Top 4 Elements Of An Efficient And Productive DEI Council

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An excellent way to integrate diversity, equity, and inclusion (DEI) into our organizations is through a DEI Council. This initiative provides companies with an enthusiastic group of employees dedicated to evaluating current diversity metrics, establishing new programs, and tracking the long-term progress of creating a culture of inclusion. However, without the proper support and structure, a DEI Council may be rendered ineffective or lose steam.

To ensure the success of our current and future councils, here are four key ingredients of an efficient and productive DEI Council.

1. Support from executives at the gate is imperative to establishing and maintaining a strong DEI Council. Though this may be daunting, garnering attention and assistance from leadership will increase the council’s efficiency and longevity. By informing and onboarding company leadership, we can establish the importance of this DEI initiative. This step ensures the appropriate amount of funds and time will be dedicated to the council, allowing the group to not only survive but thrive within our organizations.

When possible, try to give senior leadership, like CEOs or the board of executives, an active role within the DEI council. This integration may take the shape of an executive assisting with the annual budget proposal or even a CEO proposing their own ideas for possible diversity initiatives. By opening the council to executives, we encourage their participation and garner extra support for our efforts.

2. Along with executive ties come a direct link to business mission statements and strategy. The DEI Council should at least have full access to the organization’s diversity strategy, including information about short-term and long-term goals. Furthermore, by informing the DEI Council about future company plans, the group can voice the concerns and comments of minority individuals and help steer organizational decisions in an inclusive way. This connection establishes diversity and inclusion as a regular topic in company decisions, further integrating DEI into the backbone of our organizations.

3. When creating a DEI Council, one of the most important elements is member selection. In this stage, we are searching for dedicated and driven individuals ready to volunteer their time and focused on increasing diversity within the organization. While on the lookout, don’t forget to ensure diversity within the DEI Council itself! The council should represent the organization demographically and provide a strong voice for present minority groups. During those last charter decisions, evaluate the gender, racial, generational, and even departmental diversity of candidates before selecting the ultimate group. With a representative group of leaders, employees will feel more compelled to interact with the DEI Council and participate in future initiatives.

4. Finally, the DEI Council requires clear goals and understandable metrics to track progress. When establishing the council, consider holding a meeting dedicated to writing direct and achievable long-term goals with associated short-term initiatives and strategies. Ensure that these milestones align with the organization’s mission statement as well as the overall DEI strategy. Furthermore, devise an understandable and measurable way to track the progress of the DEI council. This system will provide an integral method to evaluate the development of the council, their headway towards long-term goals, as well as the organization’s overall culture of inclusion. With established objectives and defined evaluations, we can bolster the progress of DEI within our organizations.

These four pieces of advice come together to create a well supported, informed, and diverse DEI Council, sure to create positive change in any organization. By incorporating these steps, we can set our councils up for success, providing them with the tools and skillsets needed to increase productivity, creativity, and efficiency.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

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The History & Meaning of the Pride Flag

Many of us have seen the vibrant rainbow flag adorn pride parade banners and gay bars. Openly gay politician Harvey Milk emphasized the importance of the representation and appreciation of LGBTQ individuals and commissioned this pride flag from an artist named Gilbert Baker. Created in 1978, this rainbow symbol flies over iconic landmarks like the Stonewall Inn and many other celebrations of queerness. Much like the LGBTQ community, this flag’s meanings are rich and diverse. Here, we will discuss the symbolism of each stripe on the traditional pride flag as well as introduce a few inclusive redesigns of this icon. 

Originally made with eight stripes, Baker soon modified the pride flag to showcase six brilliant colors of the rainbow. Each section stands for an integral part of the gay community. Firstly, red symbolizes life for LGBTQ individuals. Like the blood which flows through each of our veins, this color ties the community together and illustrates our similarities. Orange stands for healing, a difficult process many queer individuals must go through due to widespread homophobia and discrimination. Whether rising up from internal struggles or assisting others with coming out, this experience is felt by many LGBTQ members. According to Baker, the yellow stripe depicts the warm rays of sunlight. This area of the flag is meant to inspire us as the sun symbolizes light and hope for a better future. Similarly, green stands for nature. Same-sex attraction is found in over 1,000 animal species, highlighting the natural roots of the gay community (Imperial). The blue or turquoise in this flag may represent the importance of art or signify growing harmony. These colors demonstrate the strong voices of the LGBTQ+rising up against hatred and bearing their hearts through music, theater, and traditional art. Finally, the royal purple showcases the determined spirit of the queer community. While this groups has felt countless hardships and open discrimination, a shared soul supported by family, friends, and allies allows LGBTQ+ individuals to continue to thrive. These six stripes come together as a strong symbol for the gay community and their place in the world. 

In 2017, the Philadelphia Office of LGBT Affairs shared a new pride flag that incorporates the colors black and brown. These additional stripes illustrate the diversity of the gay community, paying homage to Black, Indigenous, and people of color (BIPOC) communities. Still incorporating the original six colors of the pride flag, this symbol serves as a reminder of the unique experiences faced by LGBTQ+ BIPOC. Through this flag, we can show our support for both the gay community and recognize the important role that people of color have played in the pride movement. 

