{"id":516708,"date":"2024-09-12T15:49:27","date_gmt":"2024-09-12T10:19:27","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=516708"},"modified":"2024-10-04T15:49:26","modified_gmt":"2024-10-04T10:19:26","slug":"chro-insights-the-current-state-of-deib","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/","title":{"rendered":"CHRO Insights: While DEIB is Evolving, it\u2019s not Disappearing | In Conversation with Sonia Mathai"},"content":{"rendered":"\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>When diversity isn\u2019t authentic, it\u2019s like forcing yourself to eat a vegetable you don\u2019t like\u2014you either get it out of the way first, or you choke it down at the end because you have to.<\/p>\n<\/blockquote>\n\n\n\n<p>DEIB has always been a tough challenge. Companies have made strides\u2014hiring diversity leaders, launching ERGs, and driving home the <a href=\"https:\/\/www.springworks.in\/blog\/how-to-improve-diversity-and-inclusion\/\">importance of workplace diversity<\/a>. These initiatives pushed DEIB into the spotlight.<\/p>\n\n\n\n<p>But today, the momentum seems to be slowing. <a href=\"https:\/\/www.washingtonpost.com\/business\/2024\/02\/20\/corporate-diversity-job-cuts\/\">DEI teams are being laid off<\/a>, diversity roles are being cut, and priorities are shifting. Have we collectively taken a step back? And with <a href=\"https:\/\/www.springworks.in\/blog\/qa-deib-in-2024-with-patricia-souza-can-ai-really-push-the-needle\/\">AI now in the mix<\/a>, will it help us move forward?<\/p>\n\n\n\n<p>To get a clearer picture of where DEIB stands, I spoke with <a href=\"https:\/\/www.linkedin.com\/in\/soniamathai\/\">Sonia Mathai<\/a>, <strong>CHRO at Globality<\/strong>, who has earned multiple accolades for her leadership in advancing DEI.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><a href=\"https:\/\/www.linkedin.com\/in\/soniamathai\/\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13-1024x576.png\" alt=\"\" class=\"wp-image-516710\" srcset=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13-1024x576.png 1024w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13-300x169.png 300w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13-768x432.png 768w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13-1536x864.png 1536w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13-60x34.png 60w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13-480x270.png 480w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-13.png 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure><\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#Q_With_the_recent_trend_of_DEIB_leaders_being_laid_off_and_organizations_like_SHRM_dropping_equity_initiatives_does_this_indicate_the_momentum_around_DEIB_is_slowing_down\" >Q: With the recent trend of DEIB leaders being laid off and organizations like SHRM dropping equity initiatives, does this indicate the momentum around DEIB is slowing down?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#Q_Why_do_you_think_DEIB_efforts_still_fall_short_Is_it_a_systemic_problem_thats_going_to_take_decades_to_crack_or_is_it_a_lack_of_intentionality_from_leaders_when_it_comes_to_DEIB_initiatives\" >Q: Why do you think DEIB efforts still fall short? Is it a systemic problem that&#8217;s going to take decades to crack, or is it a lack of intentionality from leaders when it comes to DEIB initiatives?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#Q_How_do_you_foresee_AI_playing_a_role_in_DEIB_efforts_end-to-end\" >Q: How do you foresee AI playing a role in DEIB efforts end-to-end?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#Q_It_seems_like_theres_still_so_much_work_to_be_done_Does_that_suggest_theres_a_long_way_to_go_with_AI_truly_start_to_solve_for_DEIB\" >Q: It seems like there\u2019s still so much work to be done. Does that suggest there\u2019s a long way to go with AI truly start to solve for DEIB?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#Q_Addressing_unconscious_bias_is_a_significant_challenge_for_HR_leaders_A_2019_meta-analysis_by_psychologist_Patrick_Forscher_and_his_colleagues_found_that_UB_training_did_not_change_biased_behavior_What_are_your_thoughts_on_this_Is_there_a_more_effective_approach_to_tackling_unconscious_bias\" >Q: Addressing unconscious bias is a significant challenge for HR leaders. A 2019 meta-analysis by psychologist Patrick Forscher and his colleagues found that UB training did not change biased behavior. What are your thoughts on this? Is there a more effective approach to tackling unconscious bias?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#Q_Measuring_the_impact_of_DEIB_initiatives_is_often_challenging_How_can_HR_leaders_understand_the_effectiveness_of_diversity_programs_without_relying_solely_on_numbers\" >Q: Measuring the impact of DEIB initiatives is often challenging. How can HR leaders understand the effectiveness of diversity programs without relying solely on numbers?