md传媒国产剧

Project Summary

Over the past few years, organizations and employees alike have turned their attention toward addressing the social inequities in the workplace made starkly visible by the pandemic. While much progress has been made in this space, this increased attention has also led to increased recognition that diversity, equity, and inclusion (DEI) programs can stall, fail, or even backfire if not implemented thoughtfully. Too often, when implementing DEI programs organizations place more emphasis on diversity and inclusion than on equity despite the fact that the majority of U.S. workers (88%) believe fairness is extremely important or very important in the workplace. What鈥檚 more, equity often serves as the foundation for successful DEI strategies, improving employees鈥� job satisfaction, work engagement, perceptions of inclusion, as well as the retention of diverse talent.2 In this context, there is new urgency for innovative perspectives that bring equity front and center in U.S. workplaces.

By addressing inequities within and across employment systems, organizations can identify where most inequities occur and identify the action steps needed to rectify these inequities on an employment system-by-system basis. This has been a challenge for decades, as organizations have struggled to translate research findings into actionable steps to strengthen equity. To aid in this effort, this study identified seven pathways to change (or 鈥淟evers for Change鈥�) that employers might pursue to strengthen each of the employment systems: policies, practices, planning and evaluation, roles and accountabilities, culture, climate, and communication. Through recognizing and identifying the breadth and depth of inequities in the workplace, the National Study of Workplace Equity provides organizations with a framework and detailed roadmap to address inequities and help their workplaces thrive.聽聽