Even more recently, an updated version of the Pride flag was unveiled by an Oregon-based artist named Daniel Quasar. This symbol contains both the original six pride colors alongside the black and brown stripes introduced in 2017. The newest addition are the three white, pink, and blue fields which highlight transgender individuals. This flag emphasizes the importance of transgender men and women within the LGBTQ community and provides them with a unique space on the pride flag. 

No matter which flag you choose to fly this June, it is integral to understand the meanings behind these colorful stripes. As we learn more about the gay community, we become better allies, supporters, and friends to our LGBTQ+ coworkers and employees. Take this opportunity to grow alongside me in knowledge and compassion during pride month.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

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Team Activities for Celebrating Juneteenth

Juneteenth is quickly approaching. This African-American holiday falls on June 19th and celebrates the full emancipation of slaves in the United States. This day is incredibly important as it marked a turning point from bondage to freedom. Each year, we observe this date as a time for growth, and empathy for the Black community. To honor and learn more about our African-American friends, coworkers, and leaders, here are four in-person and virtual Juneteenth office events. 

Juneteenth Volunteer Day

One of the most powerful things we can do for minority communities is give back. Research African-American focused organizations in your area and plan a day of service! If possible, we can give our employees the day off to fully dedicate their time to these initiatives. Since Juneteenth 2021 falls on a Saturday, consider planning a volunteering weekend outing. These hours will serve as important bonding time for staff while also emphasizing the importance of Black employees, team members, and customers. A few national non-profits to check out are Black Girls Code, Black Male Voter Project, and Black Women for Wellness. In addition to these groups, search for local initiatives that assist underserved African-Americans in the area. Through this event, we celebrate the main mission of Juneteenth by uplifting the lives of Black individuals. 

Virtual Atlanta History Center Event

For a remote or in-person office, a wonderful virtual event is the Atlanta History Center Juneteenth celebration. Much more than your average Zoom meeting, this 20 day long experience is packed with engaging talks from Black historians, guided tours of current museum exhibits, and African-American cultural displays. Either isolate a few interesting topics or share the entire calendar with team members to encourage active learning and curiosity about Juneteenth. This activity is perfect for a busy office with multiple opportunities to participate and various themes. Check-in with your team as the event comes to a close to openly discuss their new perspectives, growth, and understanding. 

Movie Lunch and Learn

Interested in a more relaxed event? Consider hosting a movie lunch and learn. During employees’ lunch breaks, schedule a screening of an African-American film or television sereies like PBS’s “Juneteenth Jamboree” or blackish’s Juneteenth episode. With stunning visuals and compelling stories, these engaging pieces of media will draw employees in, allowing them to gain a deeper understanding of Black lives and the importance of June 19th. To take this activity to the next level, consider hosting a panel with African-American employees after the film. This initiative gives members a chance to open their hearts to the messages of their peers, growing closer, and improving their communication, empathy, and teamwork skills. We can also put together a list of open-ended discussion questions for the movie audience to go through after their viewing. By inciting a safe and welcoming conversation, we take the first steps towards creating an inclusive workplace. 

Online Smithsonian Tour

Finally, for a historical journey through Black history, try out this virtual tour of the Smithsonian National Museum. Led by the museum’s African-American History and Culture’s founding director, Lonnie Bunch III, this in-depth video details the history of slavery and emancipation within the United States. More than simply a celebration of Juneteenth, the video details the harrowing oppression endured by African-Americans and emphasizes the power of diversity, equity, and inclusion. The Slavery and Freedom exhibit does a wonderful job of showcasing the difficult history of Black individuals while also exhaulting in the advancements of liberation, voting rights, and the march towards equality. This is an impactful experience for each and every viewer as we learn more about the history of our African-American coworkers and leaders. 

No matter how we celebrate Juneteenth, our central mission should revolve around introspective growth, increased compassion, and opening our eyes to new perspectives. Whether virtually or in-person, our teams will become stronger and closer through these activities, open discussions, and learning experiences. I hope everyone has a lovely time celebrating this June 19th and honoring the history of African-Americans. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Team Activities for Celebrating PRIDE Month

From national parades to drag nights, there is no shortage of events for Pride month. But how do we ensure that Pride-themed activities are accessible to team members and ensure that our workplace can become a more inclusive place during June? The answer is hosting company-wide events that celebrate the LGBTQ+ community! This blog has four fun, engaging, and informative ideas for both virtual and in-person events for 2021 Pride. Through these activities, we continue our work of understanding and supporting our LGBTQ+ coworkers with pride. 

Integrate small Pride-themed activities 

The first way to show our support of the gay community is through small but meaningful actions. Encourage team members to change their Zoom backgrounds to Pride-themed screensavers, showing their support at daily meetings. Host small Pride month trivia or bingo competitions and give prizes to the most dedicated employees. On Fridays, consider screening an LGBTQ+ movie during lunch break and holding open and moderated discussions on the characters, relationships, and themes. While these events are relatively small and low-effort, they combine to create an avalanche of support our LGBTQ+ employees. Through these activities, we show our commitment to creating a safe space and growing more self-aware during Pride month. 

Host a viewing party of “Global Pride” 

While attending local Pride parades may still be a challenge due to the COVID-19 pandemic and remote teams, virtual events are here to help! Consider hosting a viewing party of the Global Pride parade, packed with color, love, and fun. This international experience displays various celebrations of the LGBTQ+ community from around the world, incorporating an added layer of diversity and inclusion. For something more local, research whether surrounding cities are streaming their annual Pride parades. For example, Seattle Pride is hosting a live event showcasing its parade festivities and featuring local gay voices. These virtual viewings are a great way to excite team members and inspire a connection with the LGBTQ community. 

