#DEI consultants

[religion-is-a-mental-illness]

By: Mike Ramsay

Published: Mar 7, 2024

Late last month, the public learned that the Toronto District School Board (TDSB) through its Equity, Anti-Racism & Anti-Oppression Department issued a teaching guide claiming the Canadian education system is “colonialist” and designed to uphold the dominant white culture. The document, entitled “Facilitating Critical Conversations,” specifies that “education is a colonial structure that centres whiteness and Eurocentricity and therefore it must be actively decolonized,” and “schooling in North America is inherently designed for the benefit of the dominant culture (i.e., white, middle-upper class, male, Christian, cisgender, heterosexual, able-bodied, neurotypical, etc.)”. It adds that, “race matters—it is a visible and dominant identity factor determining people’s social, political, economic, and cultural experiences.”

While the school board has since temporarily removed the guide pending review after the Ontario Ministry of Education called it divisive, it is important that this thinking which has captured our school systems not be ignored. 

That this handbook was actually produced and distributed by the TDSB did not come as a shock to me, because, in my view, it is representative of what is taking place at other school boards right across Ontario. A reasonable question to ask is how all of this came about.

Having served as a trustee for 24 years, I would suggest it emerged because of the work of frontline activists who truly believe in their cause and that the system is stacked against racialized students. However, many others in leadership positions, who have other motives, simply see this as an opportunity to enrich themselves. They did this by pretending to address the activists’ perception of the issues.

As a Black trustee and past chair of a large school board (WRDSB), I often wondered what good could come from paying DEI consultants upwards of $500.00 an hour to teach kids that if they are white, the successes they experience are not due to personal effort. Meanwhile, racialized students are being taught that despite personal effort, their chances of success are diminished because society is racist and therefore biased against them.

The fact is that we have both white and racialized kids who are doing well academically. Conversely, we have white and racialized kids who are not doing so well. What I have found as a member of my board’s discipline committee is that the kids (from all backgrounds) who are not doing well usually have other issues that are at play, including, but not limited to significant behavioural issues that are impacting their ability to learn. However, you can’t tell this to the proponents of DEI, who have been busy organizing events to celebrate and take credit for the academic success of racialized students who I believe were, for the most part, never in danger of failing school in the first place. The credit should go to the parents and caregivers who worked and continue to work hard to encourage and support their children.

Thankfully, with the passing of each day, more and more people are beginning to question the need for school initiatives that are fixated on identity politics. They are coming to realize that certain aspects of DEI instruction can actually lead to greater prejudice and even harm, as highlighted in a recent study released by the Aristotle Foundation and authored by Professor David Haskell. 

Haskell’s report shows that DEI related to “anti-racism” education and its promotion of “white privilege” doesn’t make participants more sympathetic to disadvantaged Black people as DEI trainers claim, and can in fact make them more hostile toward poor white people.  

As he elaborates, “Teaching students about white privilege, a core component of the DEI curriculum, does not make them feel more compassion toward poor people of colour but can reduce sympathy [and] increase blame…for White people struggling with poverty.”

In light of Haskell’s overwhelming evidence, I feel school boards should be required to justify the expense and existence of DEI in their organizations. Moreover, if it is doing harm as his research shows, do we not have an obligation to use legislation to stop the practice immediately in our classrooms?

I would say we do. And that is why I agree wholeheartedly with parent Liz Galvin who recently told the Halton District School Board: “Trustees, when your equity and inclusion policies are used to generate administrative procedures by un-elected DEI proponents that contradict the aims and prescribed goals of said policy, then you have an obligation to insist that they be scrutinized, amended and or removed.” 

It seems straightforward, but the practice will not stop if it is left solely to the discretion of the Ontario NDP supporting majority which dominates most school boards.

This is where the Progressive Conservative government of Premier Doug Ford comes in. Even though his government has made it clear through their 2023 Better Schools and Student Outcomes Act (Bill 98) that they want boards to be dead focused on tangible measurable learning achievement, rather than on faddish so-called “social justice” experiments, boards continue to double down on these DEI initiatives. I don’t know if the government is tiptoeing around the issue out of fear that the far-Left radicals entrenched in our education system will attack them. More and more parents and education workers from all backgrounds across our province are paying closer and closer attention to the damage being done. It is time for the Ford government to respond firmly and issue clear directives to boards to end these divisive practices.

