Beyond Diversity Podcast

In 2020, calls for racial and social justice and pressure on businesses to become more diverse, equitable, and inclusive were reinforced. As a result, many US firms expanded and launched new diversity, equity, and inclusion (DEI) initiatives. However, a sizable proportion of US employees (22 percent), particularly racially and ethnically minority employees (up to 34 percent), believe that corporations have not done enough. 

What are the best ways to measure diversity, equity and inclusion? >

This response indicates that, despite firms' attempts to eliminate racial and ethnic imbalances by publicly criticizing those inequities, vowing to improve workforce diversity, organizing staff training and conversations, and more, employees are not experiencing the full intended effects.

In 2020, calls for racial and social justice and pressure on businesses to become more diverse, equitable, and inclusive were reinforced. As a result, many US firms expanded and launched new diversity, equity, and inclusion (DEI) initiatives. However, a sizable proportion of US employees (22 percent), particularly racially and ethnically minority employees (up to 34 percent), believe that corporations have not done enough. 

What are the best ways to measure diversity, equity and inclusion? >

This response indicates that, despite firms' attempts to eliminate racial and ethnic imbalances by publicly criticizing those inequities, vowing to improve workforce diversity, organizing staff training and conversations, and more, employees are not experiencing the full intended effects.

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Woods Kovalova Group

Managers now face two competing challenges. They have to execute in order to take on today’s trials. Then they must adapt what and how matters get done in order to succeed in tomorrow’s market. They must develop new approaches while surpassing today’s best methods.

Managers now face two competing challenges. They have to execute in order to take on today’s trials. Then they must adapt what and how matters get done in order to succeed in tomorrow’s market. They must develop new approaches while surpassing today’s best methods.

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Woods Kovalova Group

Microaggressions are sinister. Certainly, many people are wholly oblivious to the often subtle slights and humorless offenses. They occur for a range of reasons. The solution is a work from within and for the silent to no longer stand by. Thank you for listening. 

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Woods Kovalova Group

Regrettably, diversity resides in the impenetrable silos of human resources. Conceptually, diversity and especially inclusion are too large for silos. It is also too important to originality, to be limited by people, not policies, attempting to solidify their ranking in the hierarchy. Groupthink continues to permeate every team despite the constant barrage of new books on the subject, which, truthfully, no one has mastered. Because failure and mediocrity in terms of inclusion become unhinged at the personal level, and all things are personal.   

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Woods Kovalova Group

Despite companies’ pledges to change the workplace, 42% of Black women report feeling uncomfortable sharing their thoughts on racial inequity and 22% feel they can’t talk about the impact current events have on them or people in their communities. Organizations have been asked to stop expecting their Black employees to solve the problem or educate their colleagues. The backlash against organizations’ anti-racism efforts is causing some to retreat. So now what?