{"id":4124,"date":"2021-07-08T17:40:41","date_gmt":"2021-07-08T21:40:41","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=4124"},"modified":"2023-12-12T15:00:33","modified_gmt":"2023-12-12T20:00:33","slug":"spearheading-global-diversity-and-inclusion","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/spearheading-global-diversity-and-inclusion\/","title":{"rendered":"Spearheading Global Diversity and Inclusion"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"There is no doubt that conversations around diversity, equity, and inclusion (DEI) have gained huge momentum in the United States after George Floyd\u2019s murder in Spring 2020 and in light of so many similar stories of racial violence and systemic injustice making headlines across the country. As such, the DEI industry in America has quickly exploded, and many organizations -- eager to attract job candidates, improve brand perception, and strengthen workplace culture -- are now understanding DEI as a business imperative for the first time ever.\u00a0 A DEI Resurgence in the American Workplace Conscientious companies in the U.S. and abroad are learning as much as they can about the business case for diversity and inclusion and integrating full DEI programs as a way to meet market demands, stimulate innovation, and strengthen their bottom lines. As studies show, committing to diversity is a critical part of recruiting and retaining today\u2019s top talent to avoid becoming obsolete or irrelevant in the modern market.\u00a0 In fact, in its report on Workplace Trends 2021, Glassdoor asserts that \u201cemployees expect progress, not just pledges, on corporate DEI\u201d and that the recruitment and hiring of DEI specialists is likely to spike in the coming year as companies seek to modernize their cultures and attract new employees. Today\u2019s job seekers simply will not work for companies that don\u2019t appreciate and mandate diversity and inclusion. In response, many global organizations are investing in sustainable DEI initiatives that will activate the value of diverse teams and lead to a more inclusive workplace culture.\u00a0 Continuing the Conversation Abroad As the world becomes increasingly interconnected, American discussions about the value of diversity at work have the power to heavily influence similar conversations abroad, especially within international offices, multinational organizations, and American companies who rely on global supply networks. In the same way, foreign-owned companies, which account for 5.5% of all U.S. private sector employment, can use their influence to push for stronger DEI initiatives in American businesses. In some ways, the U.S. is seen as a global leader in DEI discussions, as it works to align democratic values with an increasingly diverse population. In other ways, we fall behind, especially when compared to those nations with leading practices to manage diversity at work, like the Nordics. Our neighbors in Canada also offer a strong example for how to drive change, both as one the most diverse countries in the world and considering their renewed focus on inclusion as a government imperative in 2021.\u00a0 European DEI Sentiments To oversimplify, just for a moment, the state of DEI in most of Europe is similar to that of the United States. Many European nations have expanded their definition of workplace diversity beyond race, ethnicity, and gender identity to include sexual orientation, disability, religion, generation, personality, thinking style, and acquired experiences. However, racial and ethnic minorities, in particular, continue to suffer socially and economically throughout most of the continent.\u00a0 At the 2019 \u201cState of Diversity and Inclusion in Europe\u201d hearing, Representative Gwen Moore cited the \u201cnumerous reports from Europe of hate crimes and acts of extremism, racial profiling in cities and at borders, and discrimination at work and in the schools.\u201d Government committees are trying to move the needle, but discrimination and harrassment remain widespread, with far-right movements gaining strength across the continent. DEI conversations are happening, but little change has occurred so far. DEI in the Asia-Pacific Conversations around DEI are similarly booming in the Asia-Pacific. For example, LinkedIn reports that senior leaders\u2019 diversity posts in China have increased 122%, while posts from senior leaders in the Philippines are up 76%. Not only is the mention of DEI increasing, but so is the active engagement with such posts. LinkedIn data shows that posts on diversity garner, on average, 125% more engagement than the average company post, with Australian members particularly responsive to content about diversity. In fact, Australians boast an engagement rate of 208%. Across the region, posts about women, teams, unconscious bias, and equality share the spotlight, with posts about International Women\u2019s Day taking center stage. Global Discrimination It makes sense that many of these countries would share America\u2019s interest in diversity and inclusion, as they are mostly democratic in governance (China being the notable exception) but what about the parts of the world who do not share those democratic values? The hard fact is that many countries lag significantly behind in how they value individual identity. Racism and ethnocentrism are pervasive across the globe, and many countries still criminalize people in the LQBTQIA+ community.