#DEI training

[religion-is-a-mental-illness]

By: Colin Wright

Published: Nov 26, 2024

In a stunning series of events, two leading media organizations—The New York Times and Bloomberg—abruptly shelved coverage of a groundbreaking study that raises serious concerns about the psychological impacts of Diversity, Equity, and Inclusion (DEI) pedagogy. The study, conducted by the Network Contagion Research Institute (NCRI) in collaboration with Rutgers University, found that certain DEI practices could induce hostility, increase authoritarian tendencies, and foster agreement with extreme rhetoric. With billions of dollars invested annually in these initiatives, the public has a right to know if such programs—heralded as effective moral solutions to bigotry and hate—might instead be fueling the very problems they claim to solve. The decision to withhold coverage raises serious questions about transparency, editorial independence, and the growing influence of ideological biases in the media.

The NCRI study investigated the psychological effects of DEI pedagogy, specifically training programs that draw heavily from texts like Ibram X. Kendi’s How to Be an Antiracist and Robin DiAngelo’s White Fragility. The findings were unsettling, though perhaps not surprising to longstanding opponents of such programs. Through carefully controlled experiments, the researchers demonstrated that exposure to anti-oppressive (i.e., anti-racist) rhetoric—common in many DEI initiatives—consistently amplified perceptions of bias where none existed. Participants were more likely to see prejudice in neutral scenarios and to support punitive actions against imagined offenders. These effects were not marginal; hostility and punitive tendencies increased by double-digit percentages across multiple measures. Perhaps most troubling, the study revealed a chilling convergence with authoritarian attitudes, suggesting that such training is fostering not empathy, but coercion and control.

The implications of these findings cannot be downplayed. DEI programs have become a fixture in workplaces, schools, and universities across the United States, with a 2023 Pew Research Center report indicating that more than half of U.S. workers have attended some form of DEI training. Institutions collectively spend approximately $8 billion annually on these initiatives, yet the NCRI study underscores how little scrutiny they receive. While proponents of DEI argue that these programs are essential to achieving equity and dismantling systemic oppression, the NCRI’s data suggests that such efforts may actually be deepening divisions and cultivating hostility.

This context makes the suppression of the study even more alarming. The New York Times, which has cited NCRI’s work in nearly 20 previous articles, suddenly demanded that this particular research undergo peer review—a requirement that had never been imposed on the institute’s earlier findings, even on similarly sensitive topics like extremism or online hate. At Bloomberg, the story was quashed outright by an editor known for public support of DEI initiatives. The editorial decisions were ostensibly justified as routine discretion, yet they align conspicuously with the ideological leanings of those involved. Are these major outlets succumbing to pressures to protect certain narratives at the expense of truth?

For Joel Finkelstein, the NCRI researcher leading the study, the editorial reversals are as revealing as the data itself. In communications with reporters, he described the findings as “sobering with likely impact for DEI policy, as well as congressional impacts and potentially civil litigation.” Finkelstein further stated that, “This seems like an effort to suppress research that challenges prevailing narratives around DEI and worryingly, implicates standard practices for egregious harms.”

The harm in question goes far beyond the scope of individual programs. Across multiple experiments, the study documented a consistent pattern: exposure to anti-oppressive DEI rhetoric heightened participants’ tendency to attribute hostility and bias to ambiguous situations. In one experiment, participants read excerpts from Robin DiAngelo and Ibram X. Kendi, juxtaposed against a neutral control text about corn production. Afterward, they were asked to evaluate a hypothetical scenario: an applicant being rejected from an elite university. Those exposed to the DEI materials were far more likely to perceive racism in the admissions process, despite no evidence to support such a conclusion.

They were also more likely to advocate punitive measures, such as suspending the admissions officer or mandating additional DEI training.

A particularly revealing aspect of the study focused on DEI training centered on Islamophobia, using materials developed by the Institute for Social Policy and Understanding (ISPU). The findings echoed the broader concerns of the study but offered unique insights into how DEI programming shapes perceptions of bias and fairness. Participants were presented with a scenario involving two fictional individuals, Ahmed Akhtar and George Green, both convicted of identical terrorism charges. When participants were exposed to the ISPU-inspired training materials, their perception of Ahmed’s trial was significantly altered—they rated it as far less fair than George’s, despite the trials being described in identical terms.

