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Anti-Black racism alone has cost the US $16 trillion because of discrimination. This drastic amount is due to discriminatory lending practices, income lost due to wage disparities, housing credit, and lifetime income lost from discrimination in higher education. This is completely unacceptable and it is imperative that we make immediate changes such as addressing the wage gap and promoting top-level diversity within organizations.

In today’s climate it is comforting to know that conversations are starting to happen and changes are slowly starting to be made. Companies are jumping on board to support diversity, equity and inclusion (DEI) in the workplace…

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The most successful companies have clear values and principles. They have an explicit identity in which they make all decisions upon. They have processes, procedures and practices in place to ensure that they are consistently fostering their corporate cultures. Organizations with strong cultures, especially those that include diversity, equity and inclusion (DEI) efforts, typically perform better, have better employee retention and engagement, and higher profits.

If you could get all the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time. …

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What is the first thing that comes to your mind when you think about the term “disability?” If you’re like many people you probably think about sensory disabilities such as deafness or mobility impairments. But disabilities include many conditions that cannot be seen by others.

The Center for Talent Innovation’s Disabilities and Inclusion study found that 30% of college-educated, white-collar professionals between the ages of 21 and 65 working full time have a disability.

Invisible disabilities, also known as hidden disabilities, are physical, mental or neurological conditions that aren’t noticeable to the outside world. Unlike other disabilities, there are no…

Certain jobs were reserved “for whites only.”

It’s time to expose this discriminatory hiring practice. The “culture fit” excuse has turned into a way for companies to get away with discrimination. Many companies pride themselves in their strong company cultures, which is great if it isn’t used as a mask to cover up racism, sexism and other types of discrimination when bringing new people into their organizations and offering promotions.

The purpose of a company culture is to ensure that everyone is on the same page in terms of mission, values, goals, attitudes and practices in an organization. Whether expressly defined or not, the culture of an…

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Too often I hear about companies who really want to include diversity, equity and inclusion (DEI) initiatives as part of their company strategies but they don’t know where to start. The process usually begins with reviewing where they’re currently at, setting goals, and then deciding on the changes to be made. While it’s great to have a fundamental understanding of what a diverse, equitable, inclusive environment looks like and why it’s important, there are many strategies that can be implemented right now.

Too many people get stuck in a spot where they don’t take any action because they don’t know…

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Struggling with running a remote team? We’re still getting used to how the world is changing in response to the COVID-19 pandemic. Lots of companies have implemented policies where their employees can work from home anywhere from the next few months to forever. People are questioning whether things will ever go back to normal or if there will be a new normal.

While we try to get used to working and being educated from home as well as build new strategies to create better diversity, equity and inclusion (DEI) in the workplace, many are struggling to adjust and build new…

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Equity in the workplace is an approach that acknowledges an unequal starting place and works to create a balance. Unlike the terms diversity and inclusion that refer to outcomes, the term equity refers to a process.

Equity recognizes that barriers exist and that not everyone has had access to the same opportunities. It must be consistently carried out to ensure that all employees, including those from underrepresented groups, have opportunities to grow, contribute and develop. …

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There are many reasons why having a diverse team is extremely beneficial to organizations. Companies that have a culture that includes strong diversity, equity and inclusion measures outperform competitors and achieve greater profits. They see reduced employee turnover, better employee engagement and company reputation, faster problem solving, higher innovation, and better decision making.

When looking to diversify your team it is important to use a holistic approach that includes diversity, inclusion and equity strategies to ensure that you are able to retain you team. …

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Many companies are finally realizing the benefits of diversity on their teams. They are beginning to see why having fair representations of people with differing belief systems, races, ages, ethnicities, socio-economic statuses, physical and mental abilities, genders, sexual orientations, and other ideologies are extremely important to the success of their organizations.

The fight for diversity, equity and inclusion (DEI) in the workplace encompasses more than just sexual orientation, gender, race and ethnicity. Organizations have claimed that they appreciate and enjoy differing thought processes and ideas yet many still seem to discriminate against those whose thought processes are too different from…

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You’ve focused your efforts on having a diverse team and now you have a great one. But the process doesn’t stop there. The last thing you want to do is drive your team away because they don’t feel valued, appreciated or included. How do you keep your team engaged, included, valued and happy so that they stay and do their best?

An inclusive workplace is very important to the success of an organization. It results in employees feeling valued and respected. People are more willing to do their best work when they feel appreciated and accepted. They stick around longer…

Stephanie Barnes

Mom & Wife | Diversity, Equity & Inclusion Strategy Consultant | HR, Recruiting & People Ops Consultant | COO/Co-founder/Head of Diversity of

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