Supreme Court sides with straight woman in 'reverse discrimination' case
The court said members of a majority group don't face an extra hurdle when alleging 'reverse discrimination' in the workplace.
More at inclusionscore.org
Supreme Court sides with straight woman in 'reverse discrimination' case
The court said members of a majority group don't face an extra hurdle when alleging 'reverse discrimination' in the workplace.
This is an AI explainer of what is happening in workforce resilience and the courts, based on the June 5th SCOTUS decision. It also covers AI in employment practices liability insurance.
Meet Rowan & Alex, they were generated by @PathakaAI to lead a podcast on the prompt to podcast on implementing the DEI standard ISO-30415. We listened to the entire things with a critical ear and after laughing and being in shock, we think that it is 100% accurate and informative based on the many that we've done here. We hope that this is a relatively easy way for you all to communicate with stakeholders and clients what the DEI Standard is and how/why it may be used in their organizations.
We are sharing from the JFK Values Podcast. Code-Switching And Other Strategies Leaders Can Use To Support Gender EquityPreviously published at Forbeshttps://www.inclusionscore.org/post/code-switching-and-gender-equityThis is another #Inclusionism #Podcast with reflections on his experience working in #DEI with #ISO30415
Appeals Court Ruling on #DEI
While Trump’s executive orders are temporarily back in force, this ruling is more complex than a simple “win” or “loss” for DEI.
https://www.inclusionscore.org/post/appeals-court-ruling-on-dei
#ISO30415
We’ve received hundreds of messages about the future of DEI work globally based on the American President. 🚨 Process is going to be more important than ever before. Join us for the answers.
We've got answers to your questions about DEI across international borders. Join us and Linda Espinosa Valencia, Ana Maria Desmaison Cornejo, and James Felton Keith for this Live Stream.
Register to get certified in ISO-30415 at DISMForum.com
It's the Ama Agyapong show at ISO-30415:DISM Forum as Ama, the EEO Auditor interviews Employment Attorney, Mahir Nisar on how to protect yourself in the workplace and what employment practices liability look like. They also set the record straight on the role of Human Resources.
Learn more about the ISO-30415 standard at inclusionscore.org
It's the Ama Agyapong show at ISO-30415:DISM Forum as she interviews author of Ausome Girl, Carla Moultrie about being the mother of an autistic child and bring retaliated about it for being a whistleblower at work.
Learn more about the ISO-30415 standard at inclusionscore.org
In collaboration with the Diversity & Inclusion Research Conference (DIRC) Paolo Gaudiano talks about "exclusion scores" and his new Book Measuring Inclusion.
Book link here: https://www.amazon.com/Measuring-Inclusion-profits-guesswork-backlash/dp/178860606X/
During his keynote he will, in an open source format, we will expand on various cataloges of the companies that make up the "DEI&B Industry" across the 4 Service Types: Training, Data Extraction, Internal Infrastructure, & External Infrastructure. Who is doing what? We want your input!
A lively discussion during roundtable sessions at the DISM Forum on Employee Resource Groups (ERGs) led by Effenus Henderson, the original lead convener of the ISO-30415 Standard. More at www.dismforum.com This video was casted live on 4 continents from the University of Georgia's Terry College of Business in Atlanta, GA.
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK welcomes Dawn Bennett-Alexander or "Dr. BA" as she is affectionately called by her students from the University of Georgia. She is the namesake of UGA's "Dawn Bennett-Alexander Inclusive Community Award", and is arguably the 1st Diversity Equity Inclusion & Belonging (D&I) professional. She has worked on D&I initiatives in academia since 1982, and wrote the first Employment Law Text Book, now in its 10th Edition.
More at her company's site www.practicaldiversity.com
She is a cum laude graduate of the Howard University School of Law and a magna cum laude graduate of the Federal City College (now the University of the District of Columbia). Licensed to practice in DC and six federal jurisdictions, she is a emerita associate professor of Employment Law & Legal Studies of the University of Georgia's Terry College of Business, retiring in February 2021 after 33 years and over 60 awards and recognitions for teaching and service, including 10 Outstanding Professor of the Year Awards. A celebrated author, facilitator and consultant with nearly 40 years of experience in bringing people together, she created Practical Diversity to help the world take diversity from theory to practice by doing the necessary heart work. Upon her retirement, the University of Georgia honored her contributions by creating the first-of-its-kind annual Dawn D. Bennett-Alexander Inclusive Community Award for faculty demonstrating a significant commitment to Diversity & Inclusion.
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK shares a Supplier Diversity Panel from the Inclusion Corporation D&I Service Management certification program with participants from insuarnce & finance firms Assurant, State Farm, & FIS.