This discrepancy highlights a core issue with DEI narratives that emphasize systemic oppression. By priming participants to see injustice against specific groups, these trainings appear to cultivate a “hostile attribution bias”—a tendency to perceive prejudice and discrimination even where none exists. While sensitivity to genuine bias is critical, the NCRI findings suggest that DEI interventions like the ISPU materials may create unwarranted distrust in institutions and undermine confidence in objective fairness.

Another alarming aspect of the NCRI study involved DEI training on caste discrimination. Participants exposed to materials from Equality Labs—a prominent provider of anti-caste training—were significantly more likely to perceive bias and endorse dehumanizing rhetoric, including adapted quotes from Adolf Hitler where the term “Jew” was replaced with “Brahmin.” The findings suggest that these programs may not only fail to address systemic injustice but actively cultivate divisive and authoritarian mindsets.

Critics of DEI have long pointed to its lack of empirical support, and the NCRI study adds weight to those concerns. Research cited in the report highlights how many DEI programs rely on untested theories or unverified self-reports, with little oversight or accountability. A 2021 meta-analysis found that some initiatives not only fail to reduce prejudice but actually exacerbate it, fueling resentment and perceptions of unfairness. The NCRI study’s findings echo these conclusions, suggesting that far from fostering inclusion, DEI programs may perpetuate a cycle of suspicion and punitive retribution.

Yet, as troubling as the study’s findings are, its suppression may be even more consequential. The decision to withhold this research from public discourse speaks to a larger issue: the growing entanglement of ideology and information. In a moment when public trust in institutions is already fragile, the media’s role as a gatekeeper of information becomes all the more worrying. When powerful outlets like The New York Times and Bloomberg withhold stories of such significance, they fracture trust with the American people.

The public deserves to know if the tools being deployed to foster “equity” and “anti-racism” are instead causing harm. The NCRI study raises urgent questions about the real social consequences of DEI programming, but it also underscores the need for transparency and accountability in how we address these issues. Suppressing this research does not further the goal of making society more inclusive and accepting—it undermines it.

As DEI programs continue to expand across schools, workplaces, and governments, the stakes could not be higher. Whether this research sparks a broader reckoning or remains buried will depend on whether institutions—and the media that hold them accountable—are willing to confront uncomfortable truths.

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https://networkcontagion.us/wp-content/uploads/Instructing-Animosity_11.13.24.pdf

Instructing Animosity: How DEI Pedagogy Produces the Hostile Attribution Bias

DEI programs purport to cultivate inclusive environments for people from diverse backgrounds and encourage greater empathy in interpersonal interactions. A key component of DEI offerings lies in diversity pedagogy: Lectures, trainings and educational resources ostensibly designed to educate participants about their prejudice and bias in order to eliminate discrimination (Iyer, 2022). As institutions across corporate and educational sectors increasingly embed Diversity, Equity, and Inclusion (DEI) into their foundational strategies, it is crucial to evaluate the effectiveness of common aspects of this pedagogy.

A 2023 study by the Pew Research Center found that 52% of American workers have DEI meetings or training events at work, and according to Iris Bohnet, a professor of public policy at Harvard Kennedy School, $8 billion is spent annually on such programs. Despite widespread investment in and adoption of diversity pedagogy through lectures, educational resources, and training, assessments of efficacy have produced mixed results.

A meta-analysis by Paluck et al. (2021) found that too few studies in the field have investigated real-world impact on “light-touch” interventions or seminars and training programs. Taken together, the limited evidence suggests that some DEI programs not only fail to achieve their goals but can actively undermine diversity efforts. Specifically, mandatory trainings that focus on particular target groups can foster discomfort and perceptions of unfairness (Burnett and Aguinis, 2024). DEI initiatives seen as affirmative action rather than business strategy can provoke backlash, increasing rather than reducing racial resentment (Kidder et al., 2004; Legault et al. (2001). And diversity initiatives aimed at managing bias can fail, sometimes resulting in decreased representation and triggering negativity among employees (Leslie, 2019; Kalev, Dobbin, & Kelly, 2006). In other words, some DEI programs appear to backfire.

