While not explicitly mentioning diversity, equity, inclusion, and justice (DEIJ), the U.S. Constitution and the Bill of Rights provide foundational principles that can guide corporations in implementing DEIJ programs. Recent research and legal developments highlight the importance of aligning these programs with constitutional principles to ensure effectiveness and legal compliance.
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As we embark into 2024 — a year sure to be polarizing with a major election on the horizon and continuing global unrest — culture and cultural competency should be at the forefront of our minds. It will serve organizations not only in attracting, engaging, and retaining top talent, but also in weathering the volatility and uncertainty of the socio-political challenges yet to come.
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Just like any goal, the proper amount of researching, studying, and practicing needs to be put in on a consistent basis. Here are four reasons why DEIJ efforts can be more effective and successful when worked on proactively and consistently.
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Many years ago, I suffered a heart attack. I have been battling heart disease since then, and I have learned that stress management is my number one task in managing my heart disease. I have found Neurofeedback — a way of monitoring brain waves in real time and building training around desired brain activity — helpful for both my health and for enhancing attributes to address political polarization.
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It’s good to have allies who support us after harm has been done. Still, it’s better when our allies proactively build inclusive organizations, develop and support employees to behave more inclusively, and hire people with the will and skills to bridge differences. Starting on this journey is work all of us can and should do.
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