Reginald J. Miller

"Roughly 60% of diversity officers at S&P 500 companies left their positions between 2018 and 2021, according to a recent study. Furthermore, the study found that the average tenure of a chief diversity officer has decreased from three years to now less than two years. And many of those positions are being left unfilled..." It is interesting to see where we were vs where we are now, 4 years after the rise of social justice. Sadly, the burnout outcome is not surprising. What do you think? #hrtrends #workforcetransformation #chro #careergrowth #wellbeingatwork #careermanagement #dei https://lnkd.in/eV6HwEKz

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Embracing Sovereignty: My Crown, My Pride ☕ "Wear your confidence like a crown, not to show superiority, but to remind yourself of your own sovereignty." This Woman Crush Wednesday, I'm reflecting on what it means to truly embrace every part of who I am, including my natural hair. As a Black woman, it’s disheartening to recognize that the very essence of how my hair grows from my scalp has to be protected by legislation to ensure it isn’t held against me. The CROWN Act, which stands for "Create a Respectful and Open World for Natural Hair," is a vital piece of legislation that makes it illegal to discriminate against natural hair. This law is a step towards correcting injustices that women like me face every day, simply for how we appear in our natural state. I wear my natural hair not just as a style but as a badge of honor and admiration—a true crown that signifies my heritage and my pride in it. It reminds me of my sovereignty, my inherent right to be fully myself without fear of judgment or discrimination. I encourage you to reflect on what your 'crown' is and how it shapes your identity. How do you wear your crown of confidence daily? Let’s honor and uplift each other’s crowns, embracing the unique beauty and strength they represent. #WomanCrushWednesday #CROWNAct #NaturalHairPride #Sovereignty #DrDeenaSpeaks #Empowerment #blackwomenleaders #dailybrew

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Imagine a world where DEI initiatives face their biggest challenge yet. The Supreme Court's decision on Harvard's admission policy sent ripples through the fabric of DEI programs nationwide. This isn't just about college admissions; it's a wake-up call for every organization striving for diversity, equity, and inclusion. For decades, DEI programs have been the bridge to reducing systemic barriers in education and the workplace. They've been pivotal in creating environments where diverse talents are not just welcomed but celebrated. Yet, this decision underscores a crucial pivot point: the need for innovative approaches to fostering diversity without relying on traditional affirmative action measures. It's time to rethink and innovate. Organizations must now dig deeper, crafting DEI strategies that are not only resilient but also adaptable to the evolving legal and social landscape. This involves a holistic approach, embedding diversity and inclusion into every facet of the organization's culture and operations, from recruitment to retention to leadership development. The journey doesn't end here. Let's engage in open dialogues, share innovative DEI strategies, and commit to actionable steps that further inclusion and equity for all. Your insights could pave the way for the next chapter in DEI initiatives. What innovative DEI strategies has your organization implemented in light of recent changes? Share your experiences and thoughts below. Together, we can redefine the future of DEI.

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Pivot Point: The ongoing debate and resistance surrounding DEI initiatives can lead to heightened stress and anxiety for DEI professionals. How can we maintain inner peace and calmness amidst the evolving landscape of our work. What are your ideas?

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Join the conversation!

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This was such a great conversation! Chase Batt and I recapped a recent leader gathering (SO many fantastic insights from our FORUM Credit Union leaders, by the way!), but we discussed much more than that...we talked about leadership, alignment, and ownership and how these three elements are essential for creating team accountability. This #CareerDreams episode is for anyone who works on a team - especially those who want to increase connections AND results! FORUM Careers #careerpodcast #podcast #careerdevelopment #leadership #accountability #accountableteams

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#TheMorningInclusive Celebrating Hispanic Heritage Month: Your Originality Sweetens Our Recipe As we step into Hispanic Heritage Month, we honor the rich tapestry of cultures, traditions, and histories that our Hispanic and Latine colleagues bring to the table. This month is a time to reflect on the profound impact that Hispanic and Latine communities have had on our society, from arts and sciences to business and beyond. At Krispy Kreme, we believe that diversity is our strength. Each individual’s unique background and perspective contribute to a more vibrant, innovative, and inclusive workplace. Also, we are so grateful for the leadership of, Waldina Olivera, SHRM-CP, Juan Diego Quintero, & Javier Rancaño Lassala please know Your Originality Sweetens Our Recipe. Creating a culture of belonging means recognizing and celebrating the unique contributions of every team member. It’s about fostering an environment where everyone feels valued, respected, and empowered to bring their whole selves to work. Here are a few ways we can all contribute to this culture: Listen and Learn: Take the time to understand your colleagues' diverse experiences and perspectives. Attend events, participate in discussions, and educate yourself about Hispanic and Latinx history and culture. Celebrate Together: Join in the celebrations! Whether through virtual events, cultural showcases, or simply sharing stories, let’s come together to honor the heritage and contributions of our Hispanic and Latinx colleagues. Support and Advocate: Be an ally. Support initiatives that promote diversity and inclusion, and advocate for policies that ensure equity and representation within our organization. By embracing each team member's originality, we create a workplace where everyone can thrive. This Hispanic Heritage Month let’s commit to building a culture of belonging that celebrates and uplifts every voice. #HispanicHeritageMonth #Belonging #Inclusion #Diversity #Equity #Accessibility #YourOriginalitySweetensOurRecipe NOTE: Copilot created this image to celebrate Hispanic Heritage Month. #AltText: An abstract image celebrating Hispanic Heritage Month. It features vibrant colors, musicians and dancers in traditional attire, iconic global architectural structures, and colorful abstract shapes resembling sound waves. The scene is set on a platform with a pixelated edge, merging traditional cultural elements with modern digital aesthetics to celebrate diversity in music and architecture.

