In this episode, Ishreen invites listeners to explore the concept of negative DEIB (Diversity, Equity, Inclusion, and Belonging) during a thought-provoking discussion from their inaugural research breakfast. Featuring insights from industry leaders across various sectors, she delves into the potential for organizations to receive a minus one rating for actively opposing DEIB initiatives. Examining the current landscape of DEIB, particularly in light of recent legislative changes in the U.S. that have led some companies to scale back their diversity efforts, the episode challenges listeners to consider the implications of a monoculture in organizational diversity and the necessity of fostering a more inclusive environment. 

KEY TAKEAWAYS


Making diversity, equity, inclusion, and belonging (DEIB) integral to an organization is crucial for its success. Once embedded, it becomes nearly impossible to remove, similar to how IT has evolved within businesses.


Organizations are at different stages in their DEIB journey, with some potentially operating at a negative level (minus 1.0). This disparity can be influenced by factors such as industry, size, and organizational evolution.


Recent legislative changes in the U.S. are causing some companies to scale back their DEIB initiatives. This trend is driven by a backlash from those with privilege and movements that oppose DEIB efforts.


A focus on a single type of diversity (e.g., gender) without considering other forms (e.g., learning, technology) can lead to a lack of flourishing within organizations. A diverse approach is essential for innovation and growth.


Leaders are encouraged to actively engage in discussions about DEIB, share insights, and implement practical steps to foster an inclusive culture that values all employees and drives business success.

BEST MOMENTS

"Is there such a thing as negative DEIB? ... should we drop below zero and give a minus one rating to those companies that demonstrate active opposition to DEIB?" 

"I actually think some of the organisations are almost at minus 1.0."

"If you look at what's happening in America, there's legislation that came in at the government level that's now trickling into US-owned companies."

"When a supposedly serious party proposes removal of DIB legislation as part of their manifesto, you go, what could be the trigger for that?"

"I think there are organizations that are definitely at minus one. Totally."

VALUABLE RESOURCES

Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

In this episode, Ishreen invites listeners to explore the concept of negative DEIB (Diversity, Equity, Inclusion, and Belonging) during a thought-provoking discussion from their inaugural research breakfast. Featuring insights from industry leaders across various sectors, she delves into the potential for organizations to receive a minus one rating for actively opposing DEIB initiatives. Examining the current landscape of DEIB, particularly in light of recent legislative changes in the U.S. that have led some companies to scale back their diversity efforts, the episode challenges listeners to consider the implications of a monoculture in organizational diversity and the necessity of fostering a more inclusive environment. 
KEY TAKEAWAYS
<ul>
<li>
Making diversity, equity, inclusion, and belonging (DEIB) integral to an organization is crucial for its success. Once embedded, it becomes nearly impossible to remove, similar to how IT has evolved within businesses.
</li>
<li>
Organizations are at different stages in their DEIB journey, with some potentially operating at a negative level (minus 1.0). This disparity can be influenced by factors such as industry, size, and organizational evolution.
</li>
<li>
Recent legislative changes in the U.S. are causing some companies to scale back their DEIB initiatives. This trend is driven by a backlash from those with privilege and movements that oppose DEIB efforts.
</li>
<li>
A focus on a single type of diversity (e.g., gender) without considering other forms (e.g., learning, technology) can lead to a lack of flourishing within organizations. A diverse approach is essential for innovation and growth.
</li>
<li>
Leaders are encouraged to actively engage in discussions about DEIB, share insights, and implement practical steps to foster an inclusive culture that values all employees and drives business success.
</li>
</ul>
BEST MOMENTS
"Is there such a thing as negative DEIB? ... should we drop below zero and give a minus one rating to those companies that demonstrate active opposition to DEIB?" 
"I actually think some of the organisations are almost at minus 1.0."
"If you look at what's happening in America, there's legislation that came in at the government level that's now trickling into US-owned companies."
"When a supposedly serious party proposes removal of DIB legislation as part of their manifesto, you go, what could be the trigger for that?"
"I think there are organizations that are definitely at minus one. Totally."
VALUABLE RESOURCES
Privilege Survey  <a href="https://intelligentlinking261447.typeform.com/to/SNkQvD0v">https://intelligentlinking261447.typeform.com/to/SNkQvD0v</a>
Website:<a href="https://belongingpioneers.com/privilege-research-and-podcast"> https://belongingpioneers.com/privilege-research-and-podcast</a>
Email: <a href="mailto:podcast@privilege-eruption.co">equitychampions@belongingpioneers.com</a>
ABOUT THE HOSTS
Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.
<a href="https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor">https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor</a>

Welcome to The Privilege Eruption with Ishreen! I talk Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for C-Suite leaders looking to effect culture transformation for equity at work!

Welcome to The Privilege Eruption with Ishreen! I talk Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for C-Suite leaders looking to effect culture transformation for equity at work!

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