[Women only] How have you worked to promote diversity and inclusion in the workplace as a woman in business, and is one initiative thas has been most successful?

As a Black woman, it is incredibly important that I promote diversity and equity in business. Diversity has become an almost taboo subject and while I know that creating diverse teams is the right thing to do just because it is the right thing to do, when making business decisions, I have to create a business case. Study after study has shown that diverse teams outperform homogenous teams, so I stick to that data when I talk to leaders about casting a wider net to attract underrepresented candidates. Hiring managers tend to say they want to hire for merit and are often shocked when I agree. My question to them, however, is how do they know that they are getting the best and brightest candidate? Have they tapped into all parts of the talent pool, or are they just staying in the shallow end because it is safe and familiar? Creating exposure to those candidates has been extremely rewarding as has being able to show the increase in results that diversity brought to the teams.

Myself and the other women in our office strive to promote diversity and inclusion by pushing for an equitable and gender inclusive pay structure. We started by ensuring the company was more transparent in benchmarking salaries against external data. We also instituted a basic pay framework that outlines compensation and benefits in all job postings. Lastly, we now have a job evaluation platform to determine roles on a similar level and link it to a pay structure that's equitable and inclusive. The last initiative I mentioned has been the most successful as it's increased transparency and made our company a better place to work at!

My passion drives me to create an inclusive environment where everyone feels valued and respected. Fostering a culture of empathy and understanding is one of the most successful efforts I've executed. This not only raises awareness, but it also stimulates free dialogue, breaking down boundaries and misconceptions. In addition, I developed a mentorship program within the company, partnering experienced employees with newcomers, with a particular emphasis on women and people from varied backgrounds. This mentorship program provides a supportive network, enabling female entrepreneurs to grow and attain their full potential. Through these programs and ongoing dialogue, we are cultivating an accepting environment in which every individual, regardless of background or skills, can participate effectively. This strategy has not only improved our workplace culture, but it has also enhanced productivity and innovation, demonstrating the benefits of embracing diversity and inclusion.

As a woman in business, the best thing I can do to promote diversity and inclusion is to show up as the white woman in business that I am. In my HR leadership role, I have significant impact in the culture our employees experience and I am aware of that in every conversation I have with leadership and our employees. I create safe places by sharing not only my lived experience as a woman, mother, daughter, and spouse but also as a white women who has not experienced the same personal and professional challenges as my women of color peers. I let it be known that I am not the expert in the lived experience of others and I am here to listen, learn, honor, and support. By modeling this behavior, with out any initiative, proposal, or approval, I am able to create shifts that bring inclusion into the cultural norm, have equity engrained in policy and practices, and experience diversity that is well represented by data, but isn't fueled by it.

As a hiring manager, I only moved to a subsequent stage of interviews once I had seen a diverse group of candidates. That is to say, even if the best candidate turned out to be a white male, I had taken time to interview women and people of color, if they came through as applicants. It's worth noting that women typically wait to apply for a job until they believe they're qualified. In my experience, men have been more comfortable entering a career opportunity with only some of the desired qualifications and more confidence to learn on the job.

One program that has yielded outstanding results is what we call "reverse mentoring." In a twist to traditional mentoring, we have younger female employees taking on the role of mentors to our senior-level executives. This allows fresh perspectives on issues like gender equality, diversity, and workplace inclusion to reach the highest levels of our organization. The beauty of the "Reverse Mentoring" program is that it turns the tables, enabling younger women to educate our seasoned executives about the unique challenges they face.

When I worked in corporate, I focused on D&I in several ways, including making job descriptions and interview processes more equitable and ensuring that everyone in the organization had access to multiple ways to contribute to meetings, activities, conversations and feedback opportunities. Now in my own business, I work with women leaders with high sensory intelligence (AKA high sensitivity — ~20-30% of the global population), ADHD and other neurodiverse traits, individually and in groups. These are extremely bright, creative, intuitive, super-conscientious leaders who, because of their sensory processing sensitivity, tend to (among other traits) prioritize others over themselves and experience burnout more quickly and easily than others. Once they learn to embrace their superpowers, advocate for themselves, and start to thrive, they’re ideally positioned to create psychologically safe, inclusive workspaces in their own organizations.

The significance of initiating and/or engaging in an existing women's employee resource group, often referred to as circles, can play a vital role in fostering a supportive and inclusive work environment, not only for women but also for other underrepresented team members. These circles serve as a valuable platform where team members can connect, exchange experiences, and amplify each other's voices. They create a space for learning, growth, and mutual support. In my capacity as a leader I am also committed to serving as a mentor, as mentorship plays a pivotal role in helping individuals unlock their full potential and navigate their professional journeys. I've been fortunate to have many mentors throughout my career and I pay this forward now by actively participating in mentorship programs offered by various women in business organizations. By contributing our own experiences and providing guidance and support we can enable more women with opportunities to thrive and succeed.

One successful initiative I have implemented to promote diversity and inclusion in the workplace as a woman in business is the creation of platforms and events that allow individuals to share their stories and experiences. By providing a space for storytelling, we can build empathy, understanding, and connection among employees. For example, we organized a 'Diversity Storytelling Forum' where employees, both women and men, could voluntarily share personal stories related to diversity and inclusion. This initiative allowed individuals to understand the challenges faced by their colleagues and appreciate the value of diverse perspectives. It created a sense of belonging and acceptance, fostering a more inclusive work environment.

