5 Things / Outside of HR

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Last year we had a client choose not to renew their contract with us because DEI lived in Human Resources, had no protected budget, and they “had to prioritize employee salaries.” Well, when you put it that way…

I recently caught up with someone I’ve known for years now. Six months into their new role as VP of DEI, they were positively giddy about the amount of support they had. They report to the CDO who reports to the CEO. While they have to take baby steps, they’re accomplishing a lot.

As this person shared with me, it’s a huge advantage when DEI is not part of Human Resources. Not only is their budget protected, but they’re able to think strategically about the way DEI fits into other business objectives. With a near direct line to the CEO, they’re in a position to keep forward momentum.

That’s how you do it (and ICYMI my book and our DEI consulting methodology is called Inclusive 360 for that very reason!)

This Week’s Good Vibes:

1. Charlotte Tilbury Promotes Women in Motorsports

   • Charlotte Tilbury makes history as the first female-founded beauty brand to sponsor the 2024 F1 Academy, aiming to empower female drivers. Through this alliance, Tilbury pledges to elevate the careers of 15 young women drivers, breaking barriers in a heavily male-dominated field, and fostering awareness and opportunities for women in sports. There’s even a Charlotte Tilbury car: it’s branded night crimson and rose gold, symbolizing the fusion of glamour and racing.

2. Walmart Creates a Pipeline for AI Talent

   • Walmart is aiming to fast-track employees into 100,000 well-paying AI and tech jobs in three years by shifting education perks to expand short-form certificates to over 50. They’re reducing their degree program to allow for the certificate program expansion, but employees want it – and this offers the potential for quicker career advancement for non-degreed workers. This benefit is for frontline employees, too, many of whom are BIPOC.

3. Unilever Hires People With Disabilities Behind the Camera

   • Last year, Unilever launched its "Believe in Talent" initiative, mandating disability representation behind the camera, and addressing a longstanding lack of diversity in advertising. With only 1% of ads featuring disabled individuals, Unilever's move aims to reshape industry norms by committing to hiring people with disabilities behind the camera on every ad over $107k. Unilever also developed an open-source toolkit for creating inclusive production spaces. It’s all part of Unilever's broader "Act 2 Unstereotype" initiative, driving structural changes in marketing to combat prejudice and promote diversity.

4. Historic Donation to Albert Einstein College of Medicine

   • A landmark $1 billion donation to Albert Einstein College of Medicine, located in one of the poorest parts of NYC, abolishes tuition fees, providing life-changing opportunities for under-supported students. The donation was made by Ruth Gottesman. With an average medical school debt of $202,453, this donation reshapes medical education, offering hope and access to diverse, aspiring doctors. This is a huge win when there’s a physician shortage. I’m blown away by the power of wealth in fostering equity.

5. New Jersey to Recognize LGBTQ+ Businesses

   • The State of New Jersey will soon recognize LGBTQ+ business certification, alongside women, people of color, and veterans. NJ will only be the third state to recognize LGBTQ businesses in supplier diversity spending in procurement. Supplier diversity is a significant step towards equity and economic inclusion for LGBTQ+ entrepreneurs…and btw, Equality Institute is a certified LGBTBE.

This Week’s Call to Action:

Learn about Nex Benedict, a nonbinary teen in Oklahoma who was bullied and beaten by classmates and later died. Oklahoma legislators are currently considering 54 anti-LGBTQ bills. It’s a really tough time to be a young trans person.

Inclusive 360 Assessment

Last year I released the book Inclusive 360: Proven Solutions for an Equitable Organization and guess what, this year my team and I have built a new digital assessment tool to help organizations accelerate their DEI efforts!

Training and coaching will only move the needle so far—because we’re all human, and humans ultimately default to what’s familiar, safe, and easy. Increasing diversity and inclusion within your organization instead must involve changing the work systems to make them more equitable and just.

That’s where the Inclusive 360 Assessment comes in! This new digital assessment tool helps organizations like yours accelerate their DEI goals and build momentum.

Our goal, with Inclusive 360, is to provide you with a digital turnkey solution that will guide you through the process of becoming an even more diverse and inclusive organization. Visit https://www.inclusive360.com/quiz to take the Inclusive 360 Quiz and receive your custom DEI strategy snapshot today.