Diversity and Inclusion (DEIA)

Why Workplaces Make It Easy For Women To Succeed

Published

2 months ago

March 11, 2025

Why Workplaces Make It Easy For Women To Succeed

Disrupt Self-Doubt With Facts, Not Feelings

Career setbacks are inevitable, but research shows that failing early in your career can be a catalyst for long-term success. A 2019 study published in Nature Communications found that encountering obstacles early in a career can lead individuals to improve their performance and develop resilience, which increases career success.

Failures are learning opportunities, and the more we can use these experiences to develop, the more likely we will be to overcome obstacles in the future. The challenge is that women often face greater penalties for mistakes than men. Due to gender stereotypes, women are more likely to have their competence questioned. Research, including studies on workplace bias, shows that women are often held to higher performance standards and face greater scrutiny for mistakes than men. To overcome this, women need to exceed expectations and avoid failure at all costs.

Elizabeth Day, a bestselling author of How to Fail: Everything I’ve Ever Learned From Things Going Wrong and host of the hit podcast How to Fail, has redefined how we approach failure – from viewing it as a setback to a learning opportunity.

While failure is essential for personal growth, Day’s work highlights gender differences in how failure is perceived and processed.

"If you are a woman or a marginalized person in any way, you are still born into a world that isn’t made in your image, and you are probably more likely to feel if you encounter a failure that it’s a mark on your character rather than an external factor that you can easily overcome on your path to success."

Here, Day shares three ways we can make it safe for women to fail and for men to admit their failures at work.

Disrupt Self-Doubt With Facts, Not Feelings

Given that women have less freedom to fail, Day says they are more likely to internalize their mistakes, viewing these experiences as evidence that they are not good enough.

"That’s not to say that no men do, but we (women) are much more likely to see it (mistakes) as our failures," she says.
As men still dominate workplaces, particularly in leadership positions, it can make women question themselves or feel like they don’t belong from the get-go. To overcome these feelings of self-doubt, Day says it is essential to interrupt negative thought patterns.

When self-doubt creeps in, Day suggests challenging these thoughts with facts. Instead of spiraling into ‘I’m a failure,’ ask yourself: ‘What’s my objective evidence?’ If there isn’t any, replace the thought with something constructive.

When you approach your negative thoughts with curiosity and objectivity, Day says it forces you to reflect on what thoughts are true and what thoughts may be holding you back.

Treat Failure As Data

To learn from failure, Day says it is critical to view our experiences as data.

"The next time you encounter failure and you feel the personal sting of it, you can also tell yourself, yes, but it’s also going to teach me something really helpful about what to do differently next time," she says.

The more we can learn from our failures, the more we realize that they are just part of the learning process. To help employees with this, Day says companies should consider having regular failure meetings to review and learn from setbacks.

"I know some companies have a meeting that is specifically devoted to the things that went wrong. And that can be on a quarterly basis, or it can be on a weekly basis, but it has to come from the top."

Day believes that companies should make it safe for employees to share their experiences of failure at work and home, as this will encourage employees to bring their whole selves to work.

Don’t Deny Your Failures Instead, Talk About Them

All too often, we feel the need to deny our failures because Day says we are scared of what these failures might reveal about us.

But dismissing our failures prevents us from learning from them. Based on her numerous interviews, Day says that men are more likely to deny their failures than women, which makes it harder for men to learn from these experiences.

"Either men had been taught that they were always going to succeed or because they were men, they didn’t feel able to admit to failure because of the social conditioning (that wrongly might’ve taught them) that to admit to failure was weakness and somehow un-masculine," she says.

Men overwhelmingly dominate leadership positions, and when they deny failure, that makes it harder for anyone else to talk about it.

"I think men being able to show their vulnerability is such an act of generosity for the rest of us because it means that they no longer categorize vulnerability as weakness. They see it as a necessary part of being human and a necessary point of connection. And once a man can do that, it encourages other people in the workplace to do that."

By acknowledging failure, men make it safe for women to do the same, which creates an opportunity for everyone to learn from these shared experiences and improve.

Conclusion

To make it safe for women to fail and for men to admit their failures at work, we need to disrupt self-doubt with facts, not feelings, treat failure as data, and don’t deny our failures instead, talk about them. By following these three strategies, we can create a culture where failure is viewed as an opportunity for growth and learning, rather than a threat to our ego or reputation.

FAQs

Q: What is the key to learning from failure?
A: View our experiences as data and challenge negative thought patterns with facts.

Q: How can we make it safe for women to fail and for men to admit their failures at work?
A: Disrupt self-doubt with facts, not feelings; treat failure as data; and don’t deny our failures instead, talk about them.

Q: What is the impact of denying failure on our learning and growth?
A: Denying failure prevents us from learning from it and growing from the experience.

