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While diversity and inclusion programs, initiatives, and recruiting efforts may be on hold due to COVID-19, the overall company vision should not be. Even while working remotely, employees want to work for places where inclusion is a priority and they are part of the decisions being made.

Research also shows that diverse teams are 87% better at making decisions and 70% more likely to capture new markets. This translates to higher profits and better efficiency. But during times of transition and uncertainty, it can be difficult to show that diversity and inclusion are a priority. Here are several factors that companies need to consider.

IMPACT ON DIVERSE EMPLOYEES

Since the start of the COVID-19 outbreak, Asian and Asian Americans — especially Chinese and Chinese Americans — may have experienced an increase in racist comments and actions. Many institutions, including University of Maryland and University of California, Davis have published statements to…


As we’re facing very uncertain times it is normal to be anxious and feel unsettled. In fact, humans thrive on routine and familiarity and without it, it is even more difficult to stay emotionally healthy. Right now, many of us are trying to find a new “normal”. Whether that is working from home and hosting conference calls with children in the background, being alone in a one-bedroom apartment, or working endless hours as a medical professional.

This new and uncertain territory is something many of us have never experienced. While there is no road map, there are things that we…


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Make no mistake the coronavirus is impacting our work and the individuals within the organization. This can be anything from cancelling conferences and delayed shipments to an overall emotional panic about the situation. In fact, Yahoo has a running list of cancelled events including some from Facebook and Beauty Counter.

I am not a medical or legal professional by any stretch but see a need to effectively communicate during this time. …


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Recognition comes in a lot of forms and can be received several different ways. I think that as much as they’re diverse people in our environments, there are several diverse ways to recognize those people the same way. When I’m accepting an award, I’m really thinking about the hundreds of thousands of people in our communities all over the world who will never get recognized. They have just been doing the work whether it be for a cause, on behalf of protecting certain people or certain a place. I take it seriously because not only am I lucky enough to…


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In my interview series with leaders making an impact, I had the opportunity to interview Kristy Wallace. Kristy is the CEO of Ellevate Network and is responsible for executing Ellevate Network’s mission to close the gender achievement gap in business by providing professional women with a global community to lean on and learn from. She directs the Network’s staff, is responsible for business growth and strategy, and works closely with Ellevate’s Chapter Leaders, Business Partners, and Champions to further Ellevate’s impact.

Kristy is a regular speaker and thought leader on Leadership, Diversity, Social Entrepreneurship, Networking, and Entrepreneurialism. Kristy is also…


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Unfortunately, in many cases we have employers where their idea of a succession plan is taking someone who is a good salesperson and making them a manager or a sales manager. Just because someone is a great performer, doesn’t mean that qualifies them to be a leader. If you’re overseeing one person or 100 people, you have the opportunity to be a leader and influence people. A manager is driven by data or tasks. They are driven to accomplish sales numbers or getting projects completed, but people fall down the line in terms of priority. A leader is the exact…


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Did you know that only 17% of employees say their managers are actively involved in their career development? Or that ⅔ of managers fail to actively engage in their own career development (Manpower Group, 2015).

While they’re several reasons why this is the case, some of it is because of money and time. Professional development can be costly and time consuming, but it doesn’t have to be. Spending even 15 minutes a day can enhance skill sets, knowledge and take careers to the next level. And you (or your organization) do not need hundreds or thousands of dollars to provide…


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I always say the idea generation is the easy part, but the execution is so much harder. It’s important to find the time, resources, and think through all the permutations of executing an idea. If it does fallout, what’s going to happen? How do you train on that? What about someone new to the organization, how do they learn this all these things? So, what we really encourage is whoever it is coming up with the idea and submitting it, is to go through a change management process. They’re flushing out ideas and presenting a business case to the group…


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Photo by Amy Hirschi on Unsplash

You might have seen the #OKBoomer and #OKMillennial memes, shirts, and YouTube videos but what do they really mean and how do these hashtags impact our workforce? Both of these phrases publicly criticize someone from that generation. It could be in terms of them being “out of touch” or “lazy” or any other host of insults associated with boomers and millennials. These call outs are usually brought to light by someone of another generation. For example, a colleague’s son used “#OKBoomer” to reference how long it took her to figure out how to turn off her new phone.

But this…


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I’m just going to throw this out there…I’m a “yes” person. I’ve gotten much better throughout the years and am now able to evaluate my priorities before I commit. But for some reason, during the holidays it gets much harder. The season of giving seems to mean both material items and time… lots and lots of time. It’s something about the holiday spirit that makes me think saying no is not an option and I will magically get more than 24 hours a day.

Well, friends I’m here to tell you- “no” is still an option and honestly one you…

Alissa Carpenter

I am the owner of Everything’s Not Ok and That’s Ok. I help organizations and leaders create more inclusive workplaces.

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