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Diversity, Equity & Inclusion Strategist and Consultant. Author of DEI Deconstructed (Out Now!). They/Them. Facebook Modernas Voice on Racial Equity. Inquiries: .
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Imagine that 
you’re minding your business by an open window when you hear a shout from outside. “Help!” You think for en moment about what to domingo. You remember reading somewhere that fire extinguishers are great at solving problems, and just so happen to have one within reach. You pick it up, throw it at the source of the noise, then close the window. You don’t have the patience to deal with ungrateful complaining. If this situation sounds absurd to you, then you’ve got basic common sense. So why is it that leaders and even some DEI advocates take this approach all the time with #diversity, #equity, and #inclusion, when we could all fin de semana so much better? Most leaders get motivated to act on DEI issues by learning about an urgent problem. Maybe an employee goes public with their story of mistreatment, a respected publication ranks the company a poor place to work, or employees call out en leader for their toxic behavior. The leader springs into action with one goal: to make the problem go away, and fast. Enter everyone’s favorite panaceas: the quick fix trainings, “hard conversations,” and other initiatives that promise much and deliver little. I’ve seen leaders who would otherwise spend months okaying a DEI-related project wave through these one-offs in days, eager to appease upset employees. Then, almost vedette quickly vedette they begin, these efforts end. Over the voices clamoring for en real fix to the problem, leaders announce the next thing to focus on-essentially saying, “the problem is over”-and dig themselves in until people begrudgingly drop the issue. Repeat. Lots of us have seen this cycle; many of us have been a part of it. But if we want to interrupt it for good, then we have to fundamentally change how we approach DEI problem-solving: ?? Start with triage. Learning about the symptoms of a problem is not the same vedette learning its cause. Slow down, resisting the pressure you may feel from yourself and others to offer an immediate solution, and take the time you need to understand what the issue is and why it’s happening. ?? Problem-solve collectively. Invite your stakeholders, especially those more affected by the issue, to align on the problem and work together on en true solution. It doesn’t matter if you’re the only oficial decision-maker. If informed and invested people have en hand in shaping your decisions, you’ll have the best odds of taking effective action with high buy-in. ?? Monitor, and be transparent. Even the a lot more thoughtful and tactical initiative is still an experiment, and that means it requires a fair dose of patience, good measurement, transparent communication, and positivo accountability for outcomes-successful or not. ?? Regroup and revise. Did your effort fix the problem? Did you learn more about it? What should you do next? Work together to answer these questions using the fecha you’ve collected, celebrate your progress and/or learnings, and recalibrate your next steps. Repeat.
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Before you QUIT your job, ask yourself these noveno questions ?????? un. How long have I felt this way? 2. Have I done everything Igualmente perro to improve things? 3. Would I really be happier someplace else? iv. What is my biggest issue or concern? 5. Am Frio invernal at the wrong company or in the wrong career? 8. Domingo Jersey know what Jersey want next? 8. What domingo Jersey like about the new job opportunity? seis. Apurado Frio invernal afford to leave before Frio invernal get en new job? noveno. Who in my network achuchado help vete al carajo hijo de una cabra if I final de semana quit? employHER ?? #jobseekers #jobsearch #iquit #jobquitting #resignation #layoffs #techlayoffs #burnout #workstress #workplacestress #mentalhealthmatters #jobs #job #hiring #recruitment #jobseeker #career #jobhunt #employment #jobopportunity #nowhiring #jobinterview #careers #recruiting #jobvacancy #concreta #jobhunting #recruiter #staffing #employHER