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You can tell it's a cult because they don't care about evidence.

The way to combat this is the same as combatting religion. You say, prove it. You're asking us to sink a tub of taxpayer money into your program. So, let's see your statistics. Let's see your before and after metrics. Let's see how you measured the success of your training program and the results. Let's see what we can expect for ourselves based on your success elsewhere.

They can't and won't. They'll instead morally brow-beat you with words like "white supremacy" and "danger" and "harm." Despite them making truth claims - that is, statements that are supposed to be taken as factually true - part of the scam is that they'll even claim that asking for this sort of evidence is itself part of the problem. This is the same tactic as a priest threatening you with hell to sell you salvation, or a salesman frightening you with murder and rape to sell you an alarm system.

At that point you say, so, no statistics, no metrics, no results, huh? And you invite them to leave.

[neosevenblog]

A highly inclusive culture with a diverse workforce leads to better decisionmaking, teamwork, collaboration, financial return, customer/market perspectives, innovation, creativity, and talent engagement.

[kindallevolve]

How do I become an organizational change management consultant?

Becoming an organizational change management consultant requires a strategic approach and specialized skills.

Firstly, obtain relevant education in business, management, or organizational psychology. Pursuing courses or certifications in organization consulting training enhances expertise. Gain practical experience through internships or entry-level consulting roles. Develop strong communication, leadership, and problem-solving skills, essential for guiding organizational transformations. Network with industry professionals to gain insights and potential job opportunities. Establish a personal brand by writing articles, attending conferences, and showcasing expertise on relevant platforms.

Finally, seek advanced certifications in change management to stand out in the field. With determination, continuous learning, and a passion for driving organizational success, one can become a successful organizational change management consultant, influencing positive transformations in various businesses and industries.

[gamer2002]

Extortion schemes posing as consulting groups are profitable.

[edi-courses]

EDI Courses by Equality 360: Empowering Inclusive and Equitable Workplaces

Equality 360 provides comprehensive EDI (Equity, Diversity, and Inclusion) courses designed to help organizations build inclusive, fair, and culturally aware workplaces. These courses cover essential topics such as understanding unconscious bias, fostering cultural competence, and implementing inclusive policies that support diversity and equity across all levels of an organization. Through engaging modules, real-life scenarios, and practical exercises, Equality 360’s EDI courses equip employees and leaders with the skills needed to create a welcoming and respectful environment.

Ideal for businesses across various industries, Equality 360’s Edi Courses are tailored to address unique organizational needs and promote lasting change. By participating in these courses, companies can improve employee morale, enhance team collaboration, and drive innovation through a culture of inclusivity. With a focus on measurable outcomes, Equality 360’s EDI courses support organizations in their journey toward becoming truly diverse and equitable workplaces.

[newdimenzion3]

DEI consulting services in India

DEI consulting services in India are specialized solutions designed to help organizations build diverse, equitable, and inclusive workplaces. These services support businesses in creating environments where employees from various backgrounds feel respected, valued, and empowered to contribute. DEI consulting services typically include assessments of current diversity practices, unconscious bias training, policy development for equitable hiring and promotion, and strategies for inclusive leadership.

In India’s culturally diverse workforce, DEI consulting services play a crucial role in addressing unique challenges, such as managing regional and linguistic differences, promoting gender equity, and ensuring representation for underrepresented groups. These services are tailored to align with Indian workplace dynamics, fostering a sense of belonging and boosting employee morale. By investing in DEI consulting, Indian companies not only improve employee engagement but also enhance innovation and performance, establishing themselves as progressive and socially responsible employers.

[ppcbug]

Glad to see the senate has their priorities straight 🤪

It’s crazy how high schoolers are being emailed about this misdirected garbage initiative!! Instead of worrying about if female hygiene products are available to students the concern is about if everyone has access 🤦‍♂️talking as if girls aren’t literally the only ones who experience menstruation?

Keep such products out of boys washrooms!

