Nupur Garg’s Post

This is a quick read for leaders who want to foster a culture of diversity, equity, inclusion, and access. The article suggested that "to build an effective, long-term DEI strategy, leaders need to answer the following four questions: - What is your commitment? - What changes will you make? - How will you track progress? - How will you sustain progress?" Read more 👇🏼

Diversity, Equity, and Inclusion (DEI) are essential components of Psychological Safety. A recent study on DEI practices at U.S. credit unions, conducted by MIT Sloan Management Review, has uncovered additional evidence that taking a strategic approach to integrating DEI into business processes is linked to improved financial performance, particularly in terms of return on assets and net income. According to MIT Sloan Management Review, there are three key ways to leverage DEI: ❇️ Companies should take a strategic approach to creating a workplace that fosters DEI. ❇️ Companies should implement DEI practices designed to achieve shared goals. ❇️ Companies should create tools to measure and evaluate progress through DEI initiatives. "By explicitly linking DEI goals to business outcomes, companies create a clear vision of how diversity adds value." – Quinetta Roberson, MSU Broad College of Business Read more here: https://lnkd.in/gb-SEmXW? What do you think about integrating DEI in your Workplace? What others say: https://lnkd.in/g47B33Vr Follow me: https://lnkd.in/gJQQj-9B Ring my bell: https://lnkd.in/gAan7SsM #DEI #DiversityEquityInclusion #PsychologicalSafety #DEIinWorkplace

I am often met with the saddest face that says, “I’m sorry your career is over,” when I tell people that I am a DEI consultant. Here’s what I know….. Neither the election outcome nor DEI resistance has inherently changed how people feel in the workplace. DEI practices remain important. 🌟 Ok, so a few things… ➡ Resistance is a sign that you are on the right path, challenging the status quo, and pushing back against outdated norms ➡ People feel more valued when they see their company prioritizing their unique needs and well-being ➡ Cultivating skills that embrace DEI inspires growth for individuals both within and beyond the organization Check out this article- how-integrating-dei-into-strategy -highlighting the importance of diversity, equity, and inclusion (DEI) as levers for organizational effectiveness and performance.🌟📈 Key Points:  ⚫ Integrate DEI into business strategy  ⚫ Implement bundled DEI practices for maximum impact  ⚫ Use evidence-based metrics to measure progress Let's all make DEI a priority and drive positive change in our workplaces!  #DEI #Inclusion #WorkplaceEquality#DEISkills

According to Gartner’s 2024 Future of Work Trends, “there has been a growing sense of disillusionment with DEI efforts.” This indicates that even well-intentioned diversity, equity and inclusion efforts haven’t been hitting the mark. Thus, Gartner predicts embedded DEI will become a business imperative. In my new article, I discuss ways in which leadership can drive an embedded DEI strategy by evolving their efforts from existing as a separate initiative to being an integral part of daily operations, business objectives and culture. #DEI #HumanResources Continue reading at Forbes Human Resources Council.

I started 360 with the goal of making a difference in global communities, and I'm continually inspired by our Insighters, partners, and prospective talent who share my passion for creating a positive impact. But what continues to surprise me is the added value of building a purpose-driven organization. As McKinsey & Company points out, "A clearly defined mission encourages creative thinking, allowing employees to innovate in ways that differentiate the company in the marketplace." If you're looking for strategies to connect your team's actions to a strong mission, I recommend this article: https://okt.to/BNsXlL #360insights #PurposeDirvenCulture #MissionDrivenLeadership

This week I’ve been privileged enough to some time with some brilliant and inspiring people in the people and business space, all who have reinforced the importance of a people function in relation to business goals, which for CEOs and board members, translates to EBITDA; shareholder value, etc I’m also at the final point of creating our 3 year people strategy at CareScribe, and my belief has never been stronger The people function is a crucial component of creating competitive advantage I don’t just mean because of what we do (develop talent, hire the right skills, enhance leadership capabilities), I mean, as a function Hear me out Everyday, we create value to our organisations. This could be through developing a performance framework, embedding values and behaviours, creating a toolkit for managers… But, by open sourcing our work, we’re creating a ripple effect for other organisations to improve, and by doing so, improving the working lives of their people. We’re helping to educate other businesses on everything from EDI, creating sustainable policies, building family friendly organisations - all of which will have an impact on your boards bottom line As people teams, we are ubiquitous in our organisations, and now it’s time to use our position to make real business change. Not just with our own orgs, but with others My friends over at the Keeling Culture are a prime example of this with their belief that if we change the culture, we will change the world. Jane McColl Assoc. CIPD and myself are on a mission this year to share our learnings with the world in the hope we’ll inspire other orgs to build equitable places to work Open sourcing in the people space isn’t new and we’ve been inspired by many orgs who are doing some magical things Business leaders, if you still view your people team as an administrative, contract issuing, putting fires out function, you are missing out on so much opportunity to feed into your competitive advantage Let’s create amazing places to work for everyone and in turn, keep the board and shareholders happy with our results #FutureOfWork

https://lnkd.in/eRfcYAmy The article argues that Diversity, Equity, and Inclusion (DEI) initiatives are not just ethical priorities but also strategically beneficial for businesses. Here are the key points: Stronger business case: Companies with a strategic approach to DEI see better financial performance, like higher net income and return on assets. Bundled practices: Isolated DEI efforts are less effective. Combining practices into bundles that work together towards a common goal amplifies their impact. Strategic integration: DEI needs to be woven into the company's core mission, operations, and long-term goals. This ensures it becomes a fundamental part of the business and fosters a more inclusive culture. Key bundles: The article highlights three crucial practice bundles: Strategy, Governance, and Goals & Tracking. These bundles work together to attract and retain diverse talent, motivate action aligned with DEI goals, and provide feedback on progress. Data-driven approach: Regularly measuring DEI efforts with performance metrics allows companies to understand what works and what needs improvement, leading to better resource allocation and decision making. Overall, the article emphasizes that strategic DEI programs are not just feel-good initiatives, but a key driver for organizational success.

This article delves into the powerful argument for CEOs to not just actively engage in DEI efforts, but they should lead the process. Discover how embracing the functional role of DEI can empower CEOs to reshape organizational cultures, drive inclusive growth, and cultivate a workforce that thrives on diversity and equity - while becoming more accountable to investors for inclusion. Read Article: https://bit.ly/3W91QAA

This article delves into the powerful argument for CEOs to not just actively engage in DEI efforts, but they should lead the process. Discover how embracing the functional role of DEI can empower CEOs to reshape organizational cultures, drive inclusive growth, and cultivate a workforce that thrives on diversity and equity - while becoming more accountable to investors for inclusion. Read Article: https://bit.ly/3W91QAA