helping  DEI  Diversity, Inclusion and Equity

Target, hit hard by one-day boycott, now faces a 40-day consumer strike
​The shopper strike over DEI policies on Feb. 28 produced damaging results for the retailer, according to reports

AFT sues Education Department over anti-DEI guidance
​The union alleged that the agency’s recent guidance barring colleges from considering race in any of their programs and policies is unconstitutional.

Federal judge blocks parts of Trump’s private-sector DEI order

Despite Crumbling DEI Initiatives, These Wine Pros Aren’t Backing Down

​Recent DEI (Diversity, Equity, and Inclusion) boycotts have had significant impacts on major retailers who have rolled back their DEI initiatives. Here are some key examples:
Target

• Impact: Target faced backlash and boycotts after scaling back its Pride merchandise and moving displays from store entrances to less prominent locations[1]. This decision led to a 40-day boycott by DEI supporters, which affected Target's sales and public image[2].

Amazon

• Impact: Amazon also faced boycotts due to perceived reductions in its DEI efforts[1]. The boycotts have pressured Amazon to reconsider its policies and maintain a balance between different consumer expectations.

Walmart

• Impact: Walmart experienced similar boycotts, with consumers protesting against the company's rollback of DEI initiatives[1]. These boycotts have highlighted the importance of DEI commitments for maintaining customer loyalty and trust.

Broader Effects

• Economic Impact: These boycotts have led to noticeable declines in sales for the targeted retailers, demonstrating the power of consumer activism[3].
• Policy Changes: The pressure from boycotts has forced some companies to re-evaluate their DEI policies and make adjustments to better align with consumer expectations[1].

These boycotts underscore the importance of DEI initiatives for many consumers and the potential consequences for companies that fail to uphold these values.
Is there a specific retailer or aspect of DEI you're particularly interested in?

References
[1] Consumers plan boycott of major retail companies on Feb. 28 for DEI ...
[2] 40-Day Target boycott starts over DEI backtracking. Why Amazon, Walmart boycotts are next
[3] 2025 boycotts: Shoppers use wallets to press companies over DEI - USA TODAY
[4] Where Do Major Grocery Stores Stand On DEI?

​There are several common challenges that organizations face when implementing Diversity, Equity, and Inclusion (DEI) initiatives:

1. Lack of Prioritization: DEI is often viewed as a secondary objective rather than a core business strategy. This can lead to insufficient resources and attention[1].
   
2. Unconscious Bias: Biases in hiring, promotion, and daily interactions can undermine DEI efforts. These biases often go unrecognized and unaddressed, perpetuating inequities[2].
   
3. Lack of Representation in Leadership: Underrepresentation of marginalized groups in leadership roles can result in a lack of role models and mentors, which further perpetuates inequities[2].
   
4. No Measurable Strategy: Without clear goals and metrics, DEI initiatives can lack focus and fail to produce tangible outcomes[1].
   
5. Resistance to Change: Employees and leaders may resist DEI initiatives due to discomfort with change or a lack of understanding about their importance[3].
   
6. Limited Support from Leadership: Successful DEI initiatives require strong support from top management. Without this, efforts can falter[3].
   

Addressing these challenges involves prioritizing DEI as part of the business strategy, implementing structured processes to reduce bias, ensuring representation in leadership, setting measurable goals, and securing commitment from all levels of the organization.
Have you encountered any specific challenges in your organization related to DEI?

References
[1] 8 DEI Challenges Leaders Face (and How to Solve Them) - Quantive
[2] Five Common DEI Issues in the Workplace | CEI
[3] 6 Top DEI Challenges and How to Solve Them - Ongig Blog

​Here are the definitions for diversity, inclusion, and equity:
​

• Diversity: This refers to the presence of differences within a given setting. In the context of a workplace, it includes differences in race, ethnicity, gender, age, sexual orientation, disability, socioeconomic status, religion, and other attributes. Diversity is about recognizing and valuing these differences.

• Inclusion: Inclusion is the practice of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued. It's about ensuring that diverse individuals feel a sense of belonging and are able to participate fully in the organization.

​

• Equity: Equity involves ensuring fair treatment, access, opportunity, and advancement for all people, while striving to identify and eliminate barriers that have prevented the full participation of some groups. It goes beyond equality (which means treating everyone the same) to focus on providing individuals with what they need to succeed.

These concepts are interconnected and essential for fostering a healthy, productive, and innovative workplace. 

