topics.
https://implicit.harvard.edu/TAGS
Korn Ferry | Diversity & Inclusion Consultants
Company Level: Any SizeType: ImplementationKorn Ferry is a global human consulting firm supporting 93% of Fortune companies in 110+ countries around the world. They offer consulting in a variety of areas related to D&I including strategy, benchmarking, and tools and solutions.
https://www.kornferry.com/about-us/consultantsTAGS
Glossary of Terms for Diversity, Equity, and Inclusion
Company Level: Any SizeType: InformationalDiversity Best Practice released this brief report that provides a glossary of terms for diversity, equity, and inclusion.
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The Bob and Aleicia Woodrick Center for Equity and Inclusion
Company Level: Any SizeType: ImplementationThe Center provides programs and activities that advance equity and inclusion for students, faculty, staff, and the community including workshops and trainings.
https://www.grcc.edu/thebobandaleiciawoodrickcenterforequityandinclusionTAGS
WMCAT | Partners for a Racism-Free Community Organizational Assessment Tool
Company Level: Any SizeType: ImplementationPartners for a Racism-Free Community (PRFC) is a former Grand Rapids-based nonprofit founded in 2010 whose mission was to provide a racism-free community through action-oriented personal commitments, organizational efforts, educational opportunities and social advocacy. The organization officially dissolved on July 3, 2020, and the intellectual property and rights for the notable PRFC Organizational Assessment Tool were gifted to Public Agency at WMCAT. Public Agency at WMCAT is an equity-centered design consultancy and social enterprise for the West Michigan Center for Arts + Technology.
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