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  • Why Companies Should Share Their DEI Data (Even When It’s Unflattering), 'Something has gone very wrong': the truth about DEI, How Agoda is shifting the dial on DEI by creating safe spaces for diverse employee demographics

Why Companies Should Share Their DEI Data (Even When It’s Unflattering), 'Something has gone very wrong': the truth about DEI, How Agoda is shifting the dial on DEI by creating safe spaces for diverse employee demographics

DEI in 5: Biweekly DEI News

DEI in 5 Replay ⏪

Read time: 7 minutes

Today’s Top 3 DEI News Bites👇🏾

An open book with pages transforming into a diverse tapestry of human figures, symbolizing the rich narrative of society contained within literature.

Photo courtesy of Harvard Business School

Summary: Companies should transparently share their Diversity, Equity, and Inclusion (DEI) data, even when it portrays them unfavorably. Transparency fosters trust and accountability, enabling companies to address shortcomings effectively.

The Details:

  • Fostering Accountability: Transparently sharing DEI data holds companies accountable for their diversity initiatives, encouraging them to prioritize meaningful change rather than superficial efforts.

  • Improving Trust: Openly disclosing DEI metrics builds trust with stakeholders, including employees, investors, and consumers, demonstrating a commitment to diversity and inclusion beyond rhetoric.

  • Facilitating Benchmarking and Learning: Publicly sharing DEI data allows companies to benchmark their performance against industry peers, facilitating learning and the adoption of best practices to enhance diversity efforts.

  • Enhancing Reputation and Attracting Talent: Embracing transparency in DEI reporting can enhance a company's reputation as an inclusive employer, attracting diverse talent and fostering a culture of belonging.

Why is this relevant: In an era where diversity and inclusion are increasingly critical factors in organizational success, transparent sharing of DEI data demonstrates a commitment to genuine progress and fosters trust among stakeholders. This approach not only enhances corporate reputation but also facilitates meaningful change and attracts top talent, positioning companies for long-term success in a diverse and competitive landscape.

A stylized graphic of three individuals: a woman in a hijab carrying a suitcase, a man in a suit walking confidently, and a woman seated while reading on a tablet, all set against an abstract background with geometric shapes and a warm color palette.

Getty Images; Alyssa Powell/BI

Summary: The article highlights the challenges and criticisms surrounding Diversity, Equity, and Inclusion (DEI) programs in corporate America, acknowledging that despite good intentions, many initiatives have failed to produce meaningful change.

The Details:

  • Backlash and Pushback: DEI programs often face backlash from employees who perceive them as performative or discriminatory, leading to resistance and diminished effectiveness.

  • Lack of Tangible Results: Despite substantial investments, many DEI initiatives have failed to produce tangible improvements in workforce diversity, equity, and inclusion, raising questions about their efficacy and implementation.

  • Tokenism and Surface-Level Solutions: Critics argue that some DEI efforts prioritize optics over genuine systemic change, leading to tokenism and the perpetuation of superficial diversity without addressing underlying structural inequalities.

  • Need for Systemic Change: To address the shortcomings of current DEI programs, there is a growing call for systemic change that goes beyond superficial diversity metrics and tackles underlying biases, systemic barriers, and power imbalances.

Why is this relevant: As DEI issues continue to gain prominence in corporate discourse, it is crucial to critically assess the effectiveness and impact of existing initiatives. Recognizing the limitations and criticisms of current DEI programs is essential for organizations to pivot towards more effective strategies that foster genuine diversity, equity, and inclusion. This article sheds light on the complexities and challenges inherent in DEI efforts, urging a reevaluation of approaches to drive meaningful change in corporate culture and practices.

Aanchal Gupta (photographed), originally from a small town in India, champions diversity, equity, and inclusion (DEI). In her role as the global DEI leader at Agoda, she focuses on fostering an inclusive culture globally.

Photo of Aanchal Gupta, Agota’s Global DEI Leader, courtesy of Human Resources Online

Summary: The article explores Agoda's innovative approach to Diversity, Equity, and Inclusion (DEI) by creating safe spaces for diverse employee demographics, fostering a more inclusive workplace culture.

The Details:

  • Tailored Support Networks: Agoda has established Employee Resource Groups (ERGs) to provide tailored support and networking opportunities for various demographic groups, including women, LGBTQ+ individuals, and employees from different cultural backgrounds.

  • Empowerment Through Allies: Agoda encourages employees to become allies by participating in allyship programs, which facilitate understanding and support for colleagues from marginalized groups, contributing to a more inclusive and supportive work environment.

  • Training and Education: The company prioritizes DEI training and education initiatives, equipping employees with the knowledge and skills to promote diversity, challenge biases, and foster inclusivity in their everyday interactions and decision-making processes.

  • Measurable Impact and Continuous Improvement: Agoda regularly evaluates the impact of its DEI initiatives through employee feedback, engagement metrics, and diversity data, allowing for continuous improvement and refinement of strategies to better support diverse employee demographics.

Why is this relevant: Agoda's approach to DEI demonstrates a proactive commitment to fostering an inclusive workplace where all employees feel valued, respected, and supported. By creating safe spaces, promoting allyship, and investing in education and training, Agoda not only enhances employee well-being and engagement but also cultivates a diverse and innovative workforce. This case study serves as a valuable example for other organizations seeking to advance their DEI efforts and create positive change within their own workplace cultures.

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A few other developments…👇🏾

Until later,

This newsletter is co-curated by Deron Dalton.

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