Below are some of the D&I Elements from D&I Domains 29 & 30 that compelled the questions during the panel.
Join us in this asynchronous online course that introduces the ISO-30415 Standard via the D&I Service Management (DISM) Lifecycle framework. This course hosts weekly live Q&A sessions with Lecturers to demonstrate the Inclusion Maturity Model Integration (IMMI) and use-cases across organizational Governance, Product Delivery, Human Resources, and Supply-Chain management.
inclusionscore.org/certification
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK talks with Effenus Henderson about some of the differences between the Global Diversity Equity & Inclusion Benchmark (GDEIB) and the ISO-30415 Standard for Diversity & Inclusion Service Management (DISM).
Join us for more for more at the DISMForum.com
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
How much longer is DEI going to be around?
An interview on D&I Insurance with Jason Quaglia with JFK
Jason A QUAGLIA - Vice President of Risk Management Solutions of America, Commercial Insurance Brokerage House interviews:
In this bonus episode, James Felton Keith, CEO is InclusionScore gives some of his thoughts and takeaways from the Techstars DC Start-up Venture Capital Cohort. He's a bit long-winded and could've went into about 5 hours worth of detail, but this was a 50 minute start. If you have any questions leave them in the comments for us or DM us at @InclusionScore (everywhere except for Twitter).
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK shares a Supplier Diversity Panel from the Inclusion Corporation D&I Service Management certification program with participants from State Farm, & Fiserv.
Below are some of the D&I Elements from D&I Domains 29 & 30 that compelled the questions during the panel.
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
July 13, 2023 - JFK joins US Senator Michael Donald Brown to mentor on leadership and company culture at Volunteers of America, one of the largest non-profit organizations in the United States. The Futures Fund Community Health Incubator accelerates social enterprises that improve quality, equity, and access to care for Medicaid and at-risk populations.
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
Kay & Jay discuss the headline Non-Disparagement Clauses Are Retroactively Voided, NLRB’s Top Cop Clarifies
Below are some of the questions D&I Elements from D&I Domains 5 & 6 that would be asked of Starbucks to defend itself against systematic reverse-racism lawsuits.
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
Kay & Jay briefly answer more question from the 2022 cohorts of D&I Professionals certified in the ISO-30415 standard. Here we explore a question from the D&I Officer of one of America's largest states. Listen to her question and the 4 part answer from JFK.
1st:
ERG leaders should not be writing these policies, because they are not a part of the organization's mission/function. They should serve as auxiliary or advisory boards to keep the policies as authentically ambitious as reasonably possible per the organization's potential to make progress. You (or the D&I Leader) should write the policy as skeletons with objectives as a starter and assign them to management-level leaders. You can tie ERGs to each policy, but there should be 32 Max. The objective here is to normalize D&I as a process activity not a people-specific activity, so that even if you were replaced with a Rich Straight White Cisgender man, he would still be obligated to report on these process functions, as he would accounting at the end of a month, quarter, year.
2nd:
I understand that management-level leaders may just ignore the policy that you delegate to them, but the mere existence of these policies is what makes the management accountable, per your job description, which your management probably wrote too generously and poorly, not considering the legal implications. Use your ERG leaders to anonymously-in-caucus accuse the management in charge of your policy variations of discrimination. (Ignoring us is a violation). That is what they are actually there for. Even if you lose your job, there is a paper trail of you doing your job and the organization bucking the process in place. That's worth at least $217K in the USA today, and there is plenty of other work for you to do in this space from your current or other locations. D&I Pro was the #2 job on LinkedIn last year and I know about 20 companies that want an auditor as soon as yesterday.
3rd:
Get your organization addicted to an automated technological process of audit, change, consideration, and execution of policy principals. The stronger you make your paper trail at the lower levels of the organization the more difficult it will be for leadership to just ignore what you've built. Ignoring your standardized structure is by default either retaliation (55% of EEOC claims) or discrimination (45% of EEOC claims).
The process is entrapment.
4th:
I would start with looking for another incentive for D&I, without the HR Director's buy-in. The world can't wait for HR people to care or smarten up. Do you know how the state is insured and how many grievances the state departments have? My team rarely talks to HR people until the CFO realized that the HR people should be in more trouble. We tie grievances to the regular costs of doing business and ask the CFO the three questions at the top of this link, after showing them how much they spend in either turnover or grievances, we ask if the HR director is worth it. You don't have to do this. I could do it tomorrow... We do need to make a non HR case for D&I and the case is that D&I is not about feel-good or even demographic change, it is about not losing your shirt to lawsuits. The Black, Latino, Womens, and LGBT bar who all support your Governor right now would have a field day with this. Let's table that piece for a moment.