April - 2022

As we start Q2, it's time to revisit our goals for the year, check how much progress we've made and reassess the priorities for the upcoming months. If your organisation is not advancing its DEI goals, know that you are not alone and it's never too late to reshuffle and do things differently. But it's important to understand what is undermining progress.From our experience, there are several factors that compromise the success of DEI programs. Lack of accountability is one of them, but it's not the only one as you can read in the articles linked below:


Let’s start with a question: have we been looking at DEI backwards?

Should we switch the focus from corporation-level programs to grassroots initiatives? After all, leaders can no longer ignore employee activism. To hire and retain a new generation of talent, leaders should respond proactively to the increasing pressures from the workforce.

And it’s not only employees who demand more inclusion. Consumers' shopping decisions are becoming increasingly influenced by social values.

On a different note, and because gender conversations should continue beyond March 8th, this is how shoes can work to highlight and deepen workplace inequities.

To wrap-up, if you’re part of a global team, it’s important to address DEI with a diversified lens that takes into account local contexts. Otherwise, DEI will remain an “American issue”.


Cancel Culture: How Leaders Can Overcome the Fear of Speaking Up (Article)

A leader’s accountability is not to get their words perfect, but to find the courage to overcome the fear of speaking out, roll up their sleeves and move the organisation into the real work of addressing what’s stopping diversity, equity and inclusion.

ERGs: Do they increase exclusion or build inclusion? (Article)

ERGs should be seen as strategic business groups who can fundamentally move the organisation forward. To create impact, ERGs must be able to extend their impact outside of themselves.

Psychological Safety at Work: a Performance Issue (Article)

Companies like Google have found that psychological safety is one of the key elements that make their teams effective. However, it’s a misconception to think that psychologically safe work environments are the norm. In fact, they are rare.

Creating a Psychologically Safe Space Through Authenticity and Vulnerability (Podcast)

This podcast episode brings Lee Jourdan, member of Pulsely's Advisory Board and former Chief Diversity Officer at Chevron Corporation discussing how he used his leadership role to increase the representation of women, black people, and other minorities in the workplace.