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#Q_Many_of_our_readers_aspire_to_be_CHROs_one_day_Can_you_share_your_journey_to_becoming_an_HR_leader_and_the_key_milestones_that_helped_you_reach_this_position\" >Q: Many of our readers aspire to be CHROs one day. Can you share your journey to becoming an HR leader, and the key milestones that helped you reach this position?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/chro-insights-the-current-state-of-deib\/#If_you_are_an_HR_or_People_leader_and_want_to_collaborate_for_an_article_%E2%80%93_lets_chat\" >If you are an HR or People leader, and want to collaborate for an article &#8211; let&#8217;s chat!<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\" id=\"h-q-with-the-recent-trend-of-deib-leaders-being-laid-off-and-organizations-like-shrm-dropping-equity-initiatives-does-this-indicate-the-momentum-around-deib-is-slowing-down\"><span class=\"ez-toc-section\" id=\"Q_With_the_recent_trend_of_DEIB_leaders_being_laid_off_and_organizations_like_SHRM_dropping_equity_initiatives_does_this_indicate_the_momentum_around_DEIB_is_slowing_down\"><\/span>Q: With the recent trend of DEIB leaders being laid off and organizations like SHRM dropping equity initiatives, does this indicate the momentum around DEIB is slowing down?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>It&#8217;s a shame that mental health and DEIB are being quickly defunded after receiving so much attention during the pandemic.&nbsp;<\/p>\n\n\n\n<p>But here&#8217;s the counterargument I&#8217;m hearing, particularly from CEOs.&nbsp;<\/p>\n\n\n\n<p>It&#8217;s not that they&#8217;re defunding or devaluing DEIB; rather, they&#8217;ve become very data-focused. Unfortunately, the ROI (Return on Investment) so far hasn&#8217;t shown that having dedicated diversity leaders has significantly moved the needle. That\u2019s just the data.<\/p>\n\n\n\n<p><strong>The initial intent was strong: <\/strong>to create standalone teams focused on building strategies and finding the talent needed to achieve diversity goals\u2014whether that be in gender, ethnicity, or other areas. However, we have to acknowledge that big players like Google, Amazon, and Facebook won that battle because they had the deep pockets to outcompete smaller companies. As a result, smaller companies had to pivot and exercise creativity with DEIB efforts since they couldn&#8217;t compete financially.<\/p>\n\n\n\n<p><strong>Now, <\/strong>CEOs aren\u2019t looking to cut DEIB funding; rather, they\u2019re incorporating AI to accelerate and enhance the search for diverse talent in a more cost-effective and efficient manner. They\u2019re not abandoning DEIB initiatives but are opting for a new approach. Technology companies in HR are now positioning themselves as key solutions for DEIB strategies and goals, promising to achieve these objectives with greater efficiency<strong>. <\/strong>&nbsp;&nbsp;We\u2019re observing a transition from depending on individual or team efforts to utilizing technology and tools to achieve the same objectives<\/p>\n\n\n\n<p>&nbsp;&nbsp;The promise of AI lies in its deep integration within a company&#8217;s ecosystem, allowing it to predict future skills gaps and pinpoint opportunities for diverse talent to advance into new roles. It will also track trends, such as a notable decrease in diverse employees within a team. AI will evolve to become more analytical and proactive, shifting DEIB efforts from merely recruiting to a holistic approach that addresses why diverse employees leave and how to make internal adjustments accordingly.<\/p>\n\n\n\n<p>So, while DEIB is evolving, it\u2019s not disappearing. It&#8217;s being reimagined in a way that could be more effective and integrated across the entire employee lifecycle.&nbsp;<\/p>\n\n\n\n<p>This shift represents an exciting new chapter for DEIB, with AI playing a pivotal role in driving meaningful change.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-why-do-you-think-deib-efforts-still-fall-short-is-it-a-systemic-problem-that-s-going-to-take-decades-to-crack-or-is-it-a-lack-of-intentionality-from-leaders-when-it-comes-to-deib-initiatives\"><span class=\"ez-toc-section\" id=\"Q_Why_do_you_think_DEIB_efforts_still_fall_short_Is_it_a_systemic_problem_thats_going_to_take_decades_to_crack_or_is_it_a_lack_of_intentionality_from_leaders_when_it_comes_to_DEIB_initiatives\"><\/span>Q: Why do you think DEIB efforts still fall short? Is it a systemic problem that&#8217;s going to take decades to crack, or is it a lack of intentionality from leaders when it comes to DEIB initiatives?