Related Topics:Easy Succeed Women Workplaces

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Diversity and Inclusion (DEIA)

Strategies For Inclusive Leadership

Published

2 days ago

April 24, 2025

WORxK Global News Team

Introduction to Inclusive Leadership

Significant moments impacting inclusive leadership are on the horizon. First, we’re nearing the fifth anniversary of George Floyd’s murder. Secondly, we are nearly 120 days from the signed executive order that encouraged federal agencies to highlight organizations that have engaged in illegal discrimination through diversity, equity, and inclusion. Since then, we’ve seen a lot transpire (i.e., pushes for large Corporate Boards to investigate or end DEI practices, announcements around ending or adjusting DEI goals, settlements made to avoid litigation, and reaffirmations to stay on the DEI journey). This barrage of activities is a lot for all of us to navigate, so grace is necessary to show up, respond, and navigate these times effectively. This article provides an infusion of hope, awareness, and community required to thrive during these times.

Find An Inspirational Well For Inclusive Leadership

Transparently, I’ve been astonished by the unfolding of the current landscape, its impact on this work, and the communities impacted. Hence, it’s taken some time to allow ongoing processing and action planning for the future. However, I’m grateful to have found and attended The Power of Inclusion Summit hosted by The Winters Group. The experience was therapeutic, energizing, inspiring, and educational. The event provided fuel to stay the course, and I’m inspired to continue sharing my thought leadership with the readers of this column, offering encouragement to remain committed to the inclusive leadership journey.

Three Key Takeaways That Fuel Inclusive Leadership in Turbulent Times

There were lots of takeaways from The Power of Inclusion Summit. I want to highlight some memorable ones that are helpful knowledge for inclusive leaders. Keep this event on the radar for next year’s professional development activities.

1. Use Values As A Leadership Beacon

Ben Cohen, Co-founder of Ben & Jerry’s, discussed the importance of using values as a leadership beacon in conversation with Mary-Frances Winters. Ben & Jerry’s values include human rights and dignity, social and economic justice, environmental protection, restoration, and regeneration. More information on those values is available here. Ben also talked about the 30/30/30 rule. He said 30 people will agree with what happens, 30 will take a neutral stance, and the remaining 30 percent will be against it. Consider leveraging this useful barometer to evaluate and land upon the impact we want to make as inclusive leaders. It is a great reminder that leaning into one’s values can help decision-making and navigation in these turbulent times. On a fun note, I also discovered a flavor graveyard for Ben & Jerry’s to add to my travel bucket list for Vermont.

2. Leverage Experts To Gain A Better Understanding of Legal Implications Impacting Diversity, Equity, and Inclusion Goals

Kenji Yoshino from the NYU Inclusive Leadership Center unpacked the executive orders and gave concrete examples of legal or illegal discrimination. Data is powerful and can support the inclusive leadership journey. The Meltzer Center for Diversity, Inclusion, and Belonging provides a tracker around anti-DEI and pro-DEI cases. Access to this information can bring peace of mind to those worried and need factual information to continue inclusion work and effectively lead against challenges around this work. For example, the tracker highlights 12 cases around diversity training. Reading about these cases will provide the inclusive leader with helpful information for fine-tuning training strategies.

3. Embrace Change Management As A Part Of The Strategy To Create An Inclusive Workplace

Dr. Sandra Upton discussed Change Management as a strategy to improve workplace culture. She advised us to embrace our roles as change agents in our organizations. The reframing helps inclusive leaders get traction on the work needed. Dr. Upton introduced a DEI Propel Framework to help leaders implement transformational change that sticks.

Conclusion

In conclusion, staying the course as an inclusive leader requires community, education, and a commitment to values-based decision-making. The Power of Inclusion Summit provided a much-needed infusion of hope, awareness, and community to navigate the challenges of inclusive leadership. By leveraging the expertise of thought leaders, embracing change management, and staying true to our values, we can create a more inclusive and equitable workplace culture.

FAQs

Q: What is the importance of values in inclusive leadership?
A: Values serve as a beacon for decision-making and navigation in turbulent times, helping leaders stay true to their mission and vision.
Q: How can inclusive leaders stay up-to-date on legal implications impacting DEI goals?
A: Inclusive leaders can leverage experts and resources such as the Meltzer Center for Diversity, Inclusion, and Belonging to stay informed about legal implications and best practices.
Q: What is the role of change management in creating an inclusive workplace?
A: Change management is a strategy to improve workplace culture, and inclusive leaders can embrace their role as change agents to implement transformational change that sticks.

