Expert recommendations for re-assessing and modifying DEI practices amid legal scrutiny and emboldened opposition.
One is de-biasing work.
The third category is what I would call universal work, which is DEI practices that aren’t actually targeted at specific demographic groups. Then the yellow is really the fuzziest one, which is the stuff that’s kind of in between the hardcore taking into account race and sex explicitly when you’re hiring and promoting people and the softer, broader three categories I was just describing. A couple of things could fit in there.
How should organizations apply this red/yellow/green framework? Should they discontinue all red activities, for example?
Belgique Dernières Nouvelles, Belgique Actualités
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