==

DEI is cancer.

Now we have the proof.

[ramsesja]

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[inclusiveleadersgroup]

Diversity, Equity, and Inclusion Healthcare, or DEI Healthcare, is a core tenet that promotes ensuring that everyone has equitable access to healthcare services, regardless of their gender, race, ethnicity, socioeconomic status, or any other characteristics that may potentially marginalize certain groups. Addressing gaps in healthcare outcomes and ensuring that each person receives fair and suitable care are the key goals of DEI Healthcare Dedicated.

[eidesignlearning]

Revolutionizing DEI Training: Harnessing Immersive Learning for Lasting Impact

Combining DEI (Diversity, Equity, and Inclusion) training with immersive learning can create realistic scenarios to help challenge learners’ perspectives and biases, enabling them to experience the impact of DEI firsthand.

Limitations of Traditional DEI Training Methods

Traditional DEI training methods, often reliant on lectures and workshops, struggle to drive lasting behavioral change, especially in skill-based organizations aiming to build a future-ready workforce. These methods, lacking interactivity and practical application, fail to engage multi-generational learners effectively. A Deloitte study found that only 32% of employees feel DEI training positively impacts their workplace behavior.

Without fostering emotional connections or addressing deep-seated biases, traditional approaches fall short in promoting real-world inclusive practices. Additionally, the one-size-fits-all model overlooks the diverse needs and experiences of multi-generational workforce, reducing overall effectiveness. Modern L&D programs must embrace personalized learning, offering interactive and tailored training to meet the evolving demands of a diverse, skill-based workforce.

Why Immersive DEI Training Outperforms Traditional Methods in Skill-Based Organizations

Enhanced Engagement and Retention:Immersive DEI training leverages interactive elements such as simulations, role-playing, and virtual reality, which significantly boost learner engagement. This active participation helps retain information better than passive lecture-based methods, leading to a deeper understanding and commitment to inclusive practices.

Real-World Application:Immersive training provides practical scenarios that mirror real workplace situations. This hands-on approach helps employees apply DEI principles in their daily interactions, fostering a more inclusive workplace. Skill-based organizations benefit as employees can immediately implement what they’ve learned, enhancing overall workplace culture.

Personalized Learning Experiences:Unlike traditional one-size-fits-all methods, immersive DEI training can be tailored to address the specific needs of diverse learner groups, including multi-generational employees. Personalized learning paths ensure that each individual receives relevant and impactful training, increasing the effectiveness of the program.

Higher ROI:Immersive training methods often lead to more significant behavioral changes and better performance outcomes. As employees become more adept at inclusive practices, organizations see improvements in team collaboration, employee satisfaction, and retention. These positive outcomes translate into a higher return on investment (ROI) for DEI training programs.

Right-Skilling for the Future Workforce:Immersive DEI training equips employees with the necessary skills to thrive in a diverse and dynamic work environment. By focusing on right-skilling, organizations ensure their workforce is prepared for future challenges, promoting adaptability and resilience. This strategic approach to training supports long-term organizational growth and competitiveness.

Potential Benefits of Immersive DEI Training Programs

Immersive DEI training programs can help unlock the full potential of an organization’s workforce while transforming its inclusivity and performance.

Supporting DEI Behavior Change

Immersive DEI training drives lasting behavior change by offering realistic, scenario-based experiences. This helps skill-based organizations ensure employees practice and internalize inclusive behaviors, benefiting a multigenerational workforce by addressing diverse learning styles.

Active Learning and Participant Engagement

Immersive training uses interactive elements like simulations and role-playing to engage participants actively. This method keeps learners involved and facilitates deeper understanding, essential for skill-based organizations and diverse generational teams.

Scalable Coaching Opportunities

Digital platforms enable scalable coaching, reaching more employees without compromising quality. This benefits global skill-based organizations and allows targeted coaching for different generational cohorts within the workforce.

Enhanced Retention and Recall of Training Content

Immersive techniques, such as virtual reality, enhance retention and recall by engaging multiple senses. This is crucial for skill-based organizations where knowledge retention impacts performance and helps bridge generational learning preferences.