Diversity and Inclusion (DEIA)

Organized Crime Leans Into Viewers’ Desires

Published

3 days ago

April 23, 2025

WORxK Global News Team

Organized Crime Leans Into Viewers’ Desires

Introduction to Law & Order: Organized Crime

The Law & Order franchise has been around since 1990, and with it we’ve seen a number of different characters, themes and evolutions in the show’s approach. Season five of the newest edition to the franchise, Law & Order: Organized Crime recently went live on Peacock. The series’ new home has provided the show the freedom to explore a different, grittier format and push boundaries it previously wasn’t able to do on network television.

Evolution of the Series

One of the ways Law & Order: Organized Crime is continuing to evolve is by leaning harder into representation. Increasingly, consumers want to see themselves represented in the imagery and stories the brands they engage with and buy from put forth. That desire for representation extends to entertainment. One study showed that 74% of consumers say that representation in marketing is important to them for the brands they engage with and buy from.

Representation in Law & Order: Organized Crime

Actress Danielle Mone Truitt plays Sargeant Ayanna Bell on the series. Truitt shared that she is thrilled to be “one of the first Black women to be number two on one of these shows." Bell added that it was an honor for her to represent both Black women, and the LGBTQ+ community, of which her character is a part of. LGBTQ+ representation on the Law & Order franchise has been a topic of discussion by fans, with even a Reddit thread of fans wishing for more positive LGBTQ+ primary characters.

Historical Portrayal of Black Characters

Fans have also had lots to say about the way the franchise has historically portrayed Black characters in the past. Many felt they leaned into common stereotypes that weren’t an accurate or full portrayal of what life is like for many people within the Black community. Truitt shared this is a common problem in Hollywood, and one that she’s experienced personally. She explained that Black women, “we’re not given a full life. We’re not given, depth in our characters. There are certain tropes that are put upon us.” She went on to add, “a lot of times Black women or people of color are not put in a position to see the full spectrum of who they are as a person.”

Character Development and Representation

As a lead character on the Law & Order: Organized Crime series, Truitt’s character is able to have that depth as fans are able to see and know more about her life. During our brief chat, Truitt brought up another important area of representation, that impacts the authenticity of her character and whether or not fans are able to see themselves in her, is in how Sgt. Bell’s hair is styled. Sgt. Bell’s hair is a hit, because the styles and vision for the styles are co-created with Truitt.

Authentic Representation of Black Hair

The actress explained, “I have my hand in as far as my character’s concerned is my hair. Okay…I think that Black women being able to have agency over what they look like on screen is very, very important.” Truitt’s involvement in her character’s hair has been an evolution. She shared, “I’ve had to have many conversations with the department and the producers and networks and staff of just talking about Black hair, Black hair care, how I can keep my hair on my head.” In one study on representation in marketing, respondents had a lot to say about the poor job many brands and entertainment studios do with presenting Black women’s hair.

Conclusion

While progress is being made in both Hollywood and by brands working to engage a broader consumer base, there is still more work to do to do an even better job with representation. It is good to see shows like Law & Order: Organized Crime listening to viewers and making strides in the right direction. It’s also time for more brands to listen to customers, and make more significant progress with representation to make more authentic, rather than keeping it at a superficial level.

FAQs

Q: What is Law & Order: Organized Crime about?
A: Law & Order: Organized Crime is a series that explores a different, grittier format and pushes boundaries it previously wasn’t able to do on network television.
Q: Why is representation important in entertainment?
A: Representation is important in entertainment because consumers want to see themselves represented in the imagery and stories the brands they engage with and buy from put forth.
Q: How is Law & Order: Organized Crime improving representation?
A: Law & Order: Organized Crime is improving representation by leaning harder into representation, including LGBTQ+ representation and authentic representation of Black hair and characters.
Q: What can brands learn from Law & Order: Organized Crime?
A: Brands can learn the importance of authentic representation and listening to customers to make more significant progress with representation.

Diversity and Inclusion (DEIA)

The Power of Data: How Analytics Can Drive DEIA Initiatives

Published

3 days ago

April 23, 2025

WORxK Global News Team

Software and platforms for DEIA, such as diversity, equity, inclusion, and accessibility analytics tools, can help organizations make data-driven decisions to promote a more inclusive and diverse workplace. By leveraging data and analytics, organizations can identify areas for improvement, track progress, and create a more equitable environment for all employees. In this article, we will explore the power of data in driving DEIA initiatives and how analytics can help organizations achieve their diversity and inclusion goals.

Understanding the Importance of DEIA

DEIA initiatives are crucial for organizations to create a workplace culture that values and respects diversity, promotes equity and inclusion, and ensures accessibility for all employees. A diverse and inclusive workplace can lead to increased employee engagement, improved creativity and innovation, and better business outcomes. However, many organizations struggle to implement effective DEIA initiatives, often due to a lack of data and analytics to inform their decisions.