Our entire organization is based on uplifting and empowering women before, during and after pregnancy. With our personalized and evidence-based pregnancy experience, we strive to ensure that every single woman has the support they need to thrive before, during and after birth. Our organization inherently promotes diversity and inclusion for women, and for all people, as we work towards counteracting disparities in not just medicine, but truly all aspects of life.

Flexible Work Policies: In order to meet various needs, I've advocated flexible work policies that promote work-life balance. We've attracted and retained a more diversified talent pool by providing options such as remote work, flexible hours, and family-friendly benefits.

The best thing that an organization can do is to form and establish a Business Resource Group. This was formed because women were the minority and I saw often times that we needed safe and brave spaces where they could speak openly and without judgement of their concerns and challenges. The first year was like going fishing trying to learn and unlearn behaviors that caused them not to rise or succeed. We read, had guest speakers and talked openly about development. The end goal was to change perspective. They say the head goes where the body takes it. The battlefield for more or less comes from the mind. So as women, we first decided we want and deserve more. That means removing your worthiness ruler and letting it lean in environments that support and amplify you. Not being ok with average or mediocre. So the once a month meetings for 1 hour birthed more women who were courageous and bold. Women who helped other women claim space and used their voice as a superpower. #bettterme.

Only 23% of marketing agencies are owned by women, and in agencies where the leadership is not female, women have a tougher time getting ahead. There is great disparity in my industry right now between the number of women involved and the opportunities open to them. When I founded the company, that wasn't my concern. I was a new mom, striking out to build my business so that fit my lifestyle and my vision. I never thought twice about the obstacles, my colleague and I just did the work that needed to be done. When it came time to expand our team, we never looked at being a woman, a mother, a parental caregiver, a young graduate or student as being a hindrance. We focused only on the talent of the individual, their ability to work together as part of a team, and the willingness to succeed as the measures of potential. Today, we have a leadership team of outstanding women, all of whom are innovators and entrepreneurs in their own right who work cooperatively toward our common goals.

Diversity Training Workshops: I've conducted diversity and inclusion training workshops to educate employees about unconscious bias and inclusive behaviors. These sessions promote open discussions and contribute to a more inclusive workplace where everyone's voice is heard and respected.

DEI starts with an employer brand as the foundation. The employer brand should really be authentic and support diversity and inclusion - the rest is built on that. When recruiting new employees, the DEI employer brand helps ensure that your offer reaches a wider and more diverse range of people. You should also follow DEI guidelines when writing and designing job ads or career pages so that candidates would not disqualify your offer before declining. Different AI tools are available to help you notice these small things that you unconsciously have added to the job description or the page. Spotting whether your copy is masculine is the first step in making sure that your copy appeals to women. Openly speaking about your initiatives, sharing the results and insights, sometimes even mistakes or fails, helps draw attention to the issue and lead to a more successful DEI strategy.

As a woman leader, I knew what kind of treatment women got in workplaces. I aimed to change that. I wanted to eradicate discrimination from my workplace. It wasn't only limited to gender. My initiative to make my workplace inclusive was to advocate for changes. The practices that discriminate against workers based on their gender, race, status, and background shouldn't be there. Foremost, I found those old and irrational practices. After that, I make guidelines for my workers to shun them. I also asked my employees what norms were discriminating against them. Sometimes, so-called normal behaviors and attitudes can hurt people. The guidelines included all of those. It also comprised my employees' input.

As a woman in business, I have actively promoted diverse hiring practices to promote diversity and inclusion in the workplace. One successful initiative has been implementing blind resume screening techniques. By removing identifying information such as gender, race, or age from resumes, we ensure that candidates are evaluated solely on their qualifications and skills. This helps to mitigate unconscious biases and increases the chances of hiring a diverse workforce. For example, in our recent recruitment process, we anonymized resumes and found that we were able to attract a more diverse pool of candidates, resulting in the hiring of individuals from underrepresented backgrounds. This initiative has not only helped to foster a more inclusive work environment but has also brought in unique perspectives and talents that contribute to our overall success.

Championing Diversity: Empowering Women in the Workplace As women in business, we actively promote diversity and inclusion by implementing targeted mentorship programs. Notably, these initiatives have resulted in a 30% increase in female leadership representation within our company over the past year. For instance, our Women Leadership Development Program offers tailored coaching and skill-building workshops, empowering aspiring female professionals to thrive in traditionally male-dominated sectors. This focused approach fosters an inclusive work environment where women feel supported and empowered to excel, ultimately contributing to a more diverse and dynamic organizational culture.

ERGs (Employee Resource Groups): I've been a driving force behind the creation of Employee Resource Groups (ERGs) that provide a safe area for employees to connect, exchange stories, and support one another. These organizations not only improved morale, but also resulted in the adoption of inclusive policies and practices.

As a woman and the owner of my clinic, I've implemented a unique initiative to promote diversity and inclusion in the workplace that has proven to be highly effective: our "Reverse Mentorship" program. In this program, we pair younger or less experienced doctors from underrepresented groups with our senior doctors and those in positions of authority. The main goal is to foster open dialogue and learning from diverse perspectives. This initiative has brought about a profound transformation within our clinic. As a senior leader, it has allowed me to gain a deeper understanding of the challenges faced by underrepresented groups and tap into fresh insights and innovative ideas. It has broken down hierarchical barriers and fostered a culture of respect and collaboration. Furthermore, it has been instrumental in leadership development, offering employees from diverse backgrounds exposure and networking opportunities they might not have otherwise had.