Yolanda Stanton

I'm always skeptical when I see this statistic of 76% Chief Diversity Officers being White... Because where the f*ck are they? I rarely see them at the DEI conferences. They don't come to the DEI "cookouts?" The award shows, the learning events, etc. I did a "Chief Diversity Officer" search here on LinkedIn and you know what I see? ⚫️ Black people mostly. I had to scroll A LOT to find two White women and they were one of a rare handful that also hold the title of a Human Resources leader. Which is also telling because IYKYK 👀 Here is a quote from an article that resonated with me by Amira K.S. Barger, MBA,CVA,CFRE: "Blind belief is dangerous. Any desired narrative can be extrapolated from data and can be aggressively biased depending on the quality, quantity, methodology, source, and the individual interpreting and analyzing it. Growing up, particularly in math classes, my teachers would constantly exhort us to show our work. I expect nothing less from those producing data outputs. How was the data collected? By whom? For what purpose? And to serve whose interests?" https://lnkd.in/g2bGeaac Anyway I'm no data scientist so I could be wrong but I also believe I have a right to be skeptical of that widely used stat considering the rooms I'm in and the countless Black folks I talk to who are frustratingly busting they asses in this space. If we were to entertain the idea that that stat is wrong, we would need to contend with an equally horrifying reality or concept: 👉🏾 That majority White owned, led and run institutions are putting the lion's share of intellectual and emotional labor on Black and Global Majority practitioners and giving them shoestring budgets and little power to carry that work out. I'd love to hear from other Diversity, Equity and Inclusion practitioners operating in corporations and institutions about this one.

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One week until the next cohort launches, four spaces left! I could tell you all about it, but I'd rather give that space to the incredible Anna Gasparian (Manager, Reporting & Analytics) to share her experience from the last cohort: ****************** I highly recommend Claire Fry’s Vocal Confidence course. Each session provided an incredible opportunity to learn from Claire’s expertise as a voice actor. Over eight weeks, she taught us strategies and techniques aimed at communicating impactfully and effectively. Breathing techniques, voice warm-ups, setting the right tone before a presentation or meeting, and aligning message content with its delivery—these are just a few areas where I gained a wealth of knowledge from Claire. During each session, I practiced what I learned, pushed myself out of my comfort zone, and received immediate, professional, and constructive feedback. I appreciated how Claire focused on helping each participant leverage our unique strengths. My favorite take away from the course is that “vocal confidence is not about sounding like someone else who’s more confident than you; it’s about having the confidence to sound like yourself." This is the best self-development course I've ever taken. ****************** If you're ready to show up, work hard, practice diligently and grow your communication skills fast (the way Anna did) then you can find more information at the link below. #VocalConfidence #LearnToLoveYourVoice #PublicSpeaking #CommunicationSkills #SpeakerTraining #Testimonial

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With DEI in the crosshairs, some colleagues and I have been talking about how do we say what we do, without saying what we do? DEI has been weaponized and demonized, so we have to stay away. Hmmmmm, how do we do that? Have you ever wanted to discuss diversity, equity, and inclusion (DEI) without actually saying the words? Maybe you’re worried about sounding too corporate, or perhaps you’ve said “DEI” so much this week that you’re starting to dream in acronyms. Fear not—this blog is your unofficial guide to the delicate dance of talking about DEI without really talking about DEI. #diversity #equity #inclusion #WarOnDEI #diversityandinclusion

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"Not all opposition arrives with open confrontation. Sometimes, it slips in quietly, embedded in small, seemingly innocuous changes—a delayed initiative here, a defunded program there, a subtle shift in language that dilutes meaning and impact. And even more discouraging is the fact that at times these efforts will come from those thought to be allies. We must not let these actions go unchallenged." As Patrice Lumumba Jones highlights in his latest blog, not all opposition arrives with open confrontation and we cannot let these actions go unchallenged. I've witnessed these subtle, innocuous shifts and changes many times in the last year and I refuse to be quiet about it. Progress takes constant effort. Undoing systemic racism, sexism, ableism, and more takes constant, daily effort. And, it's worth it—because when we let the quiet (or sometimes loud) erosion of DEI go unchecked, we undermine the very values that I know many of us are working to build. I am committed to protecting diversity, equity, inclusion and belonging in all its forms. Because it’s worth fighting for. I encourage you to read the full blog below. #DEI #DiversityAndInclusion #Equity #Leadership #InclusionMatters #ChangeMakers