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In theHRDIRECTOR, Ryne Sherman offers this insight about perceived friction in today’s multigenerational workforce: so-called clashes between employees have less to do with a generation divide and more to do with individual personality differences.   The author then underscores the importance of recognizing and valuing every employee’s unique personality and individual differences versus treating them as just members of a generation.   I’m intrigued to know how you foster more collaboration and understanding among employees of different generations and backgrounds. Share your thoughts in the comments below.   #DEI #MultigenerationalWorkplace https://lnkd.in/dv2sU6ur

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Just when your kids start to stand on their own, your parents need unexpected support. Whether it's a new diagnosis, a sudden fall, or concerning memory issues, the role of caregiver can sneak up on you. "Caregiver" isn't just about new parents. For the #SandwichGeneration, it means juggling the needs of both children and aging parents—a complex balancing act that affects our personal and professional lives. Curious about how this impacts the workplace? Join our upcoming webinar. Don't miss this opportunity to connect, learn, and share experiences. Register now—I hope to see you there! #HumanResources #caregiver #FamilyCaregiving #WorkplaceWellness #CaregiverSupport

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Wednesday's are great days to elevate your team’s success with emotional intelligence...well technically any day is. Question, is your team not working as seamlessly as it could? A lack of emotional intelligence often leads to misunderstandings and missed opportunities. Without understanding our own emotions and those of others, barriers form. This affects teamwork, creativity, and job satisfaction. Consider the impact when team members don’t feel heard or valued. Emotional intelligence (EQ) is the key. Leaders who enhance EQ within their teams see improved collaboration, increased innovation, and happier workplaces. It’s a transformational skill. Today, practice empathy. Take time to truly listen to a colleague’s perspective. No judgment, just understanding. Let's use EQ to create environments where everyone feels valued and understood. Interested in these results for your team? Book a consultation for a team-building or leadership workshop.  www.jenslay.com/contact Let’s transform your workplace together. #EmotionalIntelligence #Leadership #TeamBuilding #InclusiveLeadership #ProfessionalDevelopment #ListenAndLearn #DiversityAndInclusion #Empathy #WednesdayWisdom #PersonalGrowth 

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After 130+ #CareerDreams conversations (and counting!), this one ranks toward the top of my all-time favorites list. Chase Batt and I would love to know what you think...who is responsible for company culture? FORUM Careers FORUM Credit Union #companyculture #culture #engagement #leadership #podcast

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This week, I was honored to attend an impactful, inspirational luncheon hosted by Praxis Labs. Leaders from across the country discussed the next steps to evolve the DEI ecosystem. The goal was to help leaders navigate the new terrain of DEI in this current political and social environment. I was joined by Elise Smith, Ellyn Shook from Accenture, Erica Cary from Hilton and others committed to the success of this critical work. After an afternoon filled with insightful discussions, the day ended with a moving concert by John Legend! His mesmerizing performance weaved in his own thoughts concerning inclusion and belonging based on his personal lived experiences and passion for social justice. He shared with the audience that while some people have a desire to hear him simply sing, he is committed to helping create a better world. I am enamored by the way he optimizes his platform. Hearing him sing made for a wonderfully memorable evening - more so than I’ve personally experienced in a great while. There were several key insights I took away from the storytelling and inspired conversations on that day: 1. It is essential to understand the strategic use of the right language at the right time. 2. It can be easy to miss the gravity of what’s at stake for our entire world when we don’t venture outside of our bubble because of our comfort zones. Driving change requires that we keep working on our blind spots (we all have them) and challenge ourselves to stay aware. 3. It is vital that CEOs and other C-suite leaders continue to show up and stay committed to DEI. Leaders must continue to speak out to avoid major consequences and risk losing and alienating top talent. While being externally vocal is helpful, it is equally important to be vocal internally. It is also crucial to remember CEOs may have multiple stakeholders and must consider those with opposing viewpoints. However, in many cases, the impetus can be placed on the CDIO to push the boundaries of DEI within the organization. 4. The world needs celebrities and industry leaders to step up more and speak out as the times call for it and as appropriate. 5. Meet people where they are and speak to their values. When you talk to people from a place about how something will affect them personally, they may be more inclined to hear you, and this makes it easier to get things done. While facts and data are necessary, you could lose people if information goes over the heads of those disconnected from the area. Speak to their hearts, and you will see a shift. It was interesting to hear firsthand experiences with this. 6. Focus your energy on changing policies - this is where change is created.