Personalized Learning Paths for Individual Needs

Immersive DEI training offers tailored learning paths, addressing varying levels of prior knowledge and experience. This customization ensures each member of a multigenerational workforce receives relevant and impactful education.

Immediate Feedback and Real-Time Adjustments

Immersive training provides immediate feedback and real-time adjustments, helping learners correct mistakes and reinforce positive behaviors quickly. This ensures employees can adapt their behaviors to align with DEI principles effectively.

Increased Motivation and Learner Satisfaction

The interactive nature of immersive DEI training boosts motivation and learner satisfaction. Participants feel more invested in their learning, which helps engage all generations within the workforce.

Facilitation of Emotional and Cognitive Connections to DEI Principles

Immersive methods create strong emotional and cognitive connections to DEI principles through realistic scenarios. This approach ensures employees are both intellectually and emotionally committed to inclusive practices, fostering a truly inclusive workplace.

DEI Issues That Can be Addressed Through Immersive Learning

While there are several possibilities, the common issues can be addressed include:

Unconscious bias:Simulates real-world scenarios to help learners recognize and challenge their biases in a safe environment, address unconscious bias, promote awareness, and foster inclusive behaviors.

Microaggressions:Presents learners with realistic scenarios to experience and recognize subtle forms of discrimination or marginalization and make efforts to prevent them in their professional and personal interactions.

Empathy development:Immerses learners in scenarios that allow them to experience diverse perspectives and challenges firsthand to encourage learners to empathize more authentically and compassionately.

Cultural competence:Creates opportunities for learners to engage directly with diverse cultural contexts and challenges, develop cultural competence, deepen the understanding of different cultural norms and practices, and collaborate more effectively in multicultural environments.

Inclusive leadership:Provides leaders with simulations of real-world DEI challenges to hone their skills in prioritizing fairness and equity, effectively managing diverse teams and creating an inclusive workplace culture.

Inequality awareness:Vividly illustrates systemic barriers and disparities faced by marginalized groups, to help learners understand and confront the root causes of inequality.

Communication barriers:Provides learners with scenarios that simulate diverse communication styles, language barriers, and cultural differences, to help overcome communication barriers.

Immersive Learning Options that Can Blur the Lines Between Reality and Learning Environments

VR/AR/XR Technologies

Virtual, Augmented, and Extended Reality (VR/AR/XR) technologies create lifelike environments where learners can experience and practice DEI principles firsthand. These immersive experiences help employees in skill-based next-gen organizations engage deeply with the content, making abstract DEI concepts tangible and applicable in real-world settings.

Simulation Training

Simulation training provides realistic scenarios that mirror workplace challenges, allowing employees to practice DEI skills in a safe, controlled environment. This method enhances problem-solving abilities and prepares employees for actual situations, making it ideal for skill-based organizations focused on practical application.

AI-Powered Role-Play Learning

AI-powered role-play learning offers dynamic, interactive sessions where learners engage with virtual characters. This technology adapts responses based on the learner’s actions, providing personalized feedback and reinforcing DEI principles. It’s particularly effective for next-gen organizations seeking to tailor training to individual learning needs.

Experiential Learning

Experiential learning immerses employees in activities that require them to apply DEI concepts directly. This hands-on approach fosters a deeper understanding and retention of DEI principles, which is crucial for skill-based organizations aiming to instill lasting behavioral changes.

Scenario-Based Learning

Scenario-based learning presents learners with specific, relevant situations they might encounter in the workplace. This method encourages critical thinking and decision-making, helping employees practice inclusive behaviors and better prepare for real-life challenges in skill-based environments.

Interactive Storytelling

Interactive storytelling uses engaging narratives to teach DEI principles, allowing learners to explore different perspectives and outcomes based on their choices. This approach makes learning memorable and relatable, enhancing emotional connections to DEI concepts and supporting the development of a more inclusive workplace in next-gen organizations.

Transformative Use Cases of Immersive Learning in DEI Training Programs Safe and Controlled Learning Spaces: Immersive DEI training creates environments where learners can safely develop empathy and effective communication skills. This is essential for skill-based organizations where practical, hands-on learning is critical.