Volunteer for an LGBTQ+ organization

For a community-focused activity, consider giving back to local LGBTQ+ non-profits. Research nearby transgender homeless shelters or safe-space organizations for gay youth. By organizing a company-wide volunteer effort, we shower our LGBTQ neighbors with support, assistance, and love. If scheduling a day of service proves difficult, consider volunteering virtually through the Trevor Project. This organization provides counseling and help to in-need LGBTQ youth. Finally, our teams can put our money to work by donating to Pride-focused small businesses, non-profits, and in-need individuals. By actively dedicating our time and money to the gay community, we demonstrate our support, grow closer as a team, and uplift minority voices. 

Digital Dates with a Drag Queen

Last but certainly not least are digital dates with a Drag Queen. While late-night drag shows may be a bit overwhelming for office culture, virtual Drag Brunches have stepped into the spotlight during the COVID-19 pandemic. For a whimsical example, check out this Mother’s Day Drag Brunch on Facebook! These events focus on local and national talents as they dance their way through catchy pop tunes and chat with the audience. Try to contact local drag queens and schedule a virtual or in-person meeting for the office to celebrate and partake in this essential element of LGBTQ+ culture. 

Through these events, we both celebrate and engage with the LGBTQ+ community during Pride. It is integral to utilize this month as a concentrated period of learning, introspection, and compassion. However, we must continue to support our LGBTQ+ friends, coworkers, and customers throughout the year. Through this commitment to inclusion, we can create a safe, welcoming, and diverse workplace for the long run!

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Learn 15 out of the 50+ Different Gender Identities

In 2014, Facebook updated its user platform to account for over 50 options for gender identities (ABC News). Recently, this number has continued to expand and grow as more and more individuals come out and showcase their unique genders. Here, we will cover fifteen essential terms and concepts related to different gender identities in the hopes of expanding our understanding and inclusion of the LGBTQ+ community.  

• Agender: an individual who does not identify with any gender (male or female)

• Androgyne: an individual who identifies with both masculine and feminine gender roles or falls in between male and female

• Bigender: an individual who identifies with multiple genders

• Butch: a female who expresses masculinity, often used in the lesbian community

• Cisgender: an individual whose gender identity is the sex that they were assigned at birth

• Gender Expansive: an individual who may not fall into any gender category and combines roles, expressions, and identities from multiple genders

• Gender-fluid: an individual who moves in between or outside of the current expectations for gender

• Gender Outlaw: an individual who refutes societal definitions of male or female

• Genderqueer: an individual who expresses their gender identity through a combination of genders or outside of current gender guidelines

• Masculine or Feminine of Center: an individual who leans towards masculine or feminine performances and experiences

• Non-binary: an individual who does not fall within the gender binary and may identify with multiple genders or be gender non-conforming

• Omnigender: an individual who experiences or identifies with all genders

• Polygender: an individual who displays different parts of various genders

• Transgender: an individual who identifies with a different gender than assigned at birth

• Two-Spirit: an Indigenous individual who expresses different sexualities and genders which encompass both the masculine and feminine range

Simply learning about these different terms elevates our understanding and appreciation for the LGBTQ+ community. Through open curiosity and courageous actions, we can forge the way for an inclusive workforce, equal rights, and widespread acceptance for different genders and sexual orientations. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Why are Pronouns Important?

In many languages, including English, pronouns are words that replace nouns. There are many types of pronouns, from demonstrative to interrogative to indirect. This blog will discuss the usage of personal pronouns to create an inclusive, welcoming, and open workplace. When we refer to people without using their names, we use personal gendered pronouns like he, she, and they. These words are especially important to the LBGTQ+ community as trans, non-binary, and gender non-conforming individuals may feel excluded due to incorrect pronouns. Using the correct pronouns fosters a sense of trust and respect which affirms a person’s gender identity. 

While these little words may not seem like much, pronouns are a vital way to create an inclusive environment. Many of us may identify with the gender and pronouns assigned at birth, but others may use different identifiers. For example, a transgender man will often use he/him pronouns to reinforce his gender identity. Keep in mind that we don’t necessarily know a person’s pronouns by looking at them. Different people may identify as non-binary and use they/them pronouns instead of the gendered her or his. If allies are unsure about which terms to use, the best practice is to politely ask individuals what they prefer to be called. When first meeting new coworkers, make an effort to share pronouns as a normal part of the conversation. Once we know how different individuals identify, we must do our best to remember their pronouns and use them in conversations. By being considerate and courageous in our actions, we show our respect for diverse coworkers and ensure that they feel welcomed in the workplace.

Below is a non-exhaustive list of gender pronouns: 

While words like they and he may be familiar to us, there are also neo pronouns like ze and ve, which may be less commonplace. Oftentimes these newer terms are used by gender non-conforming or genderqueer individuals who resist current labeling or categorization. Regardless, these pronouns are just as valid, and we must try our best to incorporate this new vocabulary into our lexicons. 

