If you’ve heard more about diversity, equity, and inclusion (DEI) over the past few years you’re not alone. Although DEI has been around for a while, it’s an area of business that’s been steadily gaining attention more recently.
As movements like Black Lives Matter, Me Too, and Stop Asian Hate have become fixtures within society, so too has become a call for diversity, equity, and inclusion.
This demand for progress has led to a 123% increase in DEI-related job postings between May and September of 2020 alone. Not to mention the rapid expansion of already-established corporate DEI programs.
Unfortunately, research shows that even with this increased effort, only 26% of leaders create psychological safety for their teams. Leaving employees left to navigate this issue on their own, oftentimes resulting in disengagement and eventually turnover.
So, while companies are oftentimes well intended with their DEI efforts and genuinely strive for diversity, equity, and inclusion, there are still many organizations that miss the mark. Whether due to a lack of education, short-term goals clouding big picture strategy, or utilizing the wrong resources, there are plenty of reasons why companies fall short in DEI.
In this webcast, we’ll help companies get diversity culture right by discussing what it means to provide psychological safety at work, the core benefits of a strong DEI program, how to educate without alienating, how to fight implicit bias in the hiring process, and actionable steps for achieving psychological safety at work.
- What it means to provide psychological safety at work
- The core benefits of a strong DEI program
- How to fight implicit bias in the hiring process
- Actionable steps for achieving psychological safety at work
Chief Marketing Officer
Linda is the Chief Marketing Officer of Terryberry and leads the Global Marketing & Customer Success Teams. She is responsible for Terryberry’s brand strategy, marketing execution, and customer retention. Linda is passionate about developing people & building teams and is thrilled to work for an organization that transforms employee engagement.
Qualifies for HRCI and SHRM recertification credits.