VR for First-Hand Experiences: Using VR, learners gain a sense of presence and immersion in diverse perspectives and challenges. This technology helps employees in skill-based roles interact with virtual situations, deepening their understanding of DEI principles and promoting inclusive behaviors.

Real-World Role-Plays: Role-playing scenarios simulate workplace interactions and diversity challenges. These exercises enable employees to navigate diversity and inclusion more effectively in their professional roles, crucial for skill-based organizations that value practical application.

Simulations and Scenarios for Practice and Reflection: Immersive DEI training employs simulations and realistic scenarios, allowing learners to apply theoretical knowledge to real-world situations. This enhances problem-solving skills and encourages critical reflection on diversity-related challenges.

Personalized Learning and Tailored Content: Customizable training modules address specific diversity and inclusion issues relevant to the organization. This personalized approach helps skill-based organizations develop strategies and skills that foster a more inclusive workplace culture.

Here I share a few powerful case studies:

Case Study 1: AI-Based Branching Roleplay

To raise awareness about addressing sexism and sexual harassment, we designed branching scenarios with AI avatars. The scenarios revolve around addressing inappropriate remarks made by different characters with a list of responses to choose from. By way of feedback, the learning content is disseminated.

Case Study 2: Adaptive Learning Pathways

To help employees of a global organization build cultural intelligence skills for effective communication and collaboration, we developed an adaptive learning platform where learners input the name of the individual they wish to interact with. Based on the individual’s personality profile and culture, the platform offers personalized resources and learning pathways, enabling quick access to important learning content.

Effectiveness of Immersive DEI Training: Top 5 Essential Considerations

Immersive DEI training programs are pivotal in skill-based organizations, ensuring customized, psychologically safe, authentic, practically applicable, and measurable learning experiences.

Customizing approaches for an organization’s unique workplace realities: Tailoring immersive DEI training to address specific challenges and dynamics within skill-based organizations ensures relevance and applicability, enhancing engagement and learning outcomes.

Factoring for psychological safety in learning environments: Creating a safe and supportive atmosphere where employees feel comfortable exploring sensitive DEI topics fosters open dialogue and genuine learning experiences, crucial for a future-ready workforce.

Authenticity and realistic experiences: Incorporating real-world scenarios and diverse perspectives in immersive training builds empathy and prepares employees to navigate complex DEI issues authentically, aligning with the practical needs of next-gen organizations.

Importance of experience and application in learning: Emphasizing hands-on practice and application of DEI principles allows employees to develop practical skills that can be immediately applied in their roles, enhancing ROI and fostering a culture of inclusion.

Measuring the impact and effectiveness of the programs: Implementing robust evaluation metrics to assess behavioral changes and performance improvements resulting from immersive DEI training ensures ongoing optimization and alignment with organizational goals in skill-based environments.

Conclusion

In the evolving work landscape, prioritizing DEI is critical. Traditional methods often fall short in fostering lasting change and building inclusive cultures. Immersive DEI training, utilizing VR, AR, and simulations, offers a transformative approach. It creates environments where employees in skill-based organizations can safely explore sensitive topics, develop empathy, and practice inclusive behaviors. Evaluating these programs provides valuable insights into ROI and tangible impacts, essential for cultivating a future-ready workforce and fostering a truly inclusive workplace culture.

[talos-foundation]

Workplace Inclusion Through Diversity Training in Hong Kong

Workplace inclusion with diversity training helps organizations build a more inclusive workplace by providing practical and interactive experiential learning. Our DEI training programs foster an inclusive workplace culture, ensuring that every employee feels valued and respected. To get more information, visit us!

[hempclothing1]

Transform Your Organization with DEI Training and Workshops

Are you looking to propel your organization towards success by embracing diversity, equity, and inclusion (DEI)? Our DEI Training and Workshops offer comprehensive strategies to transform your organization into an inclusive powerhouse.

Why DEI Matters:

In today's rapidly evolving business landscape, success hinges on more than just financial metrics. True success is achieved when every member of your organization thrives. DEI strategies are the key to cultivating an innovative, future-ready culture where diversity is celebrated at every level, from recruitment to advancement.

Our program takes a holistic approach, integrating DEI principles into every facet of your organization. We prioritize your organizational vision and individual personalities, using an inclusion framework to guide our transformational journey. From leadership and recruitment to change management and merger integration, we help embed DEI into your business functions and priorities.

