All things come full circle. Thankfully, for the better. Right now, the focus has returned to the Black community in important and historic ways. Auspiciously, Juneteenth has just been declared a federal holiday, right on the heels of two difficult anniversaries: the one-year anniversary of George Floyd’s murder and the one-hundredth anniversary of the Tulsa Massacre.

In conjunction with these historic markers, organizations have focused their corporate social responsibility efforts on addressing systemic racism. They’ve taken many approaches, some of which target the most chronic expression of racism: the racial wealth gap.

One year. That’s how long employees have been legally protected from discrimination based on sexual orientation and gender identity. This landmark ruling was a vital and long overdue step in establishing equality and building greater opportunities for LGBTQ+ individuals in the workplace.

It seems everywhere you look these days, organizations are rolling out diversity, equity, and inclusion (DE&I) programs. 

Gone is the time when companies could just provide products and services and generate revenue. They are expected to also be good corporate citizens.

In economically uncertain times, your company may be looking for new approaches to leadership development so you can retain and promote valuable talent. Internally promoting leadership can save money in addition to generating gains in many areas of your company from training and development to career advancement.

We believe retention is directly connected to how well employees feel supported and heard. Your Diversity, Equity and Inclusion (DE&I) strategy is an authentic way to foster these feelings and keep more employees on staff. Enhancing DE&I efforts is not just a trend, but also a necessary way for your business to attract and keep talented people during this time of global uncertainty.

At some point, every organization faces a major event that tests its “bouncebackability”.