\u00a0 Globally in fact, we can point to 13 countries that specifically criminalize transgender people and 72 jurisdictions that criminalize private, consensual, same-sex sexual activity. To make matters worse, even in countries were being transgender or identifying as LGBTQIA+ is not criminalized, it is still actively discouraged, and those identities are actively discriminated against. Additionally, when we look at countries that do criminalize LGBTQIA+ identities, we see 11 jurisdictions in which the death penalty is imposed or at least a possibility for private, consensual, same-sex sexual activity. Implementing International DEI Initiatives In light of these global perspectives, how can multinational and global organizations move forward with their DEI initiatives while remaining mindful of international employees whose belief systems often differ from their own? The first step in implementing an international DEI initiative is to understand your organization\u2019s cultural competence. There are many online assessments in the market today, including the IDI Culture Meter. Alternatively, you may also consider hiring objective, external consultants to conduct listening sessions and assess cultural competence more qualitatively.\u00a0 Whichever direction you choose, it\u2019s important to recognize that cultural competence can be improved. As explained by CultureSync, \u201cMuch like other skills (math and language) the capacity for interculturally competent behavior is developmental and can be strengthened through learning, reflection, and practice.\u201d Thus, it is important first to understand an individual\u2019s or group\u2019s overall cultural competence and also to understand why their beliefs are what they are. Invest in Education to Improve Your Cultural Competence Once you have assessed your company\u2019s current cultural competence and identified potential gaps, it\u2019s time to invest in ample education. The truth is that many people, regardless of their nationality, may be ignorant about different cultures, religions, ethnicities, or identity descriptors such as cisgender versus transgender. Meet people where they are in their DEI journey, and educate from there. As our Head of Consulting, Florence Holland, often says: \u201cit\u2019s important to emphasize that we\\'re not asking people to change their personal beliefs but to use inclusive behavior and actions in the workplace.\u201d The drive to create a more diverse, equitable, and inclusive world is certainly not unique to the United States; it\u2019s an urgent human need all over the world. Hence, a global lens to these conversations is crucial for any modern business that strives to remain relevant, agile, and competitive -- especially those that operate in multiple countries or that draw on global supply networks.\u00a0 When you\u2019re ready to move the needle in your organization, The Diversity Movement is here to help. For more information regarding our consulting and assessment services, contact us here.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">There is no doubt that conversations around diversity, equity, and inclusion (DEI) have gained huge momentum in the United States after George Floyd\u2019s murder in Spring 2020 and in light of so many <\/span><a href=\"https:\/\/www.bbc.com\/news\/world-us-canada-52905408\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">similar stories of racial violence and systemic injustice<\/span><\/a><span style=\"font-weight: 400;\"> making headlines across the country. As such, the DEI industry in America has quickly exploded, and many organizations &#8212; eager to attract job candidates, improve brand perception, and strengthen workplace culture &#8212; are now understanding DEI as a business imperative for the first time ever.\u00a0<\/span><\/p>\n<h3>A DEI Resurgence in the American Workplace<\/h3>\n<p><span style=\"font-weight: 400;\">Conscientious companies in the U.S. and abroad are learning as much as they can about <\/span><a href=\"https:\/\/thediversitymovement.com\/the-roi-of-di-with-donald-thompson\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">the business case for diversity and inclusion <\/span><\/a><span style=\"font-weight: 400;\">and integrating full DEI programs as a way to meet market demands, stimulate innovation, and strengthen their bottom lines. As studies show, <\/span><a href=\"https:\/\/www.prnewswire.com\/news-releases\/70-of-job-seekers-value-a-companys-commitment-to-diversity-when-evaluating-potential-employers-301079330.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">committing to diversity is a critical part of recruiting and retaining today\u2019s top talent<\/span><\/a><span style=\"font-weight: 400;\"> to avoid becoming obsolete or irrelevant in the modern market.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In fact, in its report on <\/span><i><span style=\"font-weight: 400;\">Workplace Trends 2021<\/span><\/i><span style=\"font-weight: 400;\">, Glassdoor asserts that \u201c<\/span><a href=\"https:\/\/www.glassdoor.com\/research\/app\/uploads\/sites\/2\/2020\/11\/Workplace_Trends_2021_Glassdoor_Final.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">employees expect progress, not just pledges, on corporate DEI<\/span><\/a><span style=\"font-weight: 400;\">\u201d and that the recruitment and hiring of DEI specialists is likely to spike in the coming year as companies seek to modernize their cultures and attract new employees. Today\u2019s job seekers simply will not work for companies that don\u2019t appreciate and <\/span><i><span style=\"font-weight: 400;\">mandate<\/span><\/i><span style=\"font-weight: 400;\"> diversity and inclusion. In response, many global organizations are investing in sustainable DEI initiatives that will activate the value of diverse teams and lead to a more inclusive workplace culture.