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Ever wonder if your mindset is the key to unlocking new opportunities? ➡️ Growth Mindset vs. Fixed Mindset: Leaders with a growth mindset see challenges as opportunities, not roadblocks. Which one are you operating from? ➡️ Self-Awareness: True leadership starts with knowing your strengths—and your blind spots. When was the last time you reflected on your leadership style? ➡️ Intentional Growth: Are you creating space for personal development in your leadership journey, or are you stuck in autopilot? 🔁 Share if you’re ready to elevate your leadership mindset. ➡️ Follow me for more tips on growing your leadership potential. #LeadershipGrowth #MindsetMatters #LeadershipMindset #ProfessionalDevelopment

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Dear Johnny C. Taylor, Jr., SHRM-SCP, I am writing to express my profound disappointment and anger regarding SHRM’s recent decision to remove “Equity” from the DE&I framework, reducing it to simply “Inclusion and Diversity.” This decision is not only misguided but also undermines the very essence of what DE&I stands for. Equity is a fundamental pillar in creating a fair and just workplace. By removing it, SHRM sends a message that the structural inequalities and systemic barriers many individuals face are not worth addressing. This is unacceptable. Inclusion and diversity are important, but they are incomplete without equity. Equity ensures that everyone has access to the same opportunities and is treated fairly, taking into account individuals' different needs and circumstances. It is about leveling the playing field and addressing the root causes of inequality. In the complete opposite direction of SHRM's course of action, I strongly advocate for expanding the framework to include “Accessibility.” Ensuring accessibility is crucial to ensuring that all individuals, regardless of their abilities, can fully participate and thrive in the workplace. By including Accessibility, we can demonstrate a commitment to supporting all employees and recognizing their inherent value. I urge SHRM to reconsider this decision and reinstate “Equity” in the DE&I framework. Failing to do so would be a significant step backward in our collective efforts to create truly inclusive and fair workplaces. If I do not see a change in direction, I am prepared to cancel my SHRM Membership, which would break my heart. Staying a SHRM member after this action is a vote of support, and this would require me to compromise my moral and ethical standards. Thank you for listening to my deepest concerns. You Belong, Christopher #Belonging = #Inclusion * (#Diversity + #Equity) ^ #Accessibility

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Elevate Your Interview: 7 Strategic Moves for Young Professionals

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In last week's episode of Culture Leaders Daily, I sat down with Johnny C. Taylor, Jr., SHRM-SCP, CEO of SHRM, to explore a pivotal shift in the HR landscape. We discussed SHRM's strategic decision to transition from DEI (Diversity, Equity, and Inclusion) to Inclusion and Diversity. Johnny shared how this change aims to unify rather than divide, addressing the widespread confusion and disagreements surrounding the "E" in DEI. Johnny's journey from law to leading SHRM is nothing short of inspiring. He discussed how his unique perspective, shaped by experiences in both the legal and HR fields, has equipped him to understand the critical connection between people and profit. His mission to be a unifier within the HR profession is evident in his approach to navigating this strategic shift. The conversation also touched on the broader challenges and opportunities in merging the interests of people and profit. Johnny emphasized the need for clarity and common agreement within organizations to foster inclusivity and drive meaningful progress. If you haven't given the whole episode a listen, hear today's snippet on Apple Podcasts: https://lnkd.in/ecD4faWC and Spotify: https://lnkd.in/eSajNARk. To hear the full-length episode with Johnny and me, listen on Apple Podcasts: https://lnkd.in/eu_ceKHD and Spotify: https://lnkd.in/esNS8D2k.

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Dive into the strategic imperative of recruiting and retaining minority males. Discover how policies, mentorship, and training programs can transform your organization into a beacon of equality for all. #EqualityForAll #InclusionNow #DiversityMatters #Dr.LorenM.Hill https://lnkd.in/g2mg7ERq

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👉🏾💪🏽 Toughness has its limits. Sustained resilience comes from knowing when to pause, ask for help, and rebuild your strength through rest and recovery, NOT struggle. Let me say that again: “Lasting endurance is built in moments of REST and RECOVERY....NOT STRUGGLE.” As I've expanded my Inclusive Leadership Coaching service, I've realized something: 💭 Most executives and managers, DON’T have anyone to talk to about the hard stuff without feeling or appearing 'weak'. So, I create a space to recover—where leaders can talk openly about their challenges without fear of judgment. I listen, ask the hard questions, and help them explore real-world scenarios. In these reflective sessions, leaders let down their guard, reconnect with their values, and explore new approaches to management. And most importantly, they leave recharged, with the clarity and confidence to lead diverse teams with empathy and intent. (⭐️ If this is where you want to be, you can start now. DM me.) ——————————————- Today's Micro-Moment: Who do you lean on when you need to recharge? Write down 3 names of people you can ask to be your accountability partner, mentor, or even a leadership coach. Say hello and see where it goes! #resilientteams #joyfulequity #resilience #leadershipdevelopment #leadership

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