Cisgender allies, individuals who identify as the gender they were assigned at birth, should do their best to understand and appreciate the nuances of gender non-conforming and neo pronouns. Stereotypical gendered language is pervasive in the workplace, and it’s our job to take the first steps towards inclusion. Instead of starting meetings by saying, “Good morning, ladies and gentlemen,” consider using phrases like, “Good morning, everyone!” With these small changes, we can make gender non-conforming individuals more comfortable in our offices. Additionally, we must do our best to avoid misgendering our LGBTQ+ coworkers. Sometimes mistakes happen, and an incorrect pronoun may slip out in conversation. When this occurs, quickly correct yourself and apologize if you have offended the individual. Our role as allies is to support and value the diversity of the LGBTQ+ community by respecting their pronouns and gender identity. Through these courageous actions, we inspire positive change and an uptake in inclusion.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

5 Statistics Related to the LGBTQ+ Community

The best way to increase acceptance and understanding is through education and awareness. During Pride month, we have the opportunity to learn more about our LGBTQ+ coworkers and understand the history of the gay rights movement, current struggles that queer communities face, and new generations’ views of gender and sexual orientation. Here are five astounding statistics about the LGBTQ community and their experiences in the workplace: 

1. Millennials are more than two times as likely to identify as LGBTQ and more likely to identify as non-binary than previous generations. -GLAAD

2. 78% of Generation Z agrees that “gender does not define a person as much as it used to.”  -Wunderman and Thompson

3. While only 4.5% of the current US population identifies as LGBTQ, the queer community makes up 20 - 40% of homeless individuals. -National LGBTQ Workers Center

4. Non-binary individuals often experience double the unemployment rate when compared to the general population. -Injustice at Every Turn

5. “25% of LGBTQ+ people report experiencing discrimination based on sexual orientation or gender identity in the past year—half of whom said it negatively impacted their work environment.” -National LGBTQ Workers Center

We deepen our understanding of the LGBTQ+ community through these facts, gaining insight into their personal and professional challenges. We must be intentional in becoming more knowledgeable and inclusive of our LGBTQ+ peers and coworkers.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

What is the Difference Between Sex and Gender

While many may use the terms “sex” and “gender” interchangeably, there is a great difference between these words. In order to foster a sense of diversity, we must understand the distinctions which separate these phrases. This blog will define both sex and gender, highlighting their differences and sharing how to use these terms in an inclusive light. 

Sex is defined as the genetic factors which determine a human being’s reproductive functions. This characteristic is usually assigned at birth by doctors due to the child’s genitalia. A person’s sex often includes biological features, like their genes and hormones, as well as physical traits. However, a common misconception is that sex is limited to the male and female binary. In reality, there are a few different medically supported sexes. One of the most common is intersex people, born with a discrepancy between their internal and external sex characteristics. Nearly 2% of the world’s population has intersex traits (Amnesty International). That’s around the same number of people born with red hair! In addition to this, there are multiple other designations for people born with unique hormone production, combinations of chromosomes, and physical traits. 

In contrast to sex, gender is a social construct determined by cultural roles and personal identifications. Gender can be viewed on a spectrum rather than the previous binary of male and female. When meeting new individuals, it is integral to never assume their gender, especially if you are unsure of their pronouns or preferences. Most people do identify as men or women, but some may identify with both, neither, or somewhere in-between the two. For example, some non-binary individuals often use they/them pronouns to distance themselves from male and female designations. Others may use a unique combination like she/they to demonstrate their affinity to one side of the spectrum. Lastly, a person’s sex and gender do not have to match. This is often the case for transgender individuals who were assigned a different sex at birth. If we are confused about a new coworker’s gender, we should ask politely for their pronouns and chosen identity! Once we have this information, a few Google searches can help us better understand our teammate and ensure that they feel welcomed and included in office culture.

While the difference between gender and sex may still be difficult to comprehend for some people, it’s important that we make an intentional effort to learn about these factors as they strongly contribute to diversity, equity, and inclusion. Understanding the idiosyncrasies between these two terms can help us appreciate and accept members of the LGBTQ+ community. Through this process, we can incorporate messages of gratitude and inclusion into our daily interactions as we become more informed and welcoming individuals.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

What Does Queer Mean?

The “Q” in the LGBTQ+ acronym stands for queer. Previously used as a slur against the gay community, it is important for us to understand the definition of this word and learn how to use it appropriately. 

Throughout LGBTQ+ history, homophobic groups often used the term “queer” to portray gay individuals negatively. Currently, some members of the gay community have reclaimed the word to describe sexual orientations or gender identities other than heterosexual and cisgender. Additionally, others may use “queer” because their sexuality or identity is too complex to fit into current labels. Technically, all LGBTQ+ members could identify as queer, but not everyone chooses to do so. Some still feel residual hurt from the harsh uses of this word in their past. Due to this, allies should be careful and considerate about their usage of this word. Never call a gay coworker queer unless they have given you permission to refer to them with this term. When in casual conversation, avoid using the term “queer” and instead use words like LGBTQ+ or gay. 

By learning about this term, we gain a deeper understanding of the gay community and its historical challenges. While newer generations have reclaimed the word “queer,” there is still a high chance that this word may elicit anxiety or fear in other LGBTQ+ members. We must do our best to be inclusive of both groups by being compassionate and considerate with our language. However, with this new knowledge, we can better communicate with coworkers who may identify as queer and foster a sense of support and inclusion.

