Christy Johnson shares the results from a panel discussion at the 2020 Project Ascendance Summit on how to foster inclusion in schools and the workplace.
The panel addressed:
Getting past assumptions and misperceptions about diversity, equity, and inclusion (DEI)
Getting the best return on investment (ROI) possible with investments in DEI
Taking the right first steps toward inclusion
Asking questions from a place of humble inquiry
Getting Past Assumptions and Misperceptions About DEI
Michael Meotti, Executive Director of the Washington Student Achievement Council, said that WSAC is a cabinet-level state agency that deals with all sorts of higher education issues. It runs a number of initiatives, including the state’s financial aid programs, which are meant to increase participation and success in higher education. WSAC is helping more Washington residents get some kind of educational credential.
We don’t think enough about what it means for the college to be a student-ready environment, Meotti said, and we need to relentlessly scrutinize the data on how students are doing. If an educational organization keeps seeing racial and ethnic disparities in enrollment, along with disparities in student participation and success, the model is systemically racist. Changing models requires taking a deep dive into how you operate.”
Key points discussed include:
- Changing systems and structures
- The solutions illusion
- Addressing systemic inequities in schools
Read the full article, How Revamping Systems and Asking the Right Questions Can Foster Inclusion in Schools and the Workplace, on ArtemisConnection.com.
Surbhee Grover discusses diversity and inclusion and explains why solidarity is the key to forging a new paradigm of equality.
The fashion industry saw one debacle after another in 2018-19 that demonstrated just how wide the gap is between how businesses should behave and how they do. In the recent past, Burberry, Gucci and Dolce & Gabbana have been hurt by adverse publicity highlighting their cultural insensitivity.
Dolce & Gabbana’s “Eating with Chopsticks” commercials showed an Asian model trying to eat spaghetti with chopsticks. People called the ads disrespectful and racist, and the commercials were pulled within 24 hours. It was estimated that Dolce & Gabbana put ~$500 million (a third of its revenue) at risk as a result of the backlash. There have been many diagnoses offered (how did something so obviously offensive slip through the cracks of a diverse, global management team/ workforce?) and the general consensus has been that making strides in hiring for diversity doesn’t mean much if that diversity is not used effectively.
The last couple of years have seen diversity conversations expand to “Diversity and Inclusion”. But even as we fight for respect, religious sensitivities, representation on the Board, and the right to equal pay (for equal work), we might want to re-evaluate if this expansion is sufficient.
Read the full article, Making a Difference to Diversity Might Require us to Deviate from Existing Definitions, on the Thrive Global website.
If you want to know more about the potential benefits, scope, pros and cons of business process outsourcing (BPO) and robotic process automation integration (RPA), check out this article from the knowledge hub on David Burnie’s company website.
Both BPO and RPA aim to achieve the goal of streamlining processes, achieving efficiency and increased productivity, and yielding cost benefits.
BPO and RPA implementations allow organizations to perform back office, internal, and call centre tasks efficiently quickly. This provides enterprises the benefits of overhead cost reduction, improved productivity, better quality, and more.
Both RPA and BPO are most applicable for business processes that are:
- Frequent – consistent daily/weekly volumes
- Repetitive – e.g. data entry tasks
- Rules-based – the process is defined by precise decision rules
- Streamlined – stable, without redundant steps.
Read the full article, Business Process Outsourcing and RPA Integration, on the BPO & RPA knowledge hub at The Burnie Group website.