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Walmart has recently announced its decision to roll back its diversity, equity, and inclusion (DEI) initiatives. This move comes after increased pressure from conservative activists, who have been vocal about their opposition to what they refer to as corporate "wokeness". As part of this shift, Walmart will no longer consider race and gender as factors when making offers to suppliers. The company will also discontinue its racial equity training for staff and review its support for Pride and other events. This decision has sparked a mixed reaction, with some critics arguing that it will lead to increased marginalization of vulnerable communities. Others see it as a necessary step to promote a more inclusive and neutral work environment. It's worth noting that Walmart is not the only company to reevaluate its DEI initiatives. Other major corporations, such as Lowe's, Ford, and Harley-Davidson, have also scaled back their diversity efforts in recent timeline.

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One of the most interesting finds in my #dei research was that #equalopportunities does not summarily translate to #equaloutcomes Equity is the key! Equity is 👉🏽identifying barriers for different diversity buckets 👉🏽removing those barriers 👉🏽creating opportunities that will then translate to equal outcomes #dei #deiresearch #equityiskey #drmich

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The pushback against DEI initiatives is now making its way into the tech industry. The growing backlash against diversity, equity, and inclusion (DEI) initiatives is impacting even the tech industry's nonprofit sector. Once a leading force in promoting women in tech, Girls in Tech, a nonprofit founded in 2007, had to dissolve in July 2023 after major corporate donors pulled funding. Founder Adriana Gascoigne explored merging with similar organizations, but as financial support dwindled, the group couldn’t survive. This reflects a broader trend where tech companies are distancing themselves from DEI efforts, leading many advocacy groups to close, rebrand, or struggle for survival. The shift highlights how once-promising diversity initiatives are now seen as politically charged, causing many organizations to recalibrate their approaches. Read more below. https://lnkd.in/gGbf7vaS

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World AIDS Day: Reflect, Support, Act 🌍❤️ Yesterday, December 1st, marked World AIDS Day, a time to honor those we’ve lost, support those living with HIV, and recommit to breaking down stigma and inequality. It’s been over 40 years since the fight against HIV/AIDS began, and yet we’re still raising awareness—not just about the virus but about the stigma that persists. As someone living with HIV, I know how deeply this stigma impacts mental health. Despite treatments that make HIV undetectable and non-transmissible, the social and emotional toll remains heavy. HIV has evolved into a socio-sanitary crisis, reflecting inequalities in healthcare access, especially in poorer countries. In regions like Africa, women make up 50% of infections, often suffering double discrimination—both for their health status and their gender. This fight isn’t just about science; it’s about justice and compassion: 🌟 Raise Awareness: Challenge myths and spread knowledge about prevention, testing, and treatment. 🌟 Support Inclusion: Build communities and workplaces where people living with HIV can thrive without fear. 🌟 End Inequalities: Advocate for policies ensuring healthcare access and addressing disparities, especially in the Global South. Together, we can envision a world free from stigma, where every person—no matter where they live—has the chance to thrive. #WorldAIDSDay #EndAIDS #HIVAwareness #HealthEquity #Inclusion #MentalHealthMatters #EqualityForAll

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There is so much about this move by SHRM that is disappointing and short-sighted and demonstrates a fundamental misunderstanding of the role of work in the broader society. I'm disappointed, but I'm not surprised. The principle of equity is vital not only for workplace design but also for the broader drive to create a world that recognises the role of work in creating a more even playing field for all. Equity is a recognition that we need to look for ways to get everyone involved in work, for it changes lives for generations. And this is not to be confused with Diversity. Equity is a broad macro principle that drives an organisation's goals and behaviours as a component of society. This does not mean each organisation will have the same view, but understanding the principle and having a view accordingly is important. As for now starting with I, they are behind the eight-ball. We released our DEI strategy called IDEAL (Inclusion, Diversity, Equity, Accountability and Leadership) months ago. I'm proud to work for a company that leans into this issue with constructive dialogue and debate, supported by a PE firm with some of the most comprehensive materials to facilitate the creation of a unique strategy. https://lnkd.in/g9-fVUhH

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We cannot expect people to know about DEI-related issues by osmosis. As DEI practitioners, we have to enable people to become ‘DEI confident’; we need to provide education, resources and support and we need to tailor that for people managers, leaders, whatever level people are at in the organization. Building out a DEI Learning suite to facilitate that learning and upskilling really helps embed DEI into the core business.