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

What Does Non-Binary Mean?

Gender equality has always been a strong part of diversity, equity, and inclusion initiatives. However, current shifts in gender inclusivity have added new topics to this discussion. Growing communities of gender non-conforming and transgender individuals have expanded the male and female dynamics. One of the most common gender identifications is non-binary. These individuals do not consider themselves to be simply male or female; rather, their identity falls between these labels on the gender spectrum.

Non-binary describes any individual who does not exclusively identify as a man or a woman. This gender may mix and match characteristics from either gender, lean towards one side of the gender spectrum, or distance themselves from male and female traits completely. It is not always possible to label someone as non-binary simply from their clothes, hair, or body parts. Instead, allow those around you to come out as non-binary and share which pronouns they prefer. Oftentimes these individuals will use they/them terms or a combination of gendered and non-gendered pronouns, like she/they. Each non-binary person is different and will have a unique version of their gender expression. If you find yourself confused, consider delving deeper into credible research about gender identities, listening to the stories from non-binary speakers, or approaching your gender non-conforming team members with polite and curious questions. 

When in the workplace, respect should always be the number one priority. Some non-binary employees will be open to sharing their stories and proudly display their pronouns, but others may be more reserved and closeted. Meet these team members where they are and ensure that they feel valued and understood. Most importantly, listen when gender non-conforming individuals divulge their experiences and take their words to heart. Ease their work lives by using the correct pronouns for coworkers. Over 30% of the LGBTQ+ community has reported that being repeatedly misgendered elicits feelings of depression, doubt, and anxiety (Healthline). As allies, we can incite inclusion through intentional language and caring actions, fostering a welcoming workplace for non-binary team members.  

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Four Tips for Creating a DEI Council Charter

            When founding a DEI Council, one of the most integral elements to discuss is the creation of a charter. This document will help guide the group’s meetings, decisions, and initiatives from its conception throughout its future work. A successful DEI Charter interweaves several elements, including a strong mission statement, related goals, leadership assignments, and membership requirements. Through this article, I share the benefits of designing and implementing a charter and breakdown the central tenets of this initiative. 

1.  One of the first things a DEI Council should consider is its mission statement. This set of phrases lays the foundation for all initiatives to come. When dividing the mission statement, consider incorporating key language from the organization’s DEI strategy as well as the central mission of the company itself. Through this piece, we establish the sentiments which will underscore all future efforts of the DEI Council. First, evaluate the general values and goals of the group and devise language that encompasses these ideas into a defined and uniting statement. The following stages of the DEI charter will fall into place under this guiding light.

2. After a strong and clear mission statement has been established, begin listing understandable and achievable goals for the council. Consider employing SMART goals or objectives that are Specific, Measurable, Attainable, Relevant, and Time-based. This step ensures that future initiatives will align with the organization’s mission and create measurable positive change. Attempt to break down larger goals, like increasing the culture of inclusion in the company, into achievable objectives. These smaller and more manageable programs and initiatives will help the council efficiently dedicate their time and resources to achieving their monumental milestones. With the combination of workable projects and affiliated goals, the charter defines the DEI Council’s critical responsibilities and emphasizes positive progress. 

3. Another important aspect of a DEI Council is leadership. In the charter, make sure to include a clear definition of these positions with detailed descriptions of roles and responsibilities. These statements will establish and support the backbone of leadership for the group. While in this section, give some thought to the technicalities of term lengths, elections processes, and committees. I strongly recommend including smaller leadership opportunities to encourage members to develop their communication and interpersonal skills. Additionally, these roles will allow current chairs and officers to recognize and groom organizational talent for upcoming leadership positions. By determining these aspects of the council early on, future transfers of power and leadership changes will progress more smoothly. 

4. The DEI Council charter should establish the central tenets and responsibilities for members. These are enthusiastic about increasing diversity within the organization but may not have the time necessary to serve as council leadership. Similar to the previous section, consider the election of members into the council, expected contributions, and their term lengths — should these be longer, shorter, or the same as leadership term lengths? The answer to these questions revolves around your company’s ideals, employee availability, and DEI strategy. Lastly, establish membership diversity as an integral aspect of the DEI Council. At all times, the council should accurately represent the employee base that they serve. This means a diverse demographic foundation with contributions from different races, genders, generations, and even departments. By integrating these tenants into the DEI Council charter, we ensure that members will remain committed, passionate, and dedicated to elevating diversity and inclusion within the workplace. 

While founding a DEI Council may be daunting, creating a solid charter will provide organizational leadership and future council members with the necessary guidance to enact change and positive progress. Upon establishing the council, set a preliminary meeting aside to either discuss or draft the charter together. Through this act, we gain the support and involvement of employees and move towards a greater understanding of diversity, equity, and inclusion. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. For more information, visit DimaGhawi.com and BreakingVases.com.

Tom Cruise’s Bold Diversity, Equity, and Inclusion Stance

This past week, actor Tom Cruise astonishingly returned his three Golden Globe awards to the Hollywood Foreign Press Association (HFPA). The reason for this action: a stunning lack of diversity and inclusion within the HFPA has led to nationwide criticism of the awards show. This situation emphasizes the importance of intentional action as we create both diversity and inclusion in the workplace. Each one of us has a choice. We can choose whether or not to participate in a system that suppresses and discriminates against others. When confronting this predicament, Tom Cruise chose a reassuring path that emphasizes the three Cs of inclusion, renouncing the titles given by a discriminatory organization and showing us that we, too, can create progress.