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>I\u2019ve asked myself this question, and I think it took companies way too long to recognize and appreciate the value of having a diverse staff. The fact that it required laws, regulations, and mandates to make this happen\u2014like public companies being required to have a female on the board\u2014is telling.&nbsp;<\/p>\n\n\n\n<p>It became more about <em>&#8216;we have to do this&#8217;<\/em> rather than<em> &#8216;we want this because it enriches the company experience and drives better outcomes.&#8217;<\/em> Data clearly shows that the more diverse an organization, the more successful the outcomes. That should have driven decision-making, but instead, it became about checking the box.<\/p>\n\n\n\n<p>When diversity isn\u2019t genuine, it\u2019s akin to forcing yourself to eat a vegetable you dislike\u2014you either tackle it at the beginning or endure it at the end simply because you have to. However, if you genuinely enjoy the broccoli, you\u2019d include it throughout your meal. This is how DEIB initially was, and it\u2019s the same with AI now. It will take time for people to embrace AI fully, as there are fears it might replace them. Yet, when you look at the bigger picture, there\u2019s a promising partnership to be found.<\/p>\n\n\n\n<p>The same principle applies to DEIB. When you genuinely recognize and value the importance of diverse perspectives, actively seeking out and hiring individuals from various backgrounds becomes integral to your mission. Companies should begin by examining their own practices.\u00a0 Who participates on the interview panels? What factors are being weighed in making a hiring decision?\u00a0 Have efforts been made to remove bias from the process?\u00a0 We must be proactive and answer questions like this transparently in order to build an authentic culture that embraces different viewpoints. When DEIB is treated merely as a checkbox, it becomes apparent, and people can sense the lack of sincerity.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-how-do-you-foresee-ai-playing-a-role-in-deib-efforts-end-to-end\"><span class=\"ez-toc-section\" id=\"Q_How_do_you_foresee_AI_playing_a_role_in_DEIB_efforts_end-to-end\"><\/span>Q: How do you foresee AI playing a role in DEIB efforts end-to-end?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>There are two main aspects to consider.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-identifying-skills-gaps\">Identifying Skills Gaps<\/h4>\n\n\n\n<p>First, AI can help us pinpoint skills and capability gaps before we start recruiting. HR teams and managers can use AI to evaluate whether we have internal talent that can be trained and developed to address future needs. This approach enables a more strategic and deliberate method of talent development. The most effective HR teams and leaders will leverage this technology to enhance their workforce planning efforts.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-bias-detection\">Bias Detection<\/h4>\n\n\n\n<p>Second, AI can help with bias detection and mitigation in the <a href=\"https:\/\/www.springworks.in\/blog\/recruitment-process-optimization\/\">recruitment process<\/a>. For example, AI can analyze job descriptions and flag language that isn&#8217;t gender-neutral or inclusive. I recently learned that words like &#8220;Rockstar&#8221; are considered male-dominated, which I didn&#8217;t realize before. With AI, we can easily remove biased language from job descriptions, encouraging a diverse pool of talent to apply.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-blind-recruitment\">Blind Recruitment<\/h4>\n\n\n\n<p>Another significant shift will be the rise of blind recruitment. When job descriptions are processed through applicant tracking systems like Greenhouse, they will be scrubbed in an effortup to be bias-free before being posted externally.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Resumes could be surfaced with names and locations stripped from them, eliminating information that could lead to biased decision-making.<\/strong> For example, when a manager receives a resume, it won&#8217;t show the candidate&#8217;s name\u2014only their experience. This is where ATS systems are heading.<\/li>\n\n\n\n<li><strong>AI will also help us post job descriptions in places where diverse candidates are more likely to be found<\/strong>. For example, AI might suggest posting in groups where women or minorities are trending. It\u2019s going to make our hiring execution plans much smarter.<\/li>\n\n\n\n<li>There\u2019s also a discussion about <strong>stripping education from resumes to prevent bias in hiring decisions.<\/strong> AI could evaluate candidates based solely on their responses to interview questions and how they align with the job description, making the process more binary. The only exception might be assessing whether the candidate is a cultural fit.