Ella Washington

And so when they show up to work, they have very different expectations, for better or for worse, right? of where their workplace environment will be. And they are not afraid to vote with their feet, if you will. You know, 56% of Gen Zers today said they wouldn't accept a job without diverse leadership. And 68% say their employer is not doing enough to build more diverse workplaces. And so

And so when they show up to work, they have very different expectations, for better or for worse, right? of where their workplace environment will be. And they are not afraid to vote with their feet, if you will. You know, 56% of Gen Zers today said they wouldn't accept a job without diverse leadership. And 68% say their employer is not doing enough to build more diverse workplaces. And so

And so when they show up to work, they have very different expectations, for better or for worse, right? of where their workplace environment will be. And they are not afraid to vote with their feet, if you will. You know, 56% of Gen Zers today said they wouldn't accept a job without diverse leadership. And 68% say their employer is not doing enough to build more diverse workplaces. And so

I think as we tap into what the future of the workforce requires, we can look at demographics alone, but we also can look at what these Gen Zers are expecting from their workplaces as a signal to where companies may need to be paying attention.

I think as we tap into what the future of the workforce requires, we can look at demographics alone, but we also can look at what these Gen Zers are expecting from their workplaces as a signal to where companies may need to be paying attention.

I think as we tap into what the future of the workforce requires, we can look at demographics alone, but we also can look at what these Gen Zers are expecting from their workplaces as a signal to where companies may need to be paying attention.

Well, listen, a one-time training is never going to shift your DEI initiatives. It's never going to have the long-term impacts that you want. And unfortunately, a lot of companies saw training as an easy way to bring someone in, give the whole organization a Some DEI background, some language, some feel good moments, if you will.

Well, listen, a one-time training is never going to shift your DEI initiatives. It's never going to have the long-term impacts that you want. And unfortunately, a lot of companies saw training as an easy way to bring someone in, give the whole organization a Some DEI background, some language, some feel good moments, if you will.

Well, listen, a one-time training is never going to shift your DEI initiatives. It's never going to have the long-term impacts that you want. And unfortunately, a lot of companies saw training as an easy way to bring someone in, give the whole organization a Some DEI background, some language, some feel good moments, if you will.

But those companies were still the same ones that were not committed to really integrating this work throughout the whole employee lifecycle. You can't do a one time celebration of Women's History Month or. a one time training and think that it's really going to shift the culture of the organization.

But those companies were still the same ones that were not committed to really integrating this work throughout the whole employee lifecycle. You can't do a one time celebration of Women's History Month or. a one time training and think that it's really going to shift the culture of the organization.

But those companies were still the same ones that were not committed to really integrating this work throughout the whole employee lifecycle. You can't do a one time celebration of Women's History Month or. a one time training and think that it's really going to shift the culture of the organization.

And so, you know, I think even companies that started doing those things in 2020 were already setting themselves up for failure. Now they're looking back and saying, well, we haven't seen much progress. You know, I'd argue that you didn't approach this challenge of your DEI initiatives with an approach that would lead to those long term outcomes.

And so, you know, I think even companies that started doing those things in 2020 were already setting themselves up for failure. Now they're looking back and saying, well, we haven't seen much progress. You know, I'd argue that you didn't approach this challenge of your DEI initiatives with an approach that would lead to those long term outcomes.

And so, you know, I think even companies that started doing those things in 2020 were already setting themselves up for failure. Now they're looking back and saying, well, we haven't seen much progress. You know, I'd argue that you didn't approach this challenge of your DEI initiatives with an approach that would lead to those long term outcomes.

So I think one of the critical things you have to put in context is are these conversations voluntary or are folks being forced to have them? I think the conversations themselves, when they are engaged with folks who really want to be there, who want to learn, who are curious about the experiences of people who come from different backgrounds, I think they are hugely beneficial. However,

So I think one of the critical things you have to put in context is are these conversations voluntary or are folks being forced to have them? I think the conversations themselves, when they are engaged with folks who really want to be there, who want to learn, who are curious about the experiences of people who come from different backgrounds, I think they are hugely beneficial. However,

So I think one of the critical things you have to put in context is are these conversations voluntary or are folks being forced to have them? I think the conversations themselves, when they are engaged with folks who really want to be there, who want to learn, who are curious about the experiences of people who come from different backgrounds, I think they are hugely beneficial. However,

A lot of the pushback we see, and even from a research perspective, we know that trainings that are mandated are not as effective because people don't come with those open-minded approaches. And so, you know, I completely agree with Dr. Dobbin that we must create environments where people have that exposure to people with different lived experiences, having diverse teams.

A lot of the pushback we see, and even from a research perspective, we know that trainings that are mandated are not as effective because people don't come with those open-minded approaches. And so, you know, I completely agree with Dr. Dobbin that we must create environments where people have that exposure to people with different lived experiences, having diverse teams.