• This change starts by being curious and questioning why things are the way they are. In regards to the Golden Globes, Tom Cruise opened his mind to critical thinking and asked why, in 2021, there was still a distinct lack of Black members in the HFPA.

•  Being an ally and driving change requires courage, as exemplified by Tom Cruise’s bold actions. Allyship means being intentionally inclusive and saying “NO” to the old ways of suppression, even if this takes the form of prestigious awards. We each have a role to play, and that will involve bravery from each one of us. 

• Continuing to increase awareness calls for commitment. We must continue the momentum of this moment to break from the old ways of discrimination. From small daily changes to famous actors making a statement, we have to dedicate ourselves to this movement to ensure success. 

There is a ripple effect in Hollywood, resulting in companies like Netflix, Amazon, and Warner Brothers boycotting the Golden Globe awards. These boycotts grew into a massive wave demanding change as NBC announced the cancellation of the 2022 awards ceremony, calling for immense change within the HFPA. Through this messaging, NBC and other organizations have demonstrated the importance of standing up for diversity and inclusion. This event illuminates the power that organizations have to create change and illustrates the intentional commitments we must make to ensure inclusion. 

Stories like this excite me because they create a strong positive ripple effect that challenges oppression and helps to increase awareness. By channeling this progress, we can continue the momentum of change and champion the values of DEI on a larger platform. Through this event, we see the power of both the individual and the organization as a whole to create impactful change and motivate positive progress. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Uncover Your Unconscious Biases

Unconscious biases are subliminal prejudices that influence the way we make decisions. These practices often negatively impact our businesses, leading to an unhealthy workplace. We each have over 180 biases. In this blog, I share information about fifteen of the most common ones and provide examples for each. With the knowledge of these biases, we can begin the conversations needed to create an inclusive workplace for all. 

Affinity Bias: Responding more positively to individuals with a similar race, gender, sexual orientation, etc.

 A supervisor is considering employees for a promotion. One team member reminds the manager of themselves when they were just starting out in the field. Based on this information, the supervisor promotes this employee. 

Anchoring Effect: Relying too heavily on the first piece of information offered 

A manager reviewing resumes for possible candidates notices that one individual attended an Ivy League college. Without reading the rest of the resume, the manager offers the candidate an interview. 

Bandwagon Effect: Jumping on board with something primarily because other people are doing it

When making corporate decisions, managers are swayed to agree with large groups and fail to discuss unique options. 

Beauty Bias: Prejudices based upon the attractiveness, superficial personality, or physical appearance of an individual 

A survey of Fortune 500 companies found that male CEOs are 2.5 inches taller than the average man. People unconsciously perceived tall men as powerful, smart, and capable when compared to shorter men.

Confirmation Bias: Seeking information that supports one’s beliefs and ignoring details to the contrary

A CEO who believes the organization does not need to improve diversity and inclusion conducts a workplace survey to investigate the status of diversity and inclusion. When reviewing the results, the CEO highlights and reports all the positive comments and overlooks areas of improvement. 

Guilty By Association: Unfairly judging individuals by the company they keep 

A new employee is assigned a desk next to known slackers in the office. After some time, the employee becomes friends with these individuals, and the manager notices. In performance evaluations, the manager penalizes the new employee for being a slacker, even though they have met all deadlines.  

Hasty Generalization: Making a large claim based on a small amount of information

A supervisor has a team of 300 employees. When conducting a workplace survey, the manager only asks three employees for their opinions. The manager then makes executive decisions based on this small sample size. 

Halo/Horn Effect: Allowing impressions of an individual in one area to influence the overall impression

A manager invites two equally high-performing employees to an upper management meeting. One comes dressed in a well-tailored suit, while the other wears slacks and a button-down. The upper management team believes that the employee in the tailored suit is a more effective employee and should be promoted, while a performance review should be conducted of the other employee.

Herd Mentality: Adopting specific thoughts, prejudices, or behaviors to fit in with a certain group of individuals

A manager joins a company with a pervasive sexist office culture. When given the chance to hire a new team member, the manager only interviews men for the position and unconsciously disregards female applicants.

Hindsight Bias: Believing that a past event was predicted without any reasoning or evidence 

A candidate fails to prepare for a job interview and has a bad interaction with the hiring manager. When the candidate does not get a job offer, they insist that they wouldn’t have been hired anyway. 

Negativity Bias: Allowing adverse events to overshadow equal positive events 

Employees have three great quarters and one quarter below average. In performance reviews, the manager focuses the majority of their evaluation on the negative quarter. 

Optimism/Pessimism Bias: The likelihood to overestimate a positive/negative outcome based on attitude

In the morning, news is shared that the company met all its deadlines and goals and saved money over the past fiscal year. In the afternoon, during a team meeting, the marketing plan for the following year is discussed. Exciting and innovative ideas are presented that will use the entire year’s budget by the second quarter. Everyone is excited and sees the rewards from this plan and gets started right away.

A hiring manager is late to work due to a flat tire. After getting in, they only have a few minutes before an interview. They doubt that the candidate will be hired and think they will need to start the search from all over.

