How Official and Unofficial Mentorship Helps Companies Retain DEI Talent

As companies and organizations become more aware and proactive about diversity, equity, and inclusion (DEI), greater emphasis is being placed on recruiting diverse talent. From my experience, however, if the change is to be sustained, the focus is better placed on retention and advancement (see my previous blog posts about Focusing on Retention, Clogs in the Leadership Pipeline, and Succession Planning). One key strategy in retaining diverse talent is mentorship. In today’s post, we will take a look at why mentorship is important, what a mentorship program might look like in an organization, and the role of unofficial mentorship, otherwise known as sponsorship.

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Amplifying Asian Voices

I was a guest speaker on a live “Dare to Differentiate” event where I share about speaking up, advocating against AAPI Hate, and sharing your story. Check out the replay below!

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What My Dog’s Bathroom Habits Taught Me About Diversity, Equity, and Inclusion

What My Dog’s Bathroom Habits Taught Me About Diversity, Equity, and Inclusion

I have a 2-year-old Chocolate Lab named Sora. She’s the runt of her litter; short, compact, and dense. I love her to pieces and I’ve taken about 5,000 photos of her. My wife even started her own Instagram account. But as cute and loveable as she is, there’s something different about her: she pees like a male dog.

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Racial Tension, Microaggression, and Bystander Intervention: How Do We Respond?

Racial Tension, Microaggression, and Bystander Intervention: How Do We Respond?

Recently, I was sitting in the waiting area of a restaurant with a friend when an amiable individual turned to us and started a conversation. This person (who was White) asked my friend, “Where are you from?”

My friend answered, “California.”

To which the person responded, “No, where are you really from?”

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How Do We Convert Hurt to Healing? My Response to AAPI Hate

How Do We Convert Hurt to Healing? My Response to AAPI Hate

Disbelief and grief. These were my two main feelings when I first encountered the news about the recent shootings in Atlanta that took the lives of 8 people, 6 of whom were Asian American. It all felt surreal as I conversed with friends from the Asian American community. In a way, this incident put a spotlight on what has already been happening in America for centuries but accelerated during the pandemic, influenced in part by popular American leaders negatively associating the virus with Asians and calling COVID-19 the “China Virus” and “Kung Flu” among other names. While I think it’s long overdue that mass media pays attention to the Asian American and Pacific Islanders (AAPI) experience, I’m saddened that it took such a tragic event to put Asians on the front-page news.

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5 Ways to Improve Diversity in Senior Leadership Positions

5 Ways to Improve Diversity in Senior Leadership Positions

Leadership teams of major organizations haven’t historically been diverse, but there is a way to make things better. Diversity in senior leadership teams takes intention, work, and planning. In my previous articles, we examined how retaining underrepresented talent as well as identifying where minority staff aren’t given promotions in your organization are keys to fostering a diverse workplace. However, if you really want the diversity within your organization to flourish, you need to create and implement a clear succession planning strategy so that underrepresented individuals have opportunities to advance all the way through, from entry-level to VP and even extending to C-Suite positions.

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Identify the Clogs in Your Leadership Pipeline to Improve Your Organization’s DEI Strategy

Identify the Clogs in Your Leadership Pipeline to Improve Your Organization’s DEI Strategy

As greater numbers of organizations seek to include more ethnically and culturally diverse people in their workforces, it becomes increasingly important to address differences in representation among the various levels of staff and leadership. In my previous article, I shared about the importance of retaining staff from underrepresented communities and looking for “leaks” in the company. Today, we will examine the problem of “clogs” in the leadership pipeline that prevents some employees from moving up in an organization.

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Focus on Retention Before Recruitment to Strengthen Your Organization’s DEI Strategy

Focus on Retention Before Recruitment to Strengthen Your Organization’s DEI Strategy

Recent studies are proving what many have suspected for years: More diverse workforces outperform less diverse ones. McKinsey’s Diversity wins: How inclusion matters report, published in May 2020, states that companies in the top quartile of ethnic and cultural diversity were 36% more likely to outperform companies in the bottom quartile[1]. So, if your corporation is not ethnically and culturally diverse, then you do not currently have the best talent available.

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How to Revolutionize Ethical Leadership Training

In a recent webinar, I share about how organizations can engage employees at all levels to improve ethical conduct, through a video-based training approach. This is based on my work helping every T-Mobile employee Do It the Right Way.

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Diversity & Referrals: The Ultimate Double-Edged Sword

In this interview, I share how organizations can build a diversity retention program that complements their recruiting efforts.

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