Having a diverse workforce can significantly enhance an organization's financial performance. Here are some key points:

1. Increased Innovation: Companies with above-average diversity report 19% higher innovation revenues[1].
2. Higher Profit Margins: These companies also see 9% higher EBIT (Earnings Before Interest and Taxes) margins on average[1].
3. Better Decision-Making: Diverse teams are known to make better decisions, which can lead to more profitable investments and overall better financial outcomes[2].
4. Enhanced Financial Returns: A McKinsey report found that companies in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry medians[3].

These benefits highlight the importance of fostering a diverse and inclusive workplace.

References
[1] How and Where Diversity Drives Financial Performance
[2] Finally, Evidence That Diversity Improves Financial Performance
[3] Why Diverse Teams Are Smarter - Harvard Business Review

MLB - DEI

Major League Baseball (MLB) has a comprehensive Diversity, Equity, and Inclusion (DEI) program aimed at promoting diversity and fostering an inclusive culture within the sport. Here are some key components of MLB's DEI initiatives:

1. Diversity Fellowship Program: This program provides opportunities for young, diverse professionals to gain experience in front office positions, including areas like baseball operations, player development, scouting, and research[1]. The fellowship is an 18-month commitment, placing candidates in entry-level roles within MLB Clubs or the Commissioner's Office[2].
   
2. Diverse Business Partners Program: Established in 1998, this initiative aims to cultivate partnerships with minority-, women-, LGBTQ-, and veteran-owned businesses[1].
   
3. Reviving Baseball in Inner Cities (RBI): This program, started in 1989, focuses on increasing participation and interest in baseball among underserved youth[1].
   
4. Youth Academies: MLB has established youth academies to provide training and educational opportunities for young athletes, particularly in underserved communities[1].
   

These initiatives reflect MLB's commitment to creating a more inclusive and equitable environment both on and off the field. 
References
[1] MLB | Diversity & Inclusion | Fellowship Program - MLB.com
[2] Diversity & Inclusion | Fellowship Program | About - MLB.com
[3] Inclusion | MLB.com

Recent Articles on DEI 

MLB has several key executives overseeing its Diversity, Equity, and Inclusion (DEI) initiatives:

1. Michele Meyer-Shipp: She serves as MLB's Chief People & Culture Officer. Her responsibilities include overseeing all Human Resource, Office Operations, and DEI efforts[1].
   
2. Tony Reagins: He is the Chief Baseball Development Officer. His role involves promoting diversity and inclusion within baseball operations[1].
   
3. Ken Griffey Jr.: As a Special Advisor to the Commissioner, Griffey Jr. contributes to DEI initiatives and helps build connections between baseball and diverse communities[1].
   

These leaders play crucial roles in advancing MLB's commitment to diversity and inclusion. If you want to know more about their specific contributions or other aspects of MLB's DEI programs, feel free to ask!

References
[1] MLB Diversity, Equity and Inclusion guide - MLB.com
[2] MLB | Diversity & Inclusion | Fellowship Program | Executive Bios - MLB.com
[3] MLB | Diversity & Inclusion | Fellowship Program - MLB.com

Your Brain at Work LIVE | Where Do We Go From Here? Separating Fact From Fiction to Move DEI Forward

​Richard Pete Hill
Equity, Diversity & Inclusion Consultant- Army Veteran- African American History Podcaster

​I consider equity, diversity, and inclusion to be an incredibly powerful concepts when one considers the meaning of each word. To illustrate this, equity is a word that conveys empathy and compels us to provide resources according to the individual's needs.  Diversity refers to the awareness that there is someone missing due to a policy, procedure, or practice that, on its surface, appears neutral, but actually serves as a mental or physical barrier.  

Then there is inclusion, which implies that after we have welcomed a range of highly qualified individuals, we must intentionally include them in decision-making processes or risk unintentionally excluding them. It has long been my conviction that equity, diversity and inclusion cannot simply be a slogan. Instead, these words must communicate to the workforce and to the general public the commitment of the organization's leadership team to disrupt its status quo.

All too often, leaders buy into the idea of equity, diversity, and inclusion, but fail to take the necessary steps to empower supervisors, employees, and the Equity, Diversity, and Inclusion (EDI) officer. I am not sure whether this is a deliberate decision or if it is the result of an oversight. In my experience, if leadership is not fully committed, then it will be difficult to change behaviors and beliefs that contributed to the culture of exclusion.