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>It\u2019s going to be really interesting to see how this unfolds.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-it-seems-like-there-s-still-so-much-work-to-be-done-does-that-suggest-there-s-a-long-way-to-go-with-ai-truly-start-to-solve-for-deib\"><span class=\"ez-toc-section\" id=\"Q_It_seems_like_theres_still_so_much_work_to_be_done_Does_that_suggest_theres_a_long_way_to_go_with_AI_truly_start_to_solve_for_DEIB\"><\/span>Q: It seems like there\u2019s still so much work to be done. Does that suggest there\u2019s a long way to go with AI truly start to solve for DEIB?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>We&#8217;re just scratching the surface of where AI is going. At this point, yes, it&#8217;s still humans building the algorithms, but eventually, technology itself will take over that process. We&#8217;re already seeing shifts in the engineering field, with compensation data for computer science and engineering roles coming down, as we start to place more emphasis on cognitive and critical thinking skills\u2014things AI can&#8217;t replicate.<\/p>\n\n\n\n<p>Our interviewing methods, questions, and overall processes are going to change rapidly. We&#8217;re in this for the long haul. Right now, AI is being described very loosely; if you ask different companies, they&#8217;ll all claim to have AI, but do they really?&nbsp;<\/p>\n\n\n\n<p>Not necessarily.&nbsp;<\/p>\n\n\n\n<p>But here&#8217;s the thing\u2014if you don&#8217;t integrate AI, you&#8217;ll be left behind. This is just the beginning, and there&#8217;s much more to come.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-addressing-unconscious-bias-is-a-significant-challenge-for-hr-leaders-a-2019-meta-analysis-by-psychologist-patrick-forscher-and-his-colleagues-found-that-ub-training-did-not-change-biased-behavior-what-are-your-thoughts-on-this-is-there-a-more-effective-approach-to-tackling-unconscious-bias\"><span class=\"ez-toc-section\" id=\"Q_Addressing_unconscious_bias_is_a_significant_challenge_for_HR_leaders_A_2019_meta-analysis_by_psychologist_Patrick_Forscher_and_his_colleagues_found_that_UB_training_did_not_change_biased_behavior_What_are_your_thoughts_on_this_Is_there_a_more_effective_approach_to_tackling_unconscious_bias\"><\/span>Q: Addressing unconscious bias is a significant challenge for HR leaders. A <a href=\"https:\/\/hbr.org\/2021\/09\/unconscious-bias-training-that-works\">2019 meta-analysis<\/a> by psychologist Patrick Forscher and his colleagues found that UB training did not change biased behavior. What are your thoughts on this? Is there a more effective approach to tackling unconscious bias?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Yeah, it&#8217;s tough because our biases are shaped by our own experiences, and sometimes bias and opinions can blur together. The most effective training\u2014whether it&#8217;s bias training or something else\u2014needs to resonate with the audience. If it&#8217;s too broad or overwhelming, people will just tune it out, like another generic harassment training.<\/p>\n\n\n\n<p>When we developed our bias training program, we took a more customized approach. Since we are a global company with a distributed team,we focused on how certain words are interpreted differently in each location. For example, certain words have different meanings in the US and the UK. We created a curriculum that was culturally relevant and interactive, making it more engaging for our employees.<\/p>\n\n\n\n<p>This approach works well only in a smaller company where you know your team and can tailor the training to their specific needs.&nbsp;<\/p>\n\n\n\n<p>It\u2019s a missed opportunity if you don\u2019t customize training in a small company, especially when it can align with your values and resonate more effectively with your people. Our bias training is part of the new hire onboarding process, and we regularly post reminders or new insights to keep it fresh. The goal is to make at least one person walk away thinking, <em>&#8220;I had no idea.&#8221;<\/em><\/p>\n\n\n\n<p>After any training, it&#8217;s crucial to ask,<em> &#8220;Was this valuable to you? If so, where? If not, where did we lose you?&#8221;<\/em> Companies need to constantly challenge and refine their training efforts to ensure they\u2019re making an impact.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-measuring-the-impact-of-deib-initiatives-is-often-challenging-how-can-hr-leaders-understand-the-effectiveness-of-diversity-programs-without-relying-solely-on-numbers\"><span class=\"ez-toc-section\" id=\"Q_Measuring_the_impact_of_DEIB_initiatives_is_often_challenging_How_can_HR_leaders_understand_the_effectiveness_of_diversity_programs_without_relying_solely_on_numbers\"><\/span>Q: Measuring the impact of DEIB initiatives is often challenging. How can HR leaders understand the effectiveness of diversity programs without relying solely on numbers?