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Data shows that Latino and Black members have networks 20% and 13% smaller than White members. Here are some tips to help you build and grow your professional community: 🤜🏿 🤛🏿 Connect with people you know first: including friends, family, colleagues and people you know outside of your current field of work.  🤳🏿 Get a warm introduction: One of the best ways to create new connections on LinkedIn is to ask someone you are connected with on LinkedIn to facilitate an introduction to someone in their network. 👋🏿 Connect with more than just your close friends: The data tells us that acquaintances are more than twice as effective as a close friend in helping a job seeker find and secure a job. https://lnkd.in/dNwh4Wxi #Networking #Jobs #Careers

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I was recently asked as a Fast Company Executive Board member why DEI efforts should move out of the HR department and be embraced by the c-suite. It took me a while to think of what to say -- not because I don't agree, but because our entire c-suite is people of color as is 80% of our organization. In other words, understanding why DEI efforts are important is second nature to us. I spent the early part of my life feeling left out and left behind. I fought hard for a lot of the successes that have built my career. I know very personally what it feels like to be in a workplace culture that doesn't care about diversity, equity and inclusion. In other words, representation matters. In the article below I share a simple tip I learned from The Management Center quite a while ago. We use SMART”IE” goals to ensure every department deeply embeds inclusion (“I”) and equity (“E”) in their annual plans and KPIs. https://lnkd.in/gsnRYdAq

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My fellow white women, do you struggle in your efforts to advance racial equity? Take a look at these five tips to help you in your journey! #racialequity #raare #action

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The Washington State Office of Equity has over 40 employees. Here is the latest collage depicting all of us who work there. It is a very satisfying mix of folks doing Pro-Equity Anti Racism work. In rhe coming months, watch for areas I will be focusing on - we listed 15 Determinants of Equity which we hope to focus on individually and as a team - check these out: https://lnkd.in/gMbrfsg9

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It’s disappointing to see some companies rolling back their DEI efforts. For many, it seems these initiatives were implemented hastily in response to the events of 2020, rather than thoughtfully integrated into their culture and policies. This rushed approach often leads to misunderstandings about what DEI truly represents and how it can enhance an organization. Let’s be clear: DEI is not just anti-racism training, nor is it affirmative action. DEI plays a role in creating the conditions to select ‘the best fruit in the bunch’ and ensuring we’re not limiting ourselves to just apples (so to speak!). A well executed DEI strategy expands the applicant pool, bringing diverse and highly qualified individuals into consideration. It’s about representation across many dimensions of diversity: generational, neurodivergence, body diversity, mental health, accessibility, and more. DEI also has vast reaching effects, influencing both internal culture and external processes to better meet the needs of consumers from all backgrounds. When authentically implemented and aligned with a company’s business goals, DEI has a measurable positive impact on the bottom line, as countless studies have demonstrated. It’s time for companies to move beyond performative actions and short-term responses. Thoughtful, strategic and authentic DEI efforts are the key to long-term success, both for organizations and the communities they serve. Let’s not lose sight of that. #Diversity #Equity #Inclusion #BusinessSuccess #DEIStrategy

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This podcaster's angle on prioritizing DEI over capital projects is not totally accurate, but it is an interesting criticism vector. You are continuing you DEI program, or even if you are adjusting it to an "inclusion" program, you probably need to be ready to respond to criticism like this. #betterbizculture A lot of his arguments are also actually very pro-ESG reporting and makes the case for better ESG risk management by government agencies, and the tying of potential ESG risk disclosures to fiscal budgets. #accelerateinnovation And at the very end of this episode, he makes a really great case for people paying attention to local politics and elections and being sure to really know who and what you're voting for. I wholeheartedly agree with this entire part of his segment to #improvetheworld. https://lnkd.in/gtB_8yU8

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