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3 steps to better connect with your fellow humans

How can you effectively support people at work and in your community, especially when they're different from you? Inclusion strategist Amber Cabral shares…

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Amber Cabral: 3 steps to better connect with your fellow humans

How can you effectively support people at work and in your community, especially when they're different from you? Inclusion strategist Amber Cabral shares three steps you can take to build connection — emphasizing that even small, everyday actions can make a big difference to those around you.

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How Fashion Is Adapting to the Diversity Backlash

How Fashion Is Adapting to the Diversity Backlash
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Lululemon Accused Of Performative DEI Practices With A Former Employee Claiming A Supervisor Told Her, 'We Just Need To Ride The Wave'

Lululemon Accused Of Performative DEI Practices With A Former Employee Claiming A Supervisor Told Her, 'We Just Need To Ride The Wave'
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Ex-Employees Allege Lululemon Fostered Anti-Black Environment

Ex-Employees Allege Lululemon Fostered Anti-Black Environment
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At Lululemon, Being Black Is 'Off-Brand'

At Lululemon, Being Black Is 'Off-Brand'
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Symone

supreme court had decided to strike down the affirmative action in college admissions process. decisions like these from the supreme court, and republican-led house, are paving the way for corporate leaders to weaken, or even abandon altogether, diversity, equity, and inclusion programs. the threat of the -- is very, very real. here to discuss this is author, and inclusion strategist, and my friend amber cabral. amber, thanks so much for joining us. listen, after the murder of george floyd ignited nationwide protests in 2020. we saw companies go above and beyond, and they spent roughly 7.5 billion dollars on dei programs, according to a study by the global market for diversity and inclusion. but, in a more recent report by the washington post, found corporate amendments to those initiatives have declined by four and a half percent. what do you think about this

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Symone

one hunted percent, when you see a large exodus of people, who are all the same type of identity. that lets you know that there is not enough ed and flow around experience around making sure that we are supporting those folks. so, i think it's a reason to be concerned. i do also think we have to pay attention to the -- some folks left the, rules because they found the rather opportunities. some folks are leaving the role, because the role is. adding some folks -- into the role. ready and so, we do want to make sure that we are looking. because otherwise, we end up kind of mom it demoralized, and i think we actually are seeing progress in some ways that we. are so, we have to balance that. so, it is absolutely a reason for concern. but, maybe not as urgent, in the way that i think people have thought that all these folks are gonna get hired, because that's not what happened. >> diversity and inclusion strategist amber cabral, always great to talk to you, thanks for joining. that's gonna do it for me, thank you for watching symone on this saturday. my name is charles coleman junior. you had to catch more me, and the legal analyst right here on

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What the End of Affirmative Action Means for Fashion

What the End of Affirmative Action Means for Fashion
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New Year, New Levels: 10 Diversity & Inclusion Books Every Manager Should Read in 2023

The disconnect between diversity commitments made at the executive level and the day-to-day experiences of many Black employees on the frontlines is often a lack of buy-in from managers.

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