The Role of Data in DEIA Initiatives

Data plays a critical role in DEIA initiatives, as it provides insights into the diversity and inclusion landscape of an organization. By collecting and analyzing data on demographics, employee engagement, and inclusion metrics, organizations can identify areas for improvement and track progress over time. Data can also help organizations to set realistic goals and targets for their DEIA initiatives, and to evaluate the effectiveness of their strategies.

Types of Data for DEIA Initiatives

There are several types of data that can be used to inform DEIA initiatives, including demographic data, employee engagement data, and inclusion metrics. Demographic data provides insights into the diversity of an organization’s workforce, including metrics such as gender, race, ethnicity, and age. Employee engagement data provides insights into how employees feel about their workplace, including metrics such as job satisfaction, retention, and turnover. Inclusion metrics provide insights into the extent to which employees feel included and valued in the workplace, including metrics such as sense of belonging and opportunities for advancement.

Analytics Tools for DEIA Initiatives

There are several analytics tools that can be used to support DEIA initiatives, including diversity and inclusion analytics software, HR analytics platforms, and survey and feedback tools. These tools can help organizations to collect and analyze data, identify areas for improvement, and track progress over time. Some popular analytics tools for DEIA initiatives include diversity and inclusion analytics software such as DiversityLab, HR analytics platforms such as Workday, and survey and feedback tools such as SurveyMonkey.

Best Practices for Using Analytics in DEIA Initiatives

There are several best practices for using analytics in DEIA initiatives, including setting clear goals and targets, collecting and analyzing high-quality data, and using data to inform decision-making. Organizations should also ensure that their analytics tools are accessible and user-friendly, and that they provide insights that are actionable and relevant to the organization’s DEIA goals. Additionally, organizations should ensure that their analytics tools are secure! and compliant with relevant data protection regulations.

Case Studies: Analytics in Action

Several organizations have successfully used analytics to drive their DEIA initiatives. For example, a leading tech company used diversity and inclusion analytics software to identify areas for improvement in their hiring practices, and implemented changes that resulted in a significant increase in diversity among new hires. Another organization used HR analytics platforms to track employee engagement and inclusion metrics, and used the insights to develop targeted strategies to improve diversity and inclusion.

Overcoming Challenges and Limitations

While analytics can be a powerful tool for driving DEIA initiatives, there are several challenges and limitations to consider. One of the main challenges is ensuring that the data collected is high-quality and relevant to the organization’s DEIA goals. Another challenge is ensuring that the analytics tools used are accessible and user-friendly, and that they provide insights that are actionable and relevant to the organization’s DEIA goals. Additionally, organizations should be aware of potential biases in their data and analytics tools, and take steps to mitigate these biases.

Conclusion

In conclusion, analytics can be a powerful tool for driving DEIA initiatives, providing insights into the diversity and inclusion landscape of an organization and helping to identify areas for improvement. By leveraging data and analytics, organizations can create a more inclusive and diverse workplace, leading to increased employee engagement, improved creativity and innovation, and better business outcomes. As the use of analytics in DEIA initiatives continues to evolve, it is essential for organizations to stay up-to-date with the latest trends and best practices, and to ensure that their analytics tools are accessible, user-friendly, and secure.

Frequently Asked Questions

What is DEIA and why is it important?

DEIA stands for diversity, equity, inclusion, and accessibility, and refers to the practices and initiatives that organizations use to create a workplace culture that values and respects diversity, promotes equity and inclusion, and ensures accessibility for all employees. DEIA is important because it can lead to increased employee engagement, improved creativity and innovation, and better business outcomes.

What types of data can be used to inform DEIA initiatives?

What are some best practices for using analytics in DEIA initiatives?

Some best practices for using analytics in DEIA initiatives include setting clear goals and targets, collecting and analyzing high-quality data, and using data to inform decision-making. Organizations should also ensure that their analytics tools are accessible and user-friendly, and that they provide insights that are actionable and relevant to the organization’s DEIA goals.

How can organizations overcome challenges and limitations in using analytics for DEIA initiatives?

Organizations can overcome challenges and limitations in using analytics for DEIA initiatives by ensuring that the data collected is high-quality and relevant to the organization’s DEIA goals. They should also ensure that the analytics tools used are accessible and user-friendly, and that they provide insights that are actionable and relevant to the organization’s DEIA goals. Additionally, organizations should be aware of potential biases in their data and analytics tools, and take steps to mitigate these biases.

What are some common analytics tools used for DEIA initiatives?

Some common analytics tools used for DEIA initiatives include diversity and inclusion analytics software, HR analytics platforms, and survey and feedback tools. These tools can help organizations to collect and analyze data, identify areas for improvement, and track progress over time.