Benefits of Diversity & Inclusion:

Reach a broader talent pool, tapping into diverse perspectives and experiences.

Foster a sense of belonging among your teams, leading to increased engagement and productivity.

Drive innovation and creativity by embracing diverse viewpoints and ideas.

Combat workplace burnout by promoting equity and inclusion.

Gain a competitive advantage by building a diverse and inclusive brand.

Join the Inclusion Club:

At the Lakshmi Sreenivasan, we're on a mission to bring individuals on the margins of society to the center. Our inclusion training equips organizations to create safe, welcoming environments where everyone feels valued and empowered to contribute.

Our Training Approach:

Our training programs cover a range of topics, including cultural awareness, bias recognition, and inclusive leadership. We tailor our approach to meet your organization's specific needs and goals, addressing areas for improvement and fostering a culture of inclusion.

Ready to embark on your DEI journey? Connect with us today to learn more about our DEI programs and workshops. Together, we'll build a more inclusive future for your organization and society as a whole.

[islamic-networks]

Fostering Inclusivity in Healthcare with DEI Training

The ever-evolving landscape of healthcare demands profound dedication to creating an inclusive environment for both patients and professionals. Diversity, Equity, and Inclusion (DEI) training stands as a beacon in this quest. Diversity training for healthcare professionals by the Islamic Networks Group guides healthcare organizations toward more compassionate, comprehensive, and culturally competent care. DEI training in healthcare aids in understanding, embracing, and valuing the vast array of differences among healthcare experts and patients. Explore more about DEI training in healthcare from the ING.

[sarag1123]

Discover why DEI training is crucial for fostering an inclusive workplace

Elevate your workplace with DEI Training from CT3. Foster inclusion, reduce bias, attract top talent, and enhance your business. Prioritise diversity and inclusion for a more successful, equitable future. Visit here now https://www.ct3training.com/

[thearbourist]

Critical Race Theory In Canada - Foisted On Ontario Doctors.

This is how deep the bullshit is being worked into society. Become aware and combat CRT however you can. Need some strategies listen and consider these four options: Forthright resistance, Grey Rock, Spying/Espionage/Whistle blowing, and of course Trolling.

[americandiversityinitiative]

Find the Best DEI Online Training - American Diversity Initiative

Discover a transformative journey with our DEI Online Training by the American Diversity Initiative. Elevate your understanding of Diversity, Equity, and Inclusion through engaging modules crafted to foster inclusive environments. Embrace a holistic approach that empowers individuals and organizations to thrive in diverse landscapes. Uncover practical strategies, foster cultural competence, and champion inclusivity in every aspect of your professional and personal life. Join us in cultivating a future where diversity is celebrated, equity is prioritized, and inclusion is the cornerstone of success. Ignite change, foster unity, and propel your DEI journey forward!

[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.

[religion-is-a-mental-illness]

By: Anne D’Innocenzio

Published: Nov 26, 2025

NEW YORK (AP) — Walmart, the world’s largest retailer, is rolling back its diversity, equity and inclusion policies, joining a growing list of major corporations that have done the same after coming under attack by conservative activists.

The changes, confirmed by Walmart on Monday, are sweeping and include everything from not renewing a five-year commitment for an equity racial center set up in 2020 after the police killing of George Floyd, to pulling out of a prominent gay rights index. And when it comes to race or gender, Walmart won’t be giving priority treatment to suppliers.

Walmart’s moves underscore the increasing pressure faced by corporate America as it continues to navigate the fallout from the U.S. Supreme Court’s ruling in June 2023 ending affirmative action in college admissions. Emboldened by that decision, conservative groups have filed lawsuits making similar arguments about corporations, targeting workplace initiatives such as diversity programs and hiring practices that prioritize historically marginalized groups.

Separately, conservative political commentator and activist Robby Starbuck has been going after corporate DEI policies, calling out individual companies on the social media platform X. Several of those companies have subsequently announced that they are pulling back their initiatives, including Ford, Harley-Davidson, Lowe’s and Tractor Supply.

But Walmart, which employs 1.6 million workers in the U.S., is the largest one to do so.