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>It\u2019s a combination of relying on data and numbers. As tools and technologies evolve to create bias-free outreach efforts, we\u2019ll also need to study the data more closely:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Who are we promoting?&nbsp;<\/li>\n\n\n\n<li>Who are we identifying as high potential?&nbsp;<\/li>\n\n\n\n<li>Who is leaving our company, and why?&nbsp;<\/li>\n\n\n\n<li>What are the motivating factors for those who left?&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>For example, women may be taking fewer risks now, so how do we craft a message that emphasizes security, stability, and flexibility? Talent is not a one-size-fits-all model, and different issues will require different approaches at different times.<\/p>\n\n\n\n<p>It\u2019s crucial that someone is ahead of these issues and cares enough to surface this information. Going forward, data will be more accurate and accessible, but we also need to be honest with ourselves.&nbsp;<\/p>\n\n\n\n<p>HR and DEIB leaders can advocate for change tirelessly, but without buy-in from managers and leadership, their efforts are likely to fall short. Achieving meaningful progress requires a unified commitment, with everyone\u2014from the CEO to individual managers\u2014consistently demonstrating the importance of these initiatives. For these efforts to make a real impact, they must be genuine and authentic.<\/p>\n\n\n\n<p>When goals are set too high or expectations are unrealistic, people quickly see through it, leading to disappointment. It\u2019s crucial to have continuous efforts that are deeply woven into your culture, values, and operational standards. When these initiatives are authentic and integral to the organization, the goals you set become more credible and, crucially, attainable.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-many-of-our-readers-aspire-to-be-chros-one-day-can-you-share-your-journey-to-becoming-an-hr-leader-and-the-key-milestones-that-helped-you-reach-this-position\"><span class=\"ez-toc-section\" id=\"Q_Many_of_our_readers_aspire_to_be_CHROs_one_day_Can_you_share_your_journey_to_becoming_an_HR_leader_and_the_key_milestones_that_helped_you_reach_this_position\"><\/span>Q: Many of our readers aspire to be CHROs one day. Can you share your journey to becoming an HR leader, and the key milestones that helped you reach this position?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>I began my career in recruiting during the dot-com bubble in the late1990s and early 2000s when technology was booming, especially in the Silicon Valley. It was a talent war at its peak\u2014companies were offering new cars as signing bonuses and $100,000 cash incentives. I started as a third-party recruiter for Microsoft, handling roles that had been passed down through multiple agencies. I excelled in this role, and one of my clients eventually hired me on, markingthe beginning of my HR journey.<\/p>\n\n\n\n<p>As I progressed in my career, I was given opportunities to expand beyond recruiting, which led me to where I am today.<strong> <\/strong>A few things that I think were crucial in my journey as an HR professional:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>I believe that a strong educational foundation is important.<\/li>\n\n\n\n<li>It\u2019s also important to find an environment that aligns with your values, strengths\u2014one where you feel supported and able to learn from mistakes.<\/li>\n\n\n\n<li>I was deliberate in my job selections, choosing roles that offered broad exposure rather than specialization.&nbsp;<\/li>\n\n\n\n<li>I focused on building a network quickly, finding mentors, and continuously learning. Even in my current role, I prioritize staying relevant and ahead of trends by constantly learning, asking the right questions, and seeking guidance from my community and mentors.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>This proactive approach has been key to my rapid growth in the field.&nbsp; These factors have been essential in shaping my career and continue to be important today.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-building-your-brand-is-key\">Building your brand is key<\/h4>\n\n\n\n<p>When I talk to young, emerging talent, I always emphasize the importance of establishing a personal brand. I ask them, <em>&#8216;Who do you want to be known as?&#8217; <\/em>This brand should be consistent both personally and professionally.&nbsp;<\/p>\n\n\n\n<p>If you ask me to describe my brand, I\u2019d say it\u2019s being an honest, dependable and trusted thought partner for employees, managers and my team..&nbsp; I believe that good HR is less administrative and more strategic.