Felicity Menzies’ Post

If equity and justice are not the end goal in your DEI framework, then take a seat. SHRM's recent decision to remove equity from its DEI framework has sparked significant debate and disappointment across various sectors. As someone deeply engaged in advancing DEI efforts within for-profit, nonprofit, and government institutions, this news struck a chord with me and many of my DEI peers. SHRM's claim of "Better Workplaces. Better World" seems questionable in light of this move. I have decided to withdraw my SHRM Inclusion Conference speaker proposal due to this decision, which I find misaligned with my values. It's heartening to witness many individuals with SHRM credentials distancing themselves from the organization. Here are some critical considerations prompted by SHRM's choice: ✔️ Definitions Matter: Equity is a cornerstone of the DEI framework, symbolizing fairness and equal access to opportunities. Removing this term weakens the focus on addressing systemic disparities and fostering inclusive environments. ✔️ Impact on Messaging: Language shapes perceptions and actions in DEI initiatives. The removal of "equity" alters SHRM's message on fairness and equality in the workplace, risking confusion and dilution of values. ✔️ Need for Clarity: Transparency is vital in DEI work. SHRM should offer a clear rationale for this decision to maintain trust and alignment with best practices in DEI. ✔️ Continuous Learning and Adaptation: DEI demands ongoing learning and responsiveness to social dynamics. Organizations like SHRM should engage with DEI experts and impacted communities to inform their decisions. SHRM's choice to remove "equity" from its DEI framework raises concerns, and I appreciate the vocal responses condemning this move. ✨✨✨✨✨✨✨ Here’s how you can make sure we stay in touch! 🛎️ Valuable? Ring the bell icon on my profile to never miss my content & like, comment and share. 📚Order my latest book, Inclusion Uncomplicated: A Transformative Guide to Simplify DEI, published by Forbes Books. ↗️Follow my business page Nika White Consulting 🗞️Subscribe to my LinkedIn Newsletter, Inclusion Insider 📝 Take any of my 3 LinkedIn Learning courses 🎤 Hire me to be a keynote speaker at your next event or to facilitate an impactful learning experience at your organization.

SHRM's decision to rename DEI by removing "equity" from the acronym has ignited a wildfire of controversy in the community. They have shared that they are doing this to focus on inclusion. We see this as a significant step backward. Removing equity ignores the foundational role it plays in the fair treatment of employees and maintaining the compliance of leaders in the workplace. You can't have inclusion without ensuring equality first. DEI was never meant to be a catchy, buzzword acronym. It's written in that specific order because that is the order of operations when creating a DEI strategy. First comes diversity. Hiring and retaining a strong and diverse team. Second is equity. Fighting against discrimination in the workplace and ensuring legal compliance. Third is inclusion. Making sure your team feels like they belong. Equity is the glue that binds diversity and inclusion together. It's how you hold companies and people in leadership accountable by legally protecting marginalized groups. Equitable workplaces thrive and stand the test of time. Make sure your company is one of them. Enroll in our Udemy course "Ally Up: How to Build and Activate Ally Partnerships" for 30% off this month with promo code AUGUST30. https://lnkd.in/grGCak2 . . . #dei #inclusion #inclusiveleadership #inclusivebehaviors #hrprofessionals

DIB is a vast topic and I am getting there !Just finished the course “Developing a Diversity, Inclusion, and Belonging Program” by Stefanie Johnson! Check it out: https://lnkd.in/gZ5fZdhw #diversityprogramdevelopment.