[gemstarb]

Watch "Video Game DEI Consultants Might Have a FINAL FORM?!" on YouTube

[bethechangehr]

We provide the best DEI HR strategies in New York providing a Clear Path with AAA Roadmap To DEI based on research, psychology, and HR best practices.

[religion-is-a-mental-illness]

By: Christopher F. Rufo

Published: Nov 20, 2024

There is an old saw that, in America, every great cause begins as a movement and eventually degenerates into a racket. This is certainly true of the past decade’s most fashionable cause: “diversity, equity, and inclusion.” What might have begun as a social movement has now become a business—and not just in the United States. According to McKinsey & Company, spending on “DEI-related efforts” across the globe totaled $7.5 billion in 2020. If trends continue, that figure will exceed $15 billion by 2026.

And, in another American tradition, government contractors have turned a profit on this fad. While it’s hard to determine the precise amount of money that Washington spends on DEI, a search for contracts, grants, and other outlays that reference “diversity, equity, and inclusion” and similar terms suggests that DEI principles were attached to more than $1 billion in federal contracts last year.

This represents a rapid change. In 2019, according to our search, the federal government awarded only $27 million in contracts with language related to “diversity and inclusion.” But after the death of George Floyd in 2020, the federal government and private contractors went all-in on DEI, seeking to implement the Biden administration’s “whole-of-government” equity agenda.

In a series of executive orders beginning in January 2021, Biden unveiled that agenda. The White House directed each federal agency to “implement or increase the availability of [DEI] training programs,” create “internal policies and procedures to support” employees “transitioning” to another gender, submit annual DEI plans and reports to a White House steering committee, establish “agency equity teams,” and appoint a “chief diversity officer” to oversee compliance. These directives created a sudden demand for DEI consulting and opened the floodgates of federal funding to private contractors who offered “expert” advice on diversity-program management. Consulting firms were delighted; they set about rationalizing and marketing a respectable front for both the ideology and their own cash grab.

The large consulting firms advertised the adoption of DEI as a moral imperative. They boasted of their spending on diversity to demonstrate their credentials. Deloitte, for example, claimed to have spent $1.47 billion on “diverse suppliers.” McKinsey committed to doubling spending on such suppliers, while investing $20 million in DEI research. Deloitte, meantime, published a report titled The Equity Imperative, which encouraged “businesses [to] take the lead in dismantling” systemic racism—preferably with Deloitte’s “premier cross-enterprise DEI analytics tool.”

These firms argued simultaneously that DEI was morally necessary and good for the bottom line. McKinsey published studies that claimed to have found economic benefits from diversity policies. Incredibly, it claimed that narrowing the “gender gap” would add $12 trillion to GDP. Economists have shown that these studies are misleading and potentially fallacious.

The consultant class cashed in. In early 2022, McKinsey partnered with another firm to present “a series of workshops” that would “equip federal leaders working across government with research-based insights” to improve their “DEIA work” (the added “a” is for “accessibility”). Deloitte, seizing the opportunity presented by Biden’s executive orders mandating DEI in the federal workforce, published a paper on the “Government’s equity imperative,” presenting the firm’s “government equity activation model.”

McKinsey and Deloitte were only two of the many consultancies reaping financial rewards from the executive orders, with firms securing millions of taxpayer dollars in DEI-related contracts.

Agencies across the federal government participated in the gold rush. The Treasury Department awarded $2.8 million to Accenture Federal Services for DEI “implementation.” The Department of Health and Human Services gave a $2.9 million DEI contract to Totem. The Department of Defense agreed to pay Tyler Federal $3.3 million for “(DEI) database services.” The Agency for International Development allocated $6.2 million to SSG Advisors for “DEIA buy-in.”

What do these contracts entail in practice? Consider the $4.4 million agreement between the Department of Labor and CALCO Consulting Group to “deliver diversity, equity, inclusion, and accessibility (DEIA) training” for the department’s Job Corps program—an initiative to help young people “complete their high school education, train[] them for meaningful careers, and assist[] them with obtaining employment.”

