Iman Abuzeid’s Post

An important reminder to approach job hunting with a growth mindset.

A few days ago, Scale founder Alexandr Wang wrote a post about his company's new hiring policy. Scale, he says, hires for MEI: merit, excellence, and intelligence. https://lnkd.in/g3YVb6Xn His post aims to juxtapose "MEI" with DEI. But in attempting to distance his company from DEI, Wang ironically advocates for the very strategies that many of us have been pushing for over the last decade under the banner of DEI. He writes, for example, that hiring for "MEI" requires "casting a wide net for talent and then objectively selecting the best, without bias in any direction." That's exactly what the most effective DEI efforts are designed to do: cast a wide talent net to broaden the homogenous pool of candidates that most companies have access to inherently, and structure recruiting processes to mitigate bias so that the best person — regardless of background — can rise to the top. A new poll out today from The Washington Post and Ipsos sheds light on this growing disconnect between the reality of diversity, equity, and inclusion work and the misunderstood "DEI" acronym. It finds that roughly 6 in 10 Americans think diversity, equity, and inclusion programs are good. People are even *more* likely to say they support these programs when given a definition of what the programs actually are. So what does this mean for organizations? Be specific about what your "DEI" efforts entail, and what outcomes they're designed to achieve. The majority of Americans — and even more business leaders — are supportive of those outcomes and the work it takes to achieve them. Thanks Taylor Telford, Emmanuel Felton, and Emily Guskin. https://lnkd.in/g8gXhGdh

In regard to the post below, I completely understand your perspective and the frustration behind it. It's disheartening to hear stories of qualified candidates being rejected due to biases or unfair practices in the hiring process. These experiences undoubtedly contribute to a lack of confidence among women and underrepresented groups when applying for jobs. The fear of facing discrimination or being overlooked for reasons unrelated to qualifications is very real and valid. Studies consistently show that biases exist in hiring processes, making it harder for women and historically marginalized individuals to secure employment opportunities. While progress has been made in addressing these issues, there's still a long way to go to achieve true equality and fairness in the workplace. It's crucial for employers to actively combat biases and create inclusive environments where all candidates are given fair consideration based on their skills and potential contributions. Your concerns highlight the need for continued advocacy and efforts to dismantle systemic barriers that hinder the advancement of women and underrepresented groups in the workforce. #EDIA #justic #HEA #industries #universities #women #womeninscience #STEM Spring Health #EDIA

Companies that pledged to promote diversity, equity, and inclusion after George Floyd's murder are now scaling back on their efforts. According to recent data, the number of DEI jobs has decreased by 8% in 2024, with an attrition rate twice that of non-DEI roles. Major corporations like Zoom, Snap Inc., Meta, and Tesla have slashed their DEI teams by 50% or more, opting to outsource the work to consultants. This shift is due to increased legal risk and political hostility towards systemic efforts to promote racial equity. Despite the downsizing of DEI teams, some companies, such as The J.M. Smucker Co. and Moderna, have expanded their DEI teams significantly. However, DEI professionals still face challenges such as resistance from executives, budget cuts, and pressure to demonstrate ROI. The impact of this trend is felt not only within businesses but also on individuals, with DEI professionals expressing frustration and concern about the future of diversity efforts. Advocacy groups, including the Congressional Asian Pacific American Caucus and the Congressional Black Caucus, are urging companies to maintain their DEI focus and address disparities within their workforce. It's clear that there is still much work to be done to achieve racial equity in the workplace. #DEI #RacialEquity #BusinessImpact Read more about this trend here: https://wapo.st/49CHJ35

We love the optimism around Diversity, Equity & Inclusion happening right now. 55% of survey respondents agreed society is “at a tipping point and there will be positive change from this point forward” on the issue of racial discrimination - from A call for accountability and action: The Deloitte Global 2021 Millennial and Gen Z Survey. #PurposeDriven #Marketing #Communications https://ed.gr/d0mvs

As someone who has navigated in these positions for several years in school districts, I am not surprised that “thousands of diversity-focused” colleagues in the DEI field no longer hold their positions. External pressure and backlash will cause corporations to abandon their “DEI statements”... because frankly, it was about optics from the start. During the recruitment process, others may be told that they are needed to orchestrate work to improve systems, only to be told years or months later that they are no longer needed in an executive leadership role. Also, not discussed enough are the risks, threats, and emotional labor. I wasn't fully prepared to be a topic for right wing media outlets or to deal with safety concerns following publications that deemed me as an indoctrinator. Everything is political, and I have learned so many lessons along the way. I am grateful for wisdom, and knowing that "no" is a whole sentence. For those who are practicing justice-centered work, you have my full support. We need each other and I encourage you to protect your peace when you can. “Companies including Netflix, Disney and Warner Bros. Discovery have recently said that high-profile diversity, equity and inclusion executives will be leaving their jobs. Thousands of diversity-focused workers have been laid off since last year, and some companies are scaling back racial justice commitments.” https://lnkd.in/gW-ib9v3