&nbsp; We stay focused on company goals and ensure that we have the right talent working on the right things.&nbsp; We are good decision makers in times of crisis or uncertainties.&nbsp; We are approachable and accessible. I do my best to keep these qualities at the forefront of my efforts in HR.. I strive to be the same person at work as I am outside of it, and this consistency helps me balance all aspects of my life\u2014whether it&#8217;s being a good friend, mother, wife, or colleague.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading has-text-align-center\" id=\"h-if-you-are-an-hr-or-people-leader-and-want-to-collaborate-for-an-article-let-s-chat\"><span class=\"ez-toc-section\" id=\"If_you_are_an_HR_or_People_leader_and_want_to_collaborate_for_an_article_%E2%80%93_lets_chat\"><\/span>If you are an HR or People leader, and want to collaborate for an article &#8211; <a href=\"https:\/\/cal.com\/mariam-mushtaq-hrbrainpickings\/15min\">let&#8217;s chat<\/a>!<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n","protected":false},"excerpt":{"rendered":"<p>When diversity isn\u2019t authentic, it\u2019s like forcing yourself to eat a vegetable you don\u2019t like\u2014you either get it out of the way first, or you choke it down at the end because you have to. DEIB has always been a tough challenge. Companies have made strides\u2014hiring diversity leaders, launching ERGs, and driving home the importance<\/p>\n","protected":false},"author":1033,"featured_media":516968,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[102635,102708,102642],"tags":[],"class_list":["post-516708","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement","category-expert-insights","category-leadership","disable-dropcap","disable-2-columns"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.3 (Yoast SEO v26.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Current State of DEIB: CHRO Insights - Springworks Blog<\/title>\n<meta name=\"description\" content=\"The current state of DEIB: Is momentum slowing down? Discover the challenges faced in maintaining workplace diversity and inclusion.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"CHRO Insights: While DEIB is Evolving, it\u2019s not Disappearing | In Conversation with Sonia Mathai\" \/>\n<meta property=\"og:description\" content=\"When diversity isn\u2019t authentic, it\u2019s like forcing yourself to eat a vegetable you don\u2019t like\u2014you either get it out of the way first, or you choke it down\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/\" \/>\n<meta property=\"og:site_name\" content=\"Springworks Blog\" \/>\n<meta property=\"article:published_time\" content=\"2024-09-12T10:19:27+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-10-04T10:19:26+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.blog.springworks.in\/wp-content\/uploads\/2024\/09\/CHRO-Insights-While-DEIB-is-Evolving-its-not-Disappearing-In-Conversation-with-Sonia-Mathai.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1080\" \/>\n\t<meta property=\"og:image:height\" content=\"864\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Mariam Mushtaq\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@springroleinc\" \/>\n<meta name=\"twitter:site\" content=\"@springroleinc\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Mariam Mushtaq\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"11 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/\"},\"author\":{\"name\":\"Mariam Mushtaq\",\"@id\":\"https:\/\/blog.springworks.in\/#\/schema\/person\/cb9e96835b15162e40541cc02d428a2f\"},\"headline\":\"CHRO Insights: While DEIB is Evolving, it\u2019s not Disappearing | In Conversation with Sonia Mathai\",\"datePublished\":\"2024-09-12T10:19:27+00:00\",\"dateModified\":\"2024-10-04T10:19:26+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/\"},\"wordCount\":2470,\"publisher\":{\"@id\":\"https:\/\/blog.springworks.in\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/CHRO-Insights-While-DEIB-is-Evolving-its-not-Disappearing-In-Conversation-with-Sonia-Mathai.png\",\"articleSection\":[\"Employee Engagement\",\"Expert Insights\",\"Leadership\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/\",\"url\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/\",\"name\":\"The Current State of DEIB: CHRO Insights - Springworks Blog\",\"isPartOf\":{\"@id\":\"https:\/\/blog.springworks.in\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.blog.springworks.in\/chro-insights-the-current-state-of-deib\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/CHRO-Insights-While-DEIB-is-Evolving-its-not-Disappearing-In-Conversation-with-Sonia-Mathai.png\",\"datePublished\":\"2024-09-12T10:19:27+00:00\",\"dateModified\":\"2024-10-04T10:19:26+00:00\",\"description\":\"The current state of DEIB: Is momentum slowing down? 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