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Top Diversity, Equity, and Inclusion Insights from 2022

As 2022 comes to a close, I’ve taken time to reflect on the 200+ content pieces that our industry experts here at Clarkston have generated over the past year. Below, I’ve highlighted just a few of our top insights for diversity, equity, and inclusion in 2022. For all of our 2022 DE+I insights, you can read more here. 

Top 8: 2022 DE+I Insights 

1. Strengthening Inclusive Communication in the Workplace  

Approaching communication efforts with inclusivity and accessibility in mind is key to establishing a committed, engaged workforce – after all, employees want to feel like their organization values them as individuals and understands their needs. For employees from underrepresented groups and diverse backgrounds, this is even more critical to fostering an inclusive environment. In this piece, LaToya Lee Jones, associate partner, and Andrea Weeks, principal consultant, discuss key strategies for strengthening inclusive communication in the workplace to drive true impact.   

Explore Inclusive Workplace Communication

2. Supporting and Promoting Neurodiversity in the Workplace 

Neurodiverse individuals bring strength and value to any organization, and many organizations are beginning to implement initiatives to help recruit and retain neurodiverse individuals at their companies. However, as corporate groups begin to create these initiatives, there are a number of considerations to keep in mind. In this piece, Eshan Kalarikkal, consultant, advises firms on ways to build inclusive policies to support and promote neurodiversity in the workplace, ensuring a strong focus on awareness, intentional action, and accountability. 

Read About Workplace Neurodiversity

3. Considerations for Forming an Advocacy Group  

Despite intentional efforts from firm leadership, employees from underrepresented groups often still encounter barriers to growth and development in the workplace. Advocacy groups are one avenue that firms can pursue to help promote personal and professional development, trusted network building, and overall support for employees from underrepresented groups. In this piece, Ashley McNeil, senior consultant and Black Steward Network chair, outlines five key considerations for organizations forming an advocacy group.  

Read About Advocacy Groups

4. Creating Safe Spaces for Employees Through ERGs: Taking Stock with PK S. 

Employees want to work in an environment where they feel welcomed, included, and safe. For employees in underrepresented groups, this is particularly important – having a sense of belonging contributes to overall engagement, motivation, and retention. In this podcast, Steve Rosenstock, partner, chats with PK Sundar, senior consultant, on the role that employee resource groups (ERGs) can play in creating safe spaces for all employees. 

Listen to this Podcast on ERGs

5. Inclusive Leadership Training Series 

For organizations looking to achieve DE+I goals or pursue inclusive initiatives, it’s important to have the support and buy-in from leadership. But, just as important, that leadership needs to be prepared to spearhead and support the change across the entire organization – and that takes more than just sitting through one DE+I webinar. In this case study, Brandon Miller, Client Solutions Executive and Diversity Chair, walks us through an Inclusive Leadership Training Series conducted for a creative marketing agency that was looking to dive deeper into DE+I concepts and identify actions the organization could take to advance their DE+I goals.  

Read About Inclusive Leadership

6. How to Promote Diversity, Equity, and Inclusion in the Workplace 

Change doesn’t happen overnight – this is particularly true for organizations working toward diversity, equity, and inclusion initiatives in the workplace. Instead, firms need to find alignment, prioritize culture change, and promote inclusivity and belonging each and every day. In this piece, Stacey Erickson, director, recaps her interview with a DE+I leader from a global company, highlighting valuable takeaways for promoting DE+I in the workplace and championing change across the organization.  

Read About DE+I in the Workplace

7. Understanding Appropriation vs. Appreciation for Brands   

Historically, brands have capitalized on a cultural trend or fashion without taking time to understand and appreciate that culture’s importance. When this happens, the brand is appropriating a culture. From clothing to dance to makeup, brands have been appropriating various trends for years, and a shift toward appreciating brands instead of appropriating them is long overdue. In this piece, PK Sundar, senior consultant, explains the history of brand appropriation and provides actionable steps brands can take to ensure both appreciation and respect of emerging fashion and retail trends. 

Read About Appropriation vs. Appreciation

8. Why is Supplier Diversity Important? 

Supplier diversity brings an array of benefits to any organization – it supports business growth, builds an inclusive procurement strategy, and enables diverse partnerships. Establishing supplier diversity programs, however, shouldn’t just be about checking a box on a list; for these programs to be effective and impactful, businesses need to make sure leadership is on board and be intentional in setting goals. In this piece, Linda Plumley, director, discusses the importance of supplier diversity programs in an increasingly complex global market. 

Read About Supplier Diversity

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Tags: Diversity + Inclusion