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8874 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png\" alt=\"TDM Library. Your one-stop-shop for update DEI Resources. Explore with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/NEW-TDM-Library-Display-Ad_Large-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<h3>Continuing the Conversation Abroad<\/h3>\n<p><span style=\"font-weight: 400;\">As the world becomes increasingly interconnected, American discussions about the value of diversity at work have the power to heavily influence similar conversations abroad, especially within international offices, multinational organizations, and <\/span><a href=\"https:\/\/s3.amazonaws.com\/brt.org\/archive\/BRT-SlaughterPaper-singles-Dec21.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">American companies who rely on global supply networks<\/span><\/a><span style=\"font-weight: 400;\">. In the same way, foreign-owned companies, which account for <\/span><a href=\"https:\/\/www.pewresearch.org\/fact-tank\/2017\/12\/14\/number-of-u-s-workers-employed-by-foreign-owned-companies-is-on-the-rise\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">5.5% of all U.S. private sector employment<\/span><\/a><span style=\"font-weight: 400;\">, can use their influence to push for stronger DEI initiatives in American businesses.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In some ways, the U.S. is seen as a global leader in DEI discussions, as it works to align democratic values with an increasingly diverse population. In other ways, we fall behind, especially when compared to those <\/span><a href=\"https:\/\/www.emerald.com\/insight\/content\/doi\/10.1108\/S2051-233320160000003011\/full\/html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">nations with leading practices to manage diversity at work<\/span><\/a><span style=\"font-weight: 400;\">, like the Nordics. Our neighbors in Canada also offer a strong example for how to drive change, both as one the most diverse countries in the world and considering their renewed focus on <\/span><a href=\"https:\/\/www.canada.ca\/en\/treasury-board-secretariat\/news\/2021\/01\/government-announces-priorities-for-action-to-increase-diversity-and-inclusion-in-the-public-service.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">inclusion as a government imperative in 2021<\/span><\/a><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3>European DEI Sentiments<\/h3>\n<p><span style=\"font-weight: 400;\">To oversimplify, just for a moment, the state of DEI in most of Europe is similar to that of the United States. Many European nations have expanded their definition of workplace diversity beyond race, ethnicity, and gender identity to include sexual orientation, disability, religion, generation, personality, thinking style, and acquired experiences. However, racial and ethnic minorities, in particular, continue to suffer socially and economically throughout most of the continent.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the 2019 \u201cState of Diversity and Inclusion in Europe\u201d hearing, Representative Gwen Moore cited the \u201c<\/span><a href=\"https:\/\/www.csce.gov\/international-impact\/events\/state-diversity-and-inclusion-europe\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">numerous reports from Europe of hate crimes and acts of extremism, racial profiling in cities and at borders, and discrimination at work and in the schools<\/span><\/a><span style=\"font-weight: 400;\">.\u201d Government committees are trying to move the needle, but discrimination and harrassment remain widespread, with <\/span><a href=\"https:\/\/www.aljazeera.com\/features\/2021\/2\/3\/far-right-europe-pandemic\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">far-right movements gaining strength across the continent<\/span><\/a><span style=\"font-weight: 400;\">. DEI conversations are happening, but little change has occurred so far.<\/span><\/p>\n<h3>DEI in the Asia-Pacific<\/h3>\n<p><span style=\"font-weight: 400;\">Conversations around DEI are similarly booming in the Asia-Pacific. For example, LinkedIn reports that <\/span><a href=\"https:\/\/www.peoplematters.in\/site\/interstitial?return_to=%2Farticle%2Fdiversity%2Fdiversity-conversations-are-growing-in-asia-pacific-linkedin-27049\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">senior leaders\u2019 diversity posts in China have increased 122%<\/span><\/a><span style=\"font-weight: 400;\">, while posts from senior leaders in the Philippines are up 76%. Not only is the mention of DEI increasing, but so is the active engagement with such posts. LinkedIn data shows that posts on diversity garner, on average, 125% more engagement than the average company post, with Australian members particularly responsive to content about diversity. In fact, Australians boast an engagement rate of 208%. Across the region, posts about women, teams, unconscious bias, and equality share the spotlight, with posts about International Women\u2019s Day taking center stage.<\/span><\/p>\n<h3>Global Discrimination<\/h3>\n<p><span style=\"font-weight: 400;\">It makes sense that many of these countries would share America\u2019s interest in diversity and inclusion, as they are mostly democratic in governance (China being the notable exception) but what about the parts of the world who do not share those democratic values? The hard fact is that many countries lag significantly behind in how they value individual identity. Racism and ethnocentrism are pervasive across the globe, and many countries still criminalize people in the LQBTQIA+ community.