Self-Serving Bias: Taking personal credit for positive events but blaming outside forces for negative events

When getting a promotion, an employee states it is all because of their hard work and diligent effort; however, when falling short of a deadline, the employee blames faults on their team members. 

A manager takes credit for a great quarter of sales but blames their team for the following below average quarter. 

Slippery Slope Fallacy: Rejecting an idea with little to no evidence simply because someone insists it will lead to an adverse major event

A prejudiced supervisor arguing that hiring one minority employee will lead to the deterioration of company culture and, eventually, the fall of the organization. 

Stereotypes: Overgeneralized beliefs about a particular group of people

 A manager assumes that an Asian employee is good with math and assigns them to certain projects because of this belief. This practice prevents the manager from realizing the employee’s real strengths and viewing all team members equally. 

These definitions and examples allow us to spot biases and accurately correct injustices. With this information, we can strengthen our culture of inclusion and empower employees with a deeper understanding of biases. By increasing our awareness of discrimination, we prevent negativity from subliminally spreading within our workplaces. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Tips For Establishing a DEI Council

Establishing a DEI Council makes it possible to ensure a dedicated focus on DEI priorities. This selected group of employees, including executive sponsors, is responsible for setting the short and long-term initiatives identified by the organization, creating DEI programs, and managing their implementation. The DEI Council is a structured and collaborative way to get employees from across the organization to lead, participate in, and own the DEI initiatives. While this council supports the success of DEI efforts, it also provides personal development opportunities and visibility for its members. 

For the DEI Council to be effective, we need to ensure:

• Support from senior leadership.

• A composition of diverse members from different ethnicities, gender, generation, department, and other dimensions of diversity.

• Clear goals and expectations, structure, and leadership.

• An understanding of their roles as an advisory group and the DEI initiatives-focused team.

• Estimated time commitment: 2-3 hours per week per member. For employees that are billable, ensure that the organization issues a DEI non-billable code.

• A dedicated annual budget to support the DEI Council initiatives.

• An actionable project plan and metrics to track progress.

• An effective council chair and leadership team, rotating the responsibility for creating the meeting agenda and taking minutes.

These eight puzzle pieces come together to create an efficient, representative, and dedicated DEI Council for any organization. By gaining the support of executives and incorporating the advice from employees, we can revolutionize our view of DEI, creating more diversity than ever before. Through the implementation of a DEI Council, our organizations can constantly progress towards a brighter and more inclusive future.  

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Main Areas of Focus in a DEI Strategy

Embarking on the journey of increasing diversity and fostering inclusion in the workplace can seem daunting. However, with a well-defined diversity, equity, and inclusion (DEI) strategy, we can establish a clear plan to execute our DEI vision. To fully ingrain DEI into our businesses, we must integrate our inclusion efforts into all aspects of the organization. Through this blog, I will share key internal and external ways to incorporate diversity into our businesses.

Here are some areas to look into as we put together a DEI Strategy for our organizations:

Internal communications: Ensure the leadership team communicates the company’s focus on DEI in its corporate values, mission statement, and other messaging within the organization. 

Feedback channels: Implement ways for employees to share ideas for increasing DEI or to express concerns about discrimination and harassment in the workplace. 

Employee Resource Groups (ERGs): Create ERGs to bring together employees with similar backgrounds, such as women, people of color, LGBTQ+, and emerging professionals. The most effective ERGs are inclusive and open to everyone – both members and allies.

Recruitment: Determine the most common barriers that affect recruiting historically marginalized groups and seek a diverse pool of candidates. Offering unconscious bias training to hiring managers supports diverse recruitment efforts.

Talent pipeline: Create a talent pipeline to develop diverse candidates for future leadership roles, and ensure underrepresented employees are included in mentorship programs. 

Ongoing workshops: Provide ongoing workshops regarding DEI topics like unconscious bias, working across generations, and handling discrimination case studies.

Roundtable discussions: Plan monthly small group roundtable discussions with executive team members and a diverse group of employees to gain input on workplace culture in relation to inclusion. 

Leadership Compensation: Include the focus on DEI in the leadership team’s performance evaluation and compensation plans. 

In addition to making improvements within the organization, we can exhibit our DEI commitments externally:

External communications and branding: Share the company’s focus on DEI by stating the commitment on the website and through social media posts.

Community engagement: Encourage employees to volunteer with associations and universities serving historically underrepresented groups. 

Putting together and implementing a DEI strategy can feel overwhelming since it needs to be integrated throughout all aspects of an organization. The best way to tackle this process is through a phased approach. We begin by identifying and implementing the low hanging fruits:  initiatives that are easier to start implementing. What matters is creating momentum and gaining buy-in. That is when we are able to foster real long-term change in our workplace and surrounding communities. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

Personal Actions to Increase Diversity and Inclusion

As the world is changing, businesses are evolving to incorporate diversity, equity, and inclusion into their core statements and missions. As individuals, we can also take actionable steps towards increasing inclusion within our daily lives. If companies are dragging their feet in committing to positive reform, do not be afraid to harness your power to create change. This blog will share impactful tips for creating a safe space for our minority coworkers, friends, and family.

