We always want to find balance. Celebrating wins is equally important as exposing challenges. Calling out injustices is necessary, but so is calling in growth and development. We live in a world where there is good, bad and… ugly. This exists in all aspects of our world and also exists in Diversity, Equity, and Inclusion (DEI) advocacy.
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Amplify DEI is a conference based on a simple question: what would it look like if DEI (diversity, equity, and inclusion) were at the forefront of every workplace? Just take a moment to imagine that. What would it look like? One of the Amplify DEI is more than just a conference.
My passion was born out of my desire to create a better world for my son and the next generation. It was an amazing experience but also a step of courage for me to do. Despite the movement towards amplifying diversity, equity, and inclusion (DEI) in the workplace, we are not there yet. Each of us—myself included—can do better to take inspired action towards creating safe, open, and inclusive workplaces.
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In a world where a lot of companies are sharing their verbal inclusion commitments with posting black squares on social media and slick PR campaigns, it is hard to separate businesses that truly embrace diversity, equity, and inclusion (DEI) and those that are simply performative. The global employment search engine giant, Indeed, is one of those companies that is activating transformative DEI initiatives by taking real, tangible steps to move the needle on DEI and create a more inclusive work culture.
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Amplify DEI is a conference based on a simple question: what would it look like if DEI (diversity, equity, and inclusion) were at the forefront of every workplace? Just take a moment to imagine that. What would it look like? One of the words used in this panel discussion was “kaleidoscope”—a whole spectrum of color representing the unique diversity all around us.
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When implemented correctly in organizations, diversity, equity, and inclusion (DEI) programs can help drive positive organizational change, resulting in more innovation, happier and more engaged employees, and increased growth. However, some DEI programs are not built for a sustainable impact. Despite the good intentions, they are being treated like a one-night stand. As a Harvard Business Review study suggested, a poorly constructed program does more harm than good; employees often triggered an intense backlash, and it increased more bias.
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There have been movements for the greater inclusion of women in the workforce for decades. And, indeed, great strides have been made. But is this too narrow of a measure for gender diversity? When we look at DEI (diversity, equity, and inclusion) initiatives, the goal is to capture everyone. For that reason, efforts to challenge gender diversity and broaden its definition are important and valuable.
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