Rather than focus on helping its clients find meaningful work, the Department of Labor contract funneled millions to outside vendors to conform the program to the DEI creed. For example, a team of CALCO DEI consultants went to Montgomery, Alabama, to lead “a 3-day immersive Student-Centered Design training as part of Job Corps’ plan to adopt DEIA principles at all its centers.” The department, in other words, used the firm to engrain critical race theory principles at every level of the program’s operations.

At NASA, the government awarded $2.4 million to LMI Consulting “to incorporate and deeply engrain diversity, inclusion, equity, and accessibility (DEIA) in” the agency’s “culture and business.” LMI, which has “assisted NASA in transforming its workforce,” happily adapted its product to the new DEI ideology. The agency recognized the firm’s work, giving its “Group Achievement Award” to seven LMI consultants—not for advancing space travel, but for “developing innovative approaches and ways to use lessons learned when implementing [DEI] strategies.”

The Department of Homeland Security is also implementing the White House’s DEI priorities. In September 2023, the department awarded $2.1 million to the Millennium Group International for “(DEIA) professional support services,” a rolling contract that could reach $7.5 million by 2028. That contract is part of the department’s sophisticated diversity apparatus, which includes strategic plans, DEI workshops and seminars, and trainings on “the brain science of inclusion.” Instead of enforcing the law and protecting life and liberty, DHS has focused on “unleashing the power of our shared human spirit” through “inclusive diversity.”

These contracts, and the racialist ideology on which they are predicated, do nothing to serve the national interest. When Donald Trump takes office in January, he should dismantle the diversity apparatus, which threatens his agenda and the principle of equality before the law. DEI is designed to favor ideologues and consultancy grift instead of competent or public-spirited officials. The second Trump administration must put a stop to these contracts immediately, lest they become one more corrupting force in an already deeply compromised federal government.

==

These con artists have perpetrated billions of dollars of fraud on taxpayers. Especially since we now know for certain that, like homeopathy, not only doesn't it work, it makes things worse.

[kindallevolve]

Team Building Activities That Actually Work: Fun and Effective Approaches

Team building activities are powerful in fostering collaboration, trust, and camaraderie among team members. However, not all activities yield the desired outcomes. To truly enhance teamwork management, it's essential to choose activities that are both enjoyable and effective.

One effective approach is engaging in problem-solving challenges. These activities require team members to work together, think critically, and communicate effectively to solve problems. Such challenges promote collaboration, improve decision-making skills, and strengthen the team's problem-solving capabilities.

Another fun and effective approach is engaging in outdoor team-building activities. These activities, like obstacle courses or treasure hunts, encourage teamwork, communication, and trust-building in a dynamic and engaging setting. Outdoor activities also provide a refreshing change of environment and offer opportunities for team members to bond and connect on a personal level.

Is your organization 100% remote? If so, it is still important to get together in person periodically. We encourage you to implement in-person retreats or meetings where you bring your teams to a central location at least twice a year. It has a significant impact on relationship building and trust.

Ultimately, the key to successful team-building activities lies in selecting activities that align with the team's goals, promote collaboration, and create a positive and enjoyable experience. By incorporating fun and effective approaches, teamwork management can be strengthened, leading to a more cohesive and productive team.

>>Also Read: Transforming Employee Growth with Kindall Evolve: A Case Study on Successful Learning & Development Programs

[inclusiveleadersgroup22]

DEI STRATEGY WITH INCLUSIVE LEADERS GROUP

Introduction

In today’s rapidly evolving business landscape, diversity, equity, and inclusion (DEI) have become more than just buzzwords; they are essential elements of a successful organization. Companies that prioritize DEI not only foster a more equitable workplace but also reap the benefits of increased innovation, better decision-making, and enhanced employee engagement. One powerful approach to achieving meaningful DEI outcomes is to establish an Inclusive Leaders Group within your organization. In this blog, we’ll delve into the importance of DEI, the role of an Inclusive Leaders Group, and how to craft a winning DEI strategy that propels your company forward.

Why DEI Matters

Diversity, equity, and inclusion are not just moral imperatives; they are smart business strategies. Research consistently shows that diverse and inclusive organizations outperform their competitors in several ways:

Innovation: A diverse workforce brings a range of perspectives, experiences, and ideas to the table, sparking creativity and innovation.

Talent Attraction and Retention: Inclusive workplaces attract top talent and foster higher employee satisfaction, reducing turnover and recruitment costs.