While serving in the United States Army, the world's greatest organization, I gained a deep understanding of the 11 Universal Principles of Leadership.  The principles teach leaders the importance of self-awareness, empathy, and effective communication skills. When I lead EDI workshops I refer to the 11 Universal Principles, and I'm amazed at how little executive leaders know about the existence of these universal principles.  This is not a judgment statement, I am simply pointing out that this valuable information is not universally known.

As far as I know, no successful EDI program has ever been implemented without senior leadership support.  Conversely I do not possess enough digits to count the number of failed EDI programs that were underfunded and ignored by the very people who insisted that an EDI office be created in the first place. My starting point for this article was to highlight the power of EDI when it is properly supported.  To conclude, I would like to note that if you are reading this article, you fall into one of two categories.  You are either consciously and intentionally supporting the EDI program in your organization, or you are unconsciously and unintentionally subverting it.

I strongly encourage all of you to research the 11 Universal Principles of Leadership, as I am confident that there are solutions there for every problem a leader, teammate, or employee might face. Since 1948, the 11 Principles have been used by the Department of Defense, and if the government can rely on them for national security, I am confident that they will also benefit your organization.

-Richard Pete Hill
11 Timeless Principles of Leadership (US Army 1948)
A good leader frequently sets aside quiet time for reflection and journaling.  No matter where you are on your personal leadership journey these timeless principles can provide you a useful tool for that periodic review.
1.  Know yourself and seek self-improvement
2.  Be tactically and technically proficient
3.  Seek responsibility and take responsibility for your actions
4.  Set the example
5.  Know your people and look out for their welfare
6.  Keep your people informed
7.  Ensure the task is understood, supervised, and accomplished
8.  Develop a sense of responsibility among your people
9.  Train your people as a team
10. Make sound and timely decisions
11. Employ your unit in accordance with its capabilities
​​

Unions play a significant role in promoting diversity and inclusion in the workplace. Here are some key ways they handle this:

1. Collective Bargaining: Unions can negotiate contracts that include specific language and measures to promote diversity and inclusion. This can involve setting targets for hiring underrepresented groups and ensuring fair treatment for all employees[1].
   
2. Oversight and Accountability: Unions often oversee the implementation of diversity initiatives within the workplace. They can monitor hiring practices and ensure that companies adhere to agreed-upon diversity goals[1].
   
3. Internal Diversity: Many unions work to increase diversity within their own ranks. For example, the AFL-CIO has implemented measures to audit and improve diversity within its organization[2]. This internal focus helps unions better represent the diverse workforce they aim to support.
   
4. Support and Advocacy: Unions advocate for policies that promote equal opportunities and fight against discrimination. They provide support to members who face discrimination and work to create an inclusive environment for all workers[2].
   
5. Training and Education: Unions often provide training programs to educate members about diversity and inclusion. These programs can help raise awareness and promote a more inclusive workplace culture[3].
   

By taking these steps, unions help create more equitable and inclusive workplaces, benefiting both employees and employers.
References
[1] 4 Unions Pushing for More Diverse and Inclusive Workplaces - UnionTrack®
[2] Unions Must Promote Diversity and Inclusion to Maintain Solidarity
[3] How Collective Bargaining Agreements Encourage Workplace Diversity

Several unions have successfully incorporated diversity and inclusion measures into their contracts. Here are a few examples:

1. International Brotherhood of Electrical Workers (IBEW): IBEW Local 103 in Boston has been proactive in promoting diversity through its apprenticeship programs. They have included specific language in their contracts to ensure diversity in hiring practices and have run campaigns to recruit more women and people of color[1].
   
2. Service Employees International Union (SEIU): SEIU has been a strong advocate for diversity and inclusion. They have negotiated contracts that include provisions for equal opportunity hiring and anti-discrimination policies[2].
   
3. American Federation of Teachers (AFT): AFT has worked to include diversity and inclusion clauses in their contracts, focusing on equitable hiring practices and support for underrepresented groups within the education sector[2].
   
4. United Auto Workers (UAW): UAW has also made strides in promoting diversity within the automotive industry. Their contracts often include language that supports diversity initiatives and ensures fair treatment for all employees[2].
   

These unions demonstrate how collective bargaining can be a powerful tool for promoting diversity and inclusion in the workplace.


References
[1] 4 Unions Pushing for More Diverse and Inclusive Workplaces - UnionTrack®
[2] How Collective Bargaining Agreements Encourage Workplace Diversity
[3] Unions Must Promote Diversity and Inclusion to Maintain Solidarity