equity

Today’s training is no longer about explaining DEI, it’s about ensuring that it is relatable, practical and actionable for everyone.

Let’s look at what it means to create authentic DEI for your organization, specific steps you can take, and pitfalls to avoid.

In an effort to reframe fundamental perspectives of DEI, Work Equity, an initiative of the Center for Social Innovation at the Boston College School of Social Work, partnered with SHRM, the largest global membership organization of HR practitioners, to conduct the National Study of Workplace Equity.

Organizations must take concrete steps to establish the culture, processes and systems that enable the kind of authentic inclusivity and equity that stakeholders expect. When striving to create a culture of inclusivity, employee advancement is one critical piece of the puzzle that can truly demonstrate a company’s commitment to DEI.

At Kantola, we pride ourselves on storytelling. We believe in its power and ability to create real, long lasting change. But when it comes to telling stories, we also believe in doing it well: partnering and working with the most high quality and experienced cinematic professionals.

In preparing for this piece, I set my sights on demystifying the term “equity,” as in diversity, equity, and inclusion, (DEI). I wanted to explore the part equity plays in creating a healthier workplace culture, which led me to this question: “What exactly is the difference between ‘equity’ and ‘equality’?”

Hiring a diverse workforce isn’t enough to reap the benefits of DEI programs. The real work is in building workplace cultures of inclusion and equity.

This study’s executive summary includes “conversation starters” and guidance for taking practical, immediate action to get started on—or ramp up—DEI initiatives in every corner of your company.