The report highlights actionable strategies, such as enhancing leadership accountability, ensuring fairness, and belonging.

In today’s rapidly evolving business landscape, the emphasis on diversity, equity, and inclusion (DE&I) has never been more pronounced. Oracle’s recent blog post, "Five Ways Diversity and Inclusion Impact Your Business," delves into the profound impact that DE&I practices have on organizations. Here’s a comprehensive review of their compelling arguments and insights.

The recent incident involving the Utah women's basketball team serves as a stark reminder of the challenges that still exist in creating truly inclusive environments.

Intersectionality provides a framework for understanding the complex ways in which various aspects of identity intersect and interact to shape individuals' experiences and opportunities.

In the ever-evolving landscape of the modern workplace, fostering diversity, equity, and inclusion (DEI) is no longer just a buzzword but a crucial aspect of organizational success.

Microsoft's decision to incorporate diversity goals into performance reviews marks a significant step towards fostering a more inclusive workplace culture. By making diversity a measurable component of employee success, Microsoft is not only prioritizing social responsibility but also recognizing the strategic importance of diversity in driving innovation and competitiveness.

Modern marketers must evolve to understand their changing audience — and should also remember that diversity extends beyond race or ethnicity alone.

People from different backgrounds bring a range of skills with them. Sharing their lived experiences, education, and employee experiences promotes cross cultural learning.

In a recent Harvard Business Review article, the authors state the value of belonging at work: "Humans are so fundamentally social that we can even bond with strangers over the very experience of not having anyone with whom to bond." Additionally, they state: "If workers feel like they belong, companies reap substantial bottom-line benefits. High belonging was linked to a whopping 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a 10,000-person company, this would result in annual savings of more than $52 million." Whether it is for reasons related to company performance and the bottom line, or just an organization's desire to be employee-centric and sincerely focus on the human needs of its employees, leaders need to look for ways to help every employee feel welcomed, needed, wanted, valued, and that they have a genuine way to connect and contribute. 419-270-9017