Question our Biases

To incite powerful change, we must first look inwards and consider our own biases. Whether conscious or unconscious, everyone holds their own preferences from past interactions, stereotypes, and media. We must take the time to intentionally evaluate our internal prejudices and consider how these thoughts influence our daily interactions. By questioning how we engage with the people around us, we can increase our self-awareness. By becoming more observant of our thoughts, emotions, and behaviors, we begin to manage our inner biases and challenge our negative assumptions. 

Observe our Language

This step is all about creating a safe and inclusive space for minorities who may be negatively affected by our unintentional word choice. Think about this question: Would you like to be on a blacklist? No, of course not! Blacklists come with the connotation of exclusion, isolation, and negativity. What about being on a ‘whitelist’? This term describes groups of people who are deemed to be acceptable and trustworthy. This not so subtle color iconography can hurt minority groups around us by perpetuating racist stereotypes. 

Another example is the “master bedroom.” While this term may be familiar, many forget that it has ties to slavery. As of 2020, many real estate companies have actually removed the usage of “master bedroom” from their online listings to create a more comfortable buying experience for clients. We must be careful and conscious about our word choice and language. While some may see this as an inconvenience, I see it as an opportunity to protect and support minority groups. These small changes are overwhelmingly worth it to make those around us feel comfortable. Remember, words have power!

Replace Fear with Curiosity

A recent research study showed participants pictures of unfamiliar faces and tracked their neural responses. When individuals were shown faces from people of color, the fear center of the brain lit up! However, if participants were given a new face with a short story about the person, the fear response decreased incredibly. By increasing our curiosity and exposure to unique people, we can replace this alarm with comfort and acceptance. By learning about minority groups and their history in America, we begin to understand the hardships they have faced and the systematic oppression that stands in their way. This knowledge empowers us to break through biases and stereotypes and forge an inclusive environment. 

Get Connected

COVID-19 has driven a wedge in so many of our personal and business relationships. With the constant usage of face coverings, shift to the virtual sphere, and community lockdowns, we are now limited in our social interaction choices. By connecting with old friends and establishing new relationships with diverse individuals, we can extend our social circles and learn more about minority communities. Getting to know people from different backgrounds helps us better understand their stories, hardships, and uniqueness. Mr. Rodgers once said, “Frankly, there isn't anyone you couldn't learn to love once you've heard their story.” The more we connect with people, the more we relate to them and foster love and respect in our community. 

Be a Courageous Ally

In the last year, we have seen the importance of standing up for groups facing injustice and working alongside minority groups to make a change. A good ally listens to the stories of the oppressed, learns from their experiences, and takes positive action. We should be intentional and committed in our support of minority groups. This step includes observing our environments and speaking up when others may not be able to. Just because people are silent and accepting of something, it does not mean it is right. We can bring the light needed to illuminate wrongdoings and encourage positive change. 

With these actions, we can all move closer to a truly inclusive community. Revolutionary change starts from within, and we take the first steps today by increasing our curiosity, questioning our biases, and committing to allyship. These steps will allow an inclusive personality to bloom within ourselves, and this positivity will ripple into our families, workplaces, and surrounding communities. 

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.

How Different Organizations View Diversity, Equity, and Inclusion

More and more organizations have rethought their Diversity, Equity, and Inclusion (DEI) strategies. However, some are still struggling to implement positive change or even acknowledge the benefits of diversity. When I evaluate a business, I categorize their view of DEI into one of the five below. As you and your team embark on your journey towards inclusion, I encourage you to evaluate your current position and think about the initiatives needed to move forward.

Reactive

These businesses take an aggressive stance against DEI measures. Many of these organizations may be led by misinformed leaders who strongly oppose DEI. The main issues with these organizations is FEAR and misinformation.  They resist change and do not want acknowledge value of DEI.

Nice to Have

At a “nice-to-have” organization, DEI is mentioned but not truly implemented. The leadership team focuses on the limitations of money and time, preventing progress towards inclusion. For these companies, it will never be the “right time” to begin a DEI initiative. While they are not outright hostile, leaders continuously push diversity and inclusion to the wayside. In an effort to move to the next level, employees can petition for increased DEI training and look for fiscally responsible ways to incorporate diverse values.

Realizing the Value of DEI

With the rise of the Black Lives Matter movement and the increased visibility of racial injustice, many organizations are recognizing the importance of DEI. In these companies, executives understand that DEI is valuable. These organizations may focus on the public relations aspect of DEI, superficially committing to training and external statements to help their brand, but they are not supported with a clear strategy and detailed initiatives.

Dedicated 

The “dedicated” stage is a positive place for organizations to be! The leadership team have a documented strategy and are intentional in implementing the DEI initiatives. The executives, managers, and employees are bought into the concept of DEI. These organizations are continually learning and progressing in their DEI initiatives and they encourage dialogue related to DEI topics.

Essential

At the “essential” level, DEI is weaved into the fabric of the culture. It plays a critical role in all internal and external communications, hiring and promotion practices, training, personal development opportunities, and supplier business partner selection. Organizations in this phase challenge the norm, establish best practices, and keep DEI at the forefront of their daily operations. While it is great to aspire to be this level, I believe many teams are on their way! 

How do you rank your organization on this scale? Are there any barriers preventing DEI progress in your teams? What can we do to overcome these limitations and create a more inclusive work culture?

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Dima Ghawi is the founder of a global talent development company. Her mission is providing guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within their organization.

Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential.