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Thread: Forbes Magazine Promotes DEI

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    Forbes Magazine Promotes DEI

    How To Build An Effective Diversity, Equity And Inclusion Program








    In todayís increasingly complex, global marketplace, the ability to draw on a wide range of viewpoints, backgrounds, skills, experiences and expertise is invaluable. As a result, more and more companies are thinking about enhancing diversity, equity and inclusion (DEI) in the workplace.

    In the last couple of years alone, the business case for DEI has become crystal clear. McKinsey & Company found in 2019 that businesses with high gender diversity on their executive teams were 25% more likely to have above-average profitability and that businesses with high ethnic and cultural diversity outperformed other companies by up to 36% in profitability.

    So how do you start the DEI journey and build an effective program? How do you maintain momentum with your DEI initiatives long-term?

    Building a solid DEI program is all about prioritization and putting in the work to make DEI more than a statement on your website. It is about action. The goal is to weave DEI into all that you do and make it both intentional and individualized. Your employees own the culture, and each person has the responsibility to foster an environment in which everyone feels comfortable bringing their whole selves to work every day.

    Keep in mind also that DEI is not a program that you stop and start on a whim. It must be continuous, and it must be embedded in everything you do. Thatís how it will add value throughout your organization.


    https://www.forbes.com/sites/forbesh...h=47892fd149c5





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    Quote Originally Posted by RMNIXON View Post
    How To Build An Effective Diversity, Equity And Inclusion Program








    In today’s increasingly complex, global marketplace, the ability to draw on a wide range of viewpoints, backgrounds, skills, experiences and expertise is invaluable. As a result, more and more companies are thinking about enhancing diversity, equity and inclusion (DEI) in the workplace.

    In the last couple of years alone, the business case for DEI has become crystal clear. McKinsey & Company found in 2019 that businesses with high gender diversity on their executive teams were 25% more likely to have above-average profitability and that businesses with high ethnic and cultural diversity outperformed other companies by up to 36% in profitability.

    So how do you start the DEI journey and build an effective program? How do you maintain momentum with your DEI initiatives long-term?

    Building a solid DEI program is all about prioritization and putting in the work to make DEI more than a statement on your website. It is about action. The goal is to weave DEI into all that you do and make it both intentional and individualized. Your employees own the culture, and each person has the responsibility to foster an environment in which everyone feels comfortable bringing their whole selves to work every day.

    Keep in mind also that DEI is not a program that you stop and start on a whim. It must be continuous, and it must be embedded in everything you do. That’s how it will add value throughout your organization.


    https://www.forbes.com/sites/forbesh...h=47892fd149c5





    So, they did a study based upon that, shall we say nonspecific language and found what they wanted to find? Amazing, science has been advanced. Well the liberal side of science, hard right research on the same topic might show that 100% of beer companies who use flamboyant trans people in their ads lose money. Leaving out the part where there was a sample size of what.
    Such is fate of what we used to call science, these days.

    Back to my point: Below is a quote from the Forbes article. What the hell does high gender diversity mean? How is it defined? Can a company employing primarily just 2 genders qualify as having high gender diversity?
    At least racial diversity is a real-world thing and rather easily measured vs "high gender diversity"

    This sounds like a study that got the results it was looking for




    In the last couple of years alone, the business case for DEI has become crystal clear. McKinsey & Company found in 2019 that businesses with high gender diversity on their executive teams were 25% more likely to have above-average profitability and that businesses with high ethnic and cultural diversity outperformed other companies by up to 36% in profitability.

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    What caught my attention was a story that the so-called Conservative Business Magazine "Forbes" has gone all WOKE! I was skeptical at first but checking out a number of online Forbes articles along the same lines as the above it is true.

    No matter how they try and package it DEI amounts to special treatment for some and active discrimination against others in the workplace. And Forbes recommends it be continuous and "embedded in everything you do." And don't be fooled that it has anything to do with respect for the individual as claimed, it is about group identity politics the whole way through.


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    Quote Originally Posted by RMNIXON View Post
    What caught my attention was a story that the so-called Conservative Business Magazine "Forbes" has gone all WOKE! I was skeptical at first but checking out a number of online Forbes articles along the same lines as the above it is true.

    No matter how they try and package it DEI amounts to special treatment for some and active discrimination against others in the workplace. And Forbes recommends it be continuous and "embedded in everything you do." And don't be fooled that it has anything to do with respect for the individual as claimed, it is about group identity politics the whole way through.


    It's too bad that right wingers cause these types of things to need to exist. Otherwise they wouldn't.

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    DEI is being pushed by these advertising companies.

    So even though they are behind the curve and the advertisers themselves are walking away from DEI, the advertising companies are still pushing it. You gotta be groomers, greenies, white haters, fat and gay if you want to sell. Don't look at Bud light, Target and North Face...
    Let's go Brandon !!!

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    Quote Originally Posted by Now_What View Post
    It's too bad that right wingers cause these types of things to need to exist. Otherwise they wouldn't.
    Are you talking about more discrimination to combat past discrimination involving another set of people and questionable alleged discrimination currently?

    I just want to keep up with the Democrat Parties Racist, Sexist, and Collectivist group identity principles that have been the real problem all along.
    Last edited by RMNIXON; 09-20-2023 at 05:08 PM.
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    Quote Originally Posted by carolina73 View Post
    DEI is being pushed by these advertising companies.

    So even though they are behind the curve and the advertisers themselves are walking away from DEI, the advertising companies are still pushing it. You gotta be groomers, greenies, white haters, fat and gay if you want to sell. Don't look at Bud light, Target and North Face...

    The commercials are like bad jokes, and the tide is turning because Hollywood DEI is pushing nothing but WOKE Messaging crap and the general public has tired of already.

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    Quote Originally Posted by RMNIXON View Post
    Are you talking about more discrimination to combat past discrimination involving another set of people and questionable alleged discrimination currently?

    I just want to keep up with the Democrat Parties Racist, Sexist, and Collectivist group identity principles that have been the real problem all along.
    Past discrimination? No.

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    Quote Originally Posted by RMNIXON View Post
    What caught my attention was a story that the so-called Conservative Business Magazine "Forbes" has gone all WOKE! I was skeptical at first but checking out a number of online Forbes articles along the same lines as the above it is true.

    No matter how they try and package it DEI amounts to special treatment for some and active discrimination against others in the workplace. And Forbes recommends it be continuous and "embedded in everything you do." And don't be fooled that it has anything to do with respect for the individual as claimed, it is about group identity politics the whole way through.



    Or they see it as more fiscally expedient to just go ahead and humor them.

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    Quote Originally Posted by RMNIXON View Post
    How To Build An Effective Diversity, Equity And Inclusion Program








    In today’s increasingly complex, global marketplace, the ability to draw on a wide range of viewpoints, backgrounds, skills, experiences and expertise is invaluable. As a result, more and more companies are thinking about enhancing diversity, equity and inclusion (DEI) in the workplace.

    In the last couple of years alone, the business case for DEI has become crystal clear. McKinsey & Company found in 2019 that businesses with high gender diversity on their executive teams were 25% more likely to have above-average profitability and that businesses with high ethnic and cultural diversity outperformed other companies by up to 36% in profitability.

    So how do you start the DEI journey and build an effective program? How do you maintain momentum with your DEI initiatives long-term?

    Building a solid DEI program is all about prioritization and putting in the work to make DEI more than a statement on your website. It is about action. The goal is to weave DEI into all that you do and make it both intentional and individualized. Your employees own the culture, and each person has the responsibility to foster an environment in which everyone feels comfortable bringing their whole selves to work every day.

    Keep in mind also that DEI is not a program that you stop and start on a whim. It must be continuous, and it must be embedded in everything you do. That’s how it will add value throughout your organization.


    https://www.forbes.com/sites/forbesh...h=47892fd149c5





    Institutionalized racism.
    Never Again!

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