#Inclusion

srjosephlawfirm

The “DEI Hire”: Distracting & Obstructionist Language that Creates Equal Harm to Your People Agenda

The notion of a "DEI hire" wrongly frames DEI as a race-driven effort. It fuels a false perception that DEI creates advantages for some...

srjosephlawfirm

Focus on DEI Program Objectives over the Acronym

Remember, the overarching goal of DEI in the workplace is to manage and mitigate risks such as: Prohibiting discrimination Fostering...

srjosephlawfirm

Inclusion & Belonging: An Action and An Outcome

Although equity is often the least understood element of DEI when surveying employees and leaders, inclusion and belonging are frequently...

srjosephlawfirm

Eclipsing the DEI Retrograde

Lead with data and the DEI story will follow - eclipsing the DEI retrograde requires data-driven support that connects the programs to...

srjosephlawfirm

Accelerating Your DEI Journey from Intent to Impact

It's time to accelerate moving from intent to impact with the DEI journey. Statements and targets aren't enough. You need data-driven...

srjosephlawfirm

Navigating the Legality & Reality of DEI: Messaging Matters

At TULIP Advisory Professionals LLC, we approach our services from a lens of commercial excellence. That means we consider how our...

srjosephlawfirm

Supplier Diversity: An Area of DEI Impact that deserves more awareness

The most common metric used for Supplier Diversity is tracking and reporting spend, primarily with Tier 1 suppliers. However, there's...

srjosephlawfirm

Recognizing the Total Value of DEI

#DEI #diversityequityinclusion #businesscase #businessresults #measurableoutcomes #diversity #equity #Inclusion #bottomline

srjosephlawfirm

Neurodiversity: A Disability or merely a Difference?

In a recent analysis of disability workplace demographics as part of a broader DEI Analytics scope, I asked where did neurodiversity fit?...