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Globally in fact, we can point to <\/span><a href=\"https:\/\/www.forbes.com\/sites\/jamiewareham\/2020\/09\/30\/this-is-where-its-illegal-to-be-transgender-in-2020\/?sh=793846395748\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">13 countries<\/span><\/a><span style=\"font-weight: 400;\"> that specifically criminalize transgender people and <\/span><a href=\"https:\/\/www.humandignitytrust.org\/lgbt-the-law\/map-of-criminalisation\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">72 jurisdictions<\/span><\/a><span style=\"font-weight: 400;\"> that criminalize private, consensual, same-sex sexual activity. To make matters worse, even in countries were being transgender or identifying as LGBTQIA+ is <\/span><i><span style=\"font-weight: 400;\">not <\/span><\/i><span style=\"font-weight: 400;\">criminalized, it is still actively discouraged, and those identities are actively discriminated against. Additionally, when we look at countries that <\/span><i><span style=\"font-weight: 400;\">do<\/span><\/i><span style=\"font-weight: 400;\"> criminalize LGBTQIA+ identities, we see 11 jurisdictions in which the death penalty is imposed or at least a possibility for private, consensual, same-sex sexual activity.<\/span><\/p>\n<h3>Implementing International DEI Initiatives<\/h3>\n<p><span style=\"font-weight: 400;\">In light of these global perspectives, how can multinational and global organizations move forward with their DEI initiatives while remaining mindful of international employees whose belief systems often differ from their own?<\/span> <span style=\"font-weight: 400;\">The first step in implementing an international DEI initiative is to <\/span><a href=\"https:\/\/www.google.com\/search?client=safari&amp;rls=en&amp;q=what+is+cultural+competence&amp;ie=UTF-8&amp;oe=UTF-8\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">understand your organization\u2019s cultural competence<\/span><\/a><span style=\"font-weight: 400;\">. There are many online assessments in the market today, including the <\/span><a href=\"https:\/\/culturesync.net\/tools\/culturemeter\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">IDI Culture Meter<\/span><\/a><span style=\"font-weight: 400;\">. Alternatively, you may also consider hiring objective, external consultants to conduct listening sessions and assess cultural competence more qualitatively.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Whichever direction you choose, it\u2019s important to recognize that cultural competence can be improved. As explained by CultureSync, \u201cMuch like other skills (math and language) <\/span><a href=\"https:\/\/culturesync.net\/dei\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">the capacity for interculturally competent behavior is developmental and can be strengthened<\/span><\/a><span style=\"font-weight: 400;\"> through learning, reflection, and practice.\u201d Thus, it is important first to understand an individual\u2019s or group\u2019s overall cultural competence and also to understand why their beliefs are what they are.<\/span><\/p>\n<h3>Invest in Education to Improve Your Cultural Competence<\/h3>\n<p><span style=\"font-weight: 400;\">Once you have assessed your company\u2019s current cultural competence and identified potential gaps, it\u2019s time to invest in ample education. The truth is that many people, regardless of their nationality, may be ignorant about different cultures, religions, ethnicities, or identity descriptors such as cisgender versus transgender. Meet people where they are in their DEI journey, and educate from there. As our Head of Consulting, <\/span><a href=\"https:\/\/www.linkedin.com\/in\/florence-holland-edd-she-her-hers-b409a04\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Florence Holland<\/span><\/a><span style=\"font-weight: 400;\">, often says: \u201cit\u2019s important to emphasize that we&#8217;re not asking people to change their personal beliefs but to use inclusive behavior and actions in the workplace.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The drive to create a more diverse, equitable, and inclusive world is certainly not unique to the United States; it\u2019s an urgent human need all over the world. Hence, a global lens to these conversations is crucial for any modern business that strives to remain relevant, agile, and competitive &#8212; especially those that operate in multiple countries or that draw on global supply networks.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When you\u2019re ready to move the needle in your organization, The Diversity Movement is here to help. For more information regarding our consulting and assessment services, <\/span><a href=\"https:\/\/thediversitymovement.com\/contact\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">contact us here<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8047 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-B.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There is no doubt that conversations around diversity, equity, and inclusion (DEI) have gained huge momentum in the United States after George Floyd\u2019s murder in Spring 2020 and in light15<\/p>\n","protected":false},"author":2,"featured_media":4126,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,5],"tags":[111],"tdm_type":[92],"class_list":["post-4124","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-blogs","tag-global-dei","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Spearheading Global Diversity and Inclusion - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"In this blog we break down how multinational and global organizations can move forward with their DEI initiatives while remaining mindful 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