Market Advantage: Companies that reflect the diversity of their customer base are better positioned to understand and meet their needs, leading to increased market share.

Legal and Reputational Risk Mitigation: Robust DEI efforts can help prevent costly legal issues and protect your brand’s reputation.

The Role of Inclusive Leaders Group

An Inclusive Leaders Group is a dedicated team of leaders within your organization who champion DEI initiatives. Their responsibilities may include:

Setting the Tone: Inclusive leaders set the tone for the entire organization by modeling inclusive behaviors and attitudes.

Policy Development: They help shape and implement DEI policies that align with the company’s goals and values.

Training and Education: Inclusive leaders ensure that employees receive DEI training and have access to educational resources.

Accountability: They hold themselves and others accountable for promoting diversity, equity, and inclusion.

Feedback Mechanism: Inclusive Leaders Groups often serve as a channel for feedback, allowing employees to voice concerns and suggestions related to DEI.

Crafting a Winning DEI Strategy

To harness the full power of an Inclusive Leaders Group, you need a well-crafted DEI strategy:

Assessment and Benchmarking: Start by assessing your current state of diversity, equity, and inclusion. Benchmark against industry standards and competitors to identify areas for improvement.

Clear Goals and Objectives: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals for your DEI efforts. These should align with your company’s overall mission and vision.

Inclusive Hiring Practices: Review and revamp your recruitment and hiring processes to ensure they are bias-free and attract diverse candidates.

Training and Education: Develop comprehensive DEI training programs for all employees, with a focus on the leadership team. Ensure that everyone understands the importance of DEI and knows how to contribute.

Transparency and Reporting: Implement regular reporting mechanisms to track progress toward your DEI goals. Share this information with employees to maintain transparency.

Accountability: Hold leaders accountable for achieving DEI objectives. Tie DEI metrics to performance evaluations and promotions.

Feedback Loop: Create a system for employees to provide anonymous feedback on DEI initiatives and the workplace climate. Use this input to refine your strategy.

Community Engagement: Encourage your Inclusive Leaders Group to engage with DEI organizations, attend conferences, and participate in relevant initiatives outside the company. This broadens perspectives and keeps your strategy current.

Continuous Improvement: DEI is an ongoing journey. Continuously assess and adjust your strategy to adapt to changing circumstances and evolving best practices.

Conclusion

A well-executed DEI strategy, supported by an Inclusive Leaders Group, can transform your organization. By prioritizing diversity, equity, and inclusion, you not only create a more equitable workplace but also unlock the potential for increased innovation, employee satisfaction, and competitive advantage. Embrace DEI as a core business strategy, and watch your company thrive in the evolving landscape of the 21st century.

[newdimenzion3]

Dimenzion3 Global Solutions Private Limited

How do you feel and what do you do when you propose an idea and someone proposes a completely different or contradictory idea to resolve the same problem?

Would you accept the idea or would you shoot it down? Would you hear the person out or would you give reasons why that idea isn't going to work and your idea is the one? Would your response changed if you were the boss?

Inclusion is all about giving a seat at the table to everyone and enabling diversity through ideation.

Thought diversity is all about recognising, welcoming and accepting a variety of thoughts and ideas from all involved irrespective of your opinions and sentiments about the topic or issue at hand.

Thought diversity goes beyond the identity based elements like gender, age, disability, sexual orientation etc and takes an extraordinary amount of courage and humility to manifest.

Visit - https://new.dimenzion3.com/

[inclusiveleadersgroup]

In today's rapidly evolving business landscape, diversity and inclusion are not just buzzwords; they are essential components of a thriving workplace. Companies are increasingly recognizing the value of diversity consulting to foster a more inclusive environment and reap the benefits of a diverse workforce. In this article, we will delve into the world of diversity consulting, exploring its significance, benefits, and how it can transform your organization.

[nationwidechildrenshospital]

“Workplace diversity produces a sense of belonging where culture, sub-cultures and people are valued. Learning what makes us different is enlightening as we connect through traditions, values, ideals, culture and more.”

Dominiece Hoelyfield, Senior Consultant, Inclusion & Culture