“This is the biggest win yet for our movement to end wokeness in corporate America,” Starbuck wrote on X, adding that he had been in conversation with Walmart.

Walmart confirmed to The Associated Press that it will better monitor its third-party marketplace items to make sure they don’t feature sexual and transgender products aimed at minors. That would include chest binders intended for youth who are going through a gender change, the company said.

The Bentonville, Arkansas-based retailer will also be reviewing grants to Pride events to make sure it is not financially supporting sexualized content that may be unsuitable for kids. For example, the company wants to makes sure a family pavilion is not next to a drag show at a Pride event, the company said.

Additionally, Walmart will no longer consider race and gender as a litmus test to improve diversity when it offers supplier contracts. The company said it didn’t have quotas and will not do so going forward. It won’t be gathering demographic data when determining financing eligibility for those grants.

Walmart also said it wouldn’t renew a racial equity center that was established through a five-year, $100 million philanthropic commitment from the company with a mandate to, according to its website, “address the root causes of gaps in outcomes experienced by Black and African American people in education, health, finance and criminal justice systems.”

And it would stop participating in the Human Rights Campaign’s annual benchmark index that measures workplace inclusion for LGBTQ+ employees.

“We’ve been on a journey and know we aren’t perfect, but every decision comes from a place of wanting to foster a sense of belonging, to open doors to opportunities for all our associates, customers and suppliers and to be a Walmart for everyone,” the company said in a statement.

The changes come soon after an election win by former President Donald Trump, who has criticized DEI initiatives and surrounded himself with conservatives who hold similar views, including his former adviser Stephen Miller, who leads a group called America First Legal that has challenged corporate DEI policies. Trump named Miller to be the deputy chief of policy in his new administration.

A Walmart spokesperson said some of its policy changes have been in progress for a while. For example, it has been moving away from using the word DEI in job titles and communications and started to use the word “belonging.” It also started making changes to its supplier program in the aftermath of the Supreme Court affirmative action ruling.

Some have been urging companies to stick with their DEI policies. Last month, a group of Democrats in Congress appealed to the leaders of the Fortune 1000, saying that DEI efforts give everyone a fair chance at achieving the American dream.

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==

Excellent news. As the big ones go, so too will the smaller ones.

It's so weird that "don't discriminate based on skin color," "don't discriminate based on sex," and "don't give kids porn" are being called "conservative" values. Five minutes ago, these were obvious and uncontroversial liberal values.

What this is, is secularism. That your beliefs are for you and not me. You don't get to impose your beliefs onto others. If you subscribe to the beliefs of the woke cult, that's fine and your business. But you don't get to force others to believe them, pretend to believe them, or make them comply with them. Any more than a Xian can force others to pray, or a Muslim can demand ham and bacon be removed from the company cafeteria.

Which means that within the context of a company, the company itself has and pushes no particular beliefs. Because it leaves people the hell alone.

[ramsesja]

When I compare the last two administrations, one has significantly more indictments and criminal activity associated with it. ¯\_(ツ)_/¯ Go ahead and tell me how it’s all a conspiracy 🙃

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[inclusiveleadersgroup]

i. Cultivating a Positive Work Environment

DEI Training fosters a welcoming workplace where staff members feel valued and accepted, which raises job satisfaction and lowers turnover rates.

ii. Boosting Creativity and Innovation

DEI Training stimulates creativity and innovation within teams by promoting a variety of viewpoints. Different angles of view provide more thorough problem-solving and superior decision-making.

iii. Strengthening Employee Engagement

Employee engagement and commitment to their tasks are more likely when they feel included and respected. Higher performance and productivity are the results of DEI Training’s aid in developing a sense of purpose.

[thresholdbb]

Ok I got an interview at a place that mixes custom pet food

[talos-foundation]

Unlocking Diversity: TALOS Foundation's Inclusion Training in Hong Kong

Transform your workplace culture with TALOS Foundation's tailored Diversity, Equity, and Inclusion (DEI) training in Hong Kong. Elevate your team's awareness and embrace diversity with our expert-led sessions. Drive innovation and productivity with inclusive practices. Explore our comprehensive programs now, visit us at https://bit.ly/4adAQpq