Struggling with Diversity and Inclusion initiatives? Unsure how to write inclusive job ads or make new hires feel welcome? AAI EmployAbility’s Inclusive Recruiting and Team Training Solutions are here to guide you. Our comprehensive approach includes: 🔸 1-1 coaching and consultations 🔸 Interactive workshops 🔸 Inclusive recruitment support services 🔸 Long-term DEI programmes We've partnered with organisations like Aegon and Diageo, helping them foster a culture of inclusivity and equity. Our dedicated team offers tailored support to address biases and promote diversity. Let's make diversity and inclusion more than just words. Let's make them actions. Contact us to learn how we can assist your organisation. #InclusiveRecruitment #DiversityAndInclusion #DEI #HR #Recruitment #Leadership #DEITraining

Struggling with Diversity and Inclusion initiatives? Unsure how to write inclusive job ads or make new hires feel welcome? AAI EmployAbility’s Inclusive Recruiting and Team Training Solutions are here to guide you. Our comprehensive approach includes: 🔸 1-1 coaching and consultations 🔸 Interactive workshops 🔸 Inclusive recruitment support services 🔸 Long-term DEI programmes We've partnered with organisations like Aegon and Diageo, helping them foster a culture of inclusivity and equity. Our dedicated team offers tailored support to address biases and promote diversity. Let's make diversity and inclusion more than just words. Let's make them actions. Contact us to learn how we can assist your organisation. https://buff.ly/4aHpQjQ #InclusiveRecruitment #DiversityAndInclusion #DEI #HR #Recruitment #Leadership #DEITraining

🔍 Are your job ads truly inclusive? DEI challenges can seem overwhelming, from writing inclusive adverts to ensuring all employees feel they belong. Maybe you're struggling with managers not being on the same page, or you're lost in the jargon and need clarity. Imagine a workplace where: ✅ Job ads attract a diverse range of talent. ✅ New hires feel welcome and valued from day one. ✅ DEI training is comprehensive and effective. ✅ Everyone is united in driving DEI goals forward. AAI EmployAbility’s Inclusive Recruiting and Inclusive Working Solutions are designed to ease your DEI journey, no matter where you start. 💡 Our approach includes: - 1-1 conversations, consultations, and coaching - Interactive workshops - Long-term DEI programs Join AAI clients like Aegon, Eden Scott, and the Scottish Government in making DEI a cornerstone of your company culture. Let's make diversity and inclusion more than just words. Let's make them actions. Contact us today to learn more about our services below. #InclusiveRecruitment #DiversityAndInclusion #DEI #InclusiveWorkplace #HR #Recruitment #Leadership #DEITraining #DiversityandInclusion #WorkplaceCulture #AAIEmployAbility #InclusiveRecruitment #DiversityTraining

I am excited to share that I just completed the Diversity, Inclusion, and Belonging course. As I went through the course material, I couldn't help but stop and be thankful to all the wonderful people I have worked with in the present and past, who embody diversity, inclusion and belonging into their everyday outlook as the very part of their nature, and I feel fortunate to be working with (and have worked with) organizations that have DEI and DIBs as one of the their core values. I'm hoping to integrate more of this into my everyday life, and it looks like this is just the beginning of a life-long learning of this skill. https://lnkd.in/eBBD3ytH #diversityinclusion

Must read an important take

To sustain diversity, a merit-based approach is not just beneficial, it’s necessary. Here are 3 things to ensure it works: 1. Continuous Learning and Development: Providing equal learning opportunities helps everyone to compete fairly on merit. 2. Transparent Policies: Clear, transparent policies promoting meritocracy help maintain a diverse and motivated workforce. 3. Regular Assessments: Frequent assessments based on fair criteria ensure that diversity is naturally cultivated through merit. #SustainableDiversity #MeritBasedSystem #HRStrategies

The definitional confusion about "Equity" is exactly why it must be dropped. There is even obvious incongruency - in this very piece - by the experts that write: "One reason we may be seeing a shift away from equity is that people have different understandings of what equity actually means. At its core, equity is fairness. Fair processes often result in a redistribution of outcomes because more people get opportunities to succeed. Achieving equity often requires treating people differently, which may at first glance make some people uncomfortable. However, the different treatment is meant to account for barriers that employees from marginalized groups encounter that those from advantaged groups don’t." If you define a new program as fair (i.e. fair or impartial treatment : lack of favoritism toward one side or another) from the outset - then don't expect compliance when treatment is clearly unfair. You would be better off admitting that you are looking to treat people unfairly based on metrics you have selected. Admit that "marginalized group X requires unfair treatment because of Y," rather than obscuring this with a semantic/definitional sales ploy under the umbrella term equity.