We are the leading national network of professionals and organizations — a catalyst to enhance professional development, understanding, promotion and management of diversity and inclusion as an essential part of organizational success.
After interviewing DEI officers from several organizations, Rhodes College would like to get a more widespread understanding of the emotional labor experienced by employees who spend more than 50% of their time working on diversity-related initiatives.
They hope to publish their results to educate both practitioners and researchers alike on ways to support DEI initiatives and change organizational cultures for the better. They are a group of researchers, teachers, and consultants who want to help organizations become more equitable and inclusive.
Therefore, we are asking for your assistance. If you consider yourself a Diversity, Equity, and Inclusion professional, please take 15-20 minutes to fill out our survey. Findings will be reported within the next year. Thank you for your willingness to share your experiences.
Questions? Feel free to contact Kelly Weeks at firstname.lastname@example.org if you would like more information.
“Frustration comes from people just not understanding. And you get tired of educating. You get tired of explaining. You get tired of selling people on your value, and you just get tired of ignorance some time.”
“I think it’s when people are not getting it. When they don’t get it. and the same people that you constantly are giving feedback to, or who you’re educating, who you’ve had many a conversation with, and they still just don’t get it, and it’s just exhausting, it’s draining, it’s emotionally draining. Because you know if you’re doing this work, you obviously have a passion for it, and you’re like, ‘seriously you’re not getting it?’ and you just want to throw your hands up, and you really can’t.”
“It is because just suppressing your emotions is emotionally draining. It takes a lot of emotional labor just to do that. So other people are free to react. I have to think about if I react a certain way, what is that going to do for the work that I’m doing.”
Learn from and connect with leading professionals in the field who contribute to the Forum regularly and teach the benefits of diversity and inclusion.
Amidst all of the challenges the workplace has experienced this year, diversity, equity and inclusion (DEI) has emerged as one of the most pressing issues. Although it has long been recognized as an issue, the events of this year have catapulted it to the top of the list for many organizations. The 2020 PwC Global Diversity & Inclusion Survey had an all-time high of 76% of the respondents indicate that DEI “…is a priority or value” of their organization”.
The Black population of the U.S. is diverse and growing. Its members have varied histories in the nation. As a result, there are key distinctions in demographic and economic characteristics between different parts of the national Black population, highlighting its diverse multitude of backgrounds. The analysis presented in this report and about the Black population of the United States combines the latest data available from multiple data sources.
Greater Rochester Chamber of Commerce, in partnership with the United Way of Greater Rochester, invites you to become a partner organization in Greater Rochester’s 21-Day Racial Equity Challenge. Originally developed by racial justice educators Dr. Eddie Moore Jr., Dr. Marguerite Penick-Parks and Debby Irving, this renowned program has been embraced by a coalition of local leaders, and is being adapted for the Finger Lakes Region.
The Summit values diversity and is committed to creating an inclusive professional environment – one where individual differences are respected and valued. They pride themselves on hiring great people with a variety of perspectives and cultural backgrounds.
SUNY Brockport's office of equity, diversity, and inclusion guides efforts to communicate to the College and outside community Brockport's commitment to diversity and equity. They develop and monitor the College's Diversity Plan; prepare and analyze reports to monitor success; and conceptualize and cultivate diversity as an institutional and educational priority.
By Michael Boucher – Two things really caught my attention this past week: One was a repost from Protest Therapist @ihategender (posted by Nanette D. Massey) that said: ‘Too many aspiring white allies think racial justice is about diversity, inclusion and multiculturalism. No, no, no sweetie. This is about overthrowing power that benefits you, disproportionately often exclusively..."
By Michael Boucher – Two things really caught my attention this past week: One was a repost from Protest Therapist @ihategender (posted by Nanette D. Massey) that said: ‘Too many aspiring white allies think racial justice is about diversity, inclusion and multiculturalism. No, no, no sweetie. This is about overthrowing power that benefits you, disproportionately often exclusively. Are you ready to sacrifice access, entitlement, innocence?’ The other was Tre Johnson’s article in the Washington Post “When black people are in pain, white people just join book clubs”.
By Mauricio Velásquez – I have always specialized in hostile or militant audiences but from time to time even I have to step back and pause for a second. Current events are always “fair game” in my workshops; it is what makes my sessions current, electric and never boring. Recent moments of truth in my sessions lead me to pen an update to the original article I wrote many years ago. The recent rash of horrible racial injustices (some say pattern) of Ahmaud Arbery to Breonna Taylor to George Floyd to Amy Cooper has erupted into a national conversation about racial injustice, white privilege, inequity, diversity, inclusion, and more.
By William Shackelford – In 1968 when Dr. Martin Luther King, Jr. was assassinated I was a college student in Atlanta Georgia and immediately thrusted into the middle of the movement that would change the nation. We had great leaders in the Black community in Atlanta – and in the nation – who helped us understand, process and react to the events around us. In 1992 riots broke out in America after the acquittal of the four police officers involved in the beating of Rodney King. My three kids were all teenagers at the time, and we talked with them to help them understand, process and react to the events around them. Unfortunately, we are here again in a confusing and terrible time of racial strife in America.
Virtual | Online
Join the Visitor Industry Council's I.D.E.A. Committee for its next session in a series of training opportunities to engage Visit Rochester ...
Virtual | Online
We create strong connections and personal relationships that lead to inclusive, engaged and successful businesses.
Our focus is on the importance of diversity, inclusion and equity as key elements to an organization's excellence.
We train in attracting, developing and retaining talent to reach the concepts of diversity and inclusion further.
Get news from the Workforce Diversity Network in your inbox.
For over 20 years the Network has been the standard of excellence in the Rochester region in providing continuous support to its member organizations as they develop their diversity and inclusion initiatives. As a non-profit 501c3 corporation, we have organized some of the largest and most highly regarded conferences in the country focused on the importance of diversity, inclusion and equity as key elements of successful organizations.
Workforce Diversity Network
150 State Street, Rochester, New York 14614, United States