Any thoughts on how to sustain this when the CEO / CXO’s are not too focused or stop focusing on it? How can DEI lead/ HR still build enough momentum to drive this agenda successfully?

Let me share some key strategies to promote equity within organizations:

Leadership Commitment: Ensure that organizational leaders are committed to and actively championing equity.
Develop and communicate a clear equity statement or policy.

Initiatives: Implement diversity and inclusion programs that go beyond mere representation and address the inclusion of diverse perspectives.
Establish measurable goals and track progress to ensure accountability.

Equitable Policies and Practices: Regularly review and update HR policies to ensure they promote equity. Implement fair hiring, promotion, and compensation practices.

Transparency and Accountability: Foster a culture of transparency by openly sharing information about organizational demographics, pay structures, and promotion rates. Hold leaders accountable for achieving equity goals.

Feedback Mechanisms: Establish channels for employees to provide feedback on equity-related issues.
Actively listen to employee concerns and take prompt action.

Implement mentorship and sponsorship programs to help underrepresented employees advance in their careers.
Encourage cross-cultural mentorship to facilitate understanding.

Engage with external communities and organizations to understand and address broader equity issues.
Support initiatives that contribute to social justice and equality.

First of all in many organizations, the difference between equality and equity is still blurred. o first it to create awareness with clear visually explicit communicaitons consistently for 3/4 weeks .. online as well as in person small groups

Completely agree @Ritu, Quotas do more damage than help the DEI agenda within organizations. Creates more friction between groups, leads to cliques which are more harmful to the organization. Quotas only help tick off the Diversity agenda to show off to Boards, Shareholders etc. and not the actual hardwork needed for genuine
inclusion

Thank you for this valuable question @Sneha. Here are some thoughts: Creating an atmosphere that fosters Diversity, Equity, Inclusion, and Belongingness (DEIB) requires individuals to undergo inner transformations or shifts in their mindsets and behaviors. These shifts are essential for promoting a more inclusive and equitable environment. Here…[Read more]

This is a very detailed guide and doesn’t just talk about ideas but gives actions that can be implemented. We should start using these principles in our personal and professional life and hope to create a butterfly effect.

Sure @Ramanpreet ! Thanks for your question. Here are some emerging trends related to Neurodiversity :

That is a great perspective and more people should learn these terminologies so that they can be implemented

Seeing everyone as a person with different ability, takes away the vulnerable status that a PWD would have. We must understand the difference between equity and equality.