As I recently crossed the threshold of 7,000 connections here on LinkedIn, I took a moment to reflect on the journey that each connection represents. This isn't just a number; it's a mosaic of interactions, shared knowledge, and mutual growth that spans across various sectors – from Insurance Claims, Retail, Academia and Public Health to my current endeavors in Corporate Health. Throughout my career, I've been driven by a mission that goes beyond job titles and industries. It's about breaking barriers and creating spaces where diversity isn't just welcomed, it's celebrated. The narrative that "we don't have enough Black and Brown professionals to hire" has echoed through the corridors of our professional landscapes for far too long. Determined to challenge this narrative, I made it my mission to connect with every Black and Hispanic professional I encountered, aspiring to weave a richer tapestry of representation and opportunity in our professional world. These connections have been nothing short of transformative. Among you are individuals who have become not just colleagues, but great friends and pivotal influences in my career. The conversations, the shared dreams, the challenges we've navigated, and the successes we've celebrated together have all contributed to a community that is vibrant, resilient, and endlessly inspiring. I am immensely thankful for each and every one of you. You have enriched my professional life in more ways than I can count, and it is my hope that our connections continue to be a source of strength, inspiration, and mutual growth. As we look to the future, let's keep championing diversity, fostering inclusive networks, and building pathways for the next generation of talent. Here's to our continued collaboration, friendship, and the endless possibilities that lie ahead. Thank you, from the bottom of my heart. 💼🤝✨ #Gratitude #ProfessionalNetworking #DiversityInclusion #CareerGrowth #BlackProfessionals #HispanicProfessionals #HealthcareIndustry #InsuranceClaims #PublicHealth #CorporateHealth #BreakingBarriers #BuildingBridges #LinkedinConnections LinkedIn

I'm on the last day of my first quarter as a full-time business lady. 💅 This has been such a journey, but I am LOVING it so far. Why did I wait so long to make this leap?! (I can hear Judy Tsuei in my head right now saying, "I know, right?!") I can tell you one thing: It has not been all sunshine and roses. ☀️ 🌹 This has been the hardest thing I've ever done in my career. And I've run a company-wide goal at Amazon. So that's saying something. But I've learned so much in just 90 days, like: 💡 I am resourceful and creative with limited resources. 💡 Strategy is my natural superpower - when I lean into it, I excel. 💡 Sometimes, I stress out over things I can't control - I need to work on that. 💡 Community is still the center of everything I do; it brings me immeasurable joy. 💡Helping underrepresented women succeed has been the theme of this quarter and damn does it feel good. 💡 I know what my voice sounds like again, free of any organization, and I'm not losing her again. ✅ Going into next quarter, I'm still committed to supporting underrepresented women in finding their voices and propelling their careers forward. ✅ I'm leaning more toward organizational support work. ✅ I've got my foundations established. I'm putting my foot on the gas pedal a little more. 🏎️ The momentum building: Let's keep building a more equitable and inclusive future together. ❤️ 🎉 I'm not missing out on shouting out my community, who encouraged me this entire time, never letting me forget what I'm capable of. 🥰 : Nathan, Anuradha, Krysta, Sten, Rubai, Mark, Beth, Michael, Ola, Julia, Judy, Christine, Jerad, Alisa, Alejandra, Kendra, Alex, Roxie, Emily, Shinjini, Samorn, Colleen, Marcie, Olga, Tami, Nick, Adrienne, Misa, Khushi, Flo - going on this ride without all of you would have been infinitely more challenging and less joyful. Thank you for being you. ♥️ #wocbusiness #minorityownedbusiness #deiconsulting

Acuity is proud to celebrate #WomensHistoryMonth and share our employees' voices, stories, and experiences throughout March. Today, we're proud to highlight Sade Jayaprasad, Project Manager: Describe your role at Acuity: I work on various projects that introduce new technologies, which lead to process and workflow changes, and I manage these from end to end. I help consult and advise on technical specifications from inception to go-live and beyond