Month: April 2021

Simply Good: Closing the Gender Pay Gap

Equal Pay Day caught us by surprise this year! Established to raise awareness of the gender pay gap, this symbolic day has historically been celebrated in April to show how far into the year a woman must work to match a man’s pay from the previous year. At first glance, an earlier observance in March may infer that substantial progress has been made to close that gap. Before we deem our mission accomplished, however, we should dig a little deeper.

As with everything else, 2020 changed the metrics. Could it be that larger numbers of women with lower-paying jobs lost them due to the pandemic? The unprecedented circumstances of last year could make it seem as though we are further along than we truly are. Let us not be so focused on what “seems” to be good that we keep blinders on to the struggle that remains.

That being said, we shouldn’t discount the real progress that is being made. Read on to learn about the strides that are pushing the needle further towards equitable pay, a fundamental right that is purely and simply good. 

PS – Looking for some one-on-one time with me? My new book, UNBIAS: Addressing Unconscious Bias at Work, is now available! Click here to order.

 

 

 

 

 

 

 

 

 

 
 
 
 

 

UNBIAS Book Launch Event: Stacey Discusses DEI and Authentic Relationship Building with Kim Blue Terrell

I recently spent some time with human resources (HR) executive Kim Blue Terrell, the Global Head of People Experience Partners for Zoom. Our discussion was hosted by Dr. Bernice Ledbetter and my alma mater, Pepperdine’s Graziadio Business School. What a great way to celebrate the launch of my new book, UNBIAS:Addressing Unconscious Bias at Work!

Where does the responsibility land for diversity and inclusion in the workplace? The most common misconception is that HR should shoulder this weight alone. However, because DEI is really about individuals, it shouldn’t be compartmentalized as a department or initiative but should intersect every part of an organization. In this interview, Kim and I discuss the importance of initiating open and honest conversations in the workplace via authentic relationships. We also talk about the role of leadership, and how each organization has to go back to basics to decipher its own path forward. Every company is unique—it’s vital for leadership to define goals and values to determine what its DEI journey should look like.

Finally, Kim and I end our discussion by opening up the floor to questions from our viewers. We provide tips on how to overcome the fear of being labeled, approach bridge-building conversations, and deal with employees who are resistant to DEI (spoiler alert: you can either change people or change people).

Want to know more (or understand that last riddle)? Check out the interview.

Want to dive deeper into what we discussed from my book? Dress up your nightstand by ordering a copy of your very own.

The Future of Diversity, Equity, and Inclusion – The 21st Century Change Agent Podcast

I recently discussed the current state of DEI with consultant Baiba Žiga and Dr. Shelton Goode, CEO and president of Icarus Consulting.

Shelton and I spend some time discussing the motivation behind our new book projects, as well as why we have to keep fighting the fights we’ve been fighting for decades. We also talk about the misrepresentation of DEI as a one-time training, initiative, or project with an end date, and why strong leadership is so important in creating a diverse and inclusive workplace culture. Leaders should be responsible for perpetuating this environment – a responsibility that shouldn’t be outsourced to a separate DEI division or Chief Diversity Officer. Without leader buy-in and the intentional alignment of DEI with company values, no action taken will be authentic or effective. In fact, when companies are quick to implement “initiatives” without knowing why they’re doing it, they often do more harm than good.

Finally, we consider what DEI looks like down the road. Although we don’t know what the next five to ten years hold, I do know that we just need to keep moving forward. There’s been a lot of focus on DEI over the past year and, as life moves closer to a post-pandemic normal, we absolutely cannot revert back to when people weren’t really talking about it all. Even though where we are now is tumultuous, tough and uncomfortable, it’s still a place of change — we just need to keep pushing. Shelton puts it this way: “DEI is a journey — something you need to work at intentionally, every day.”

Want to know more? Listen to the full interview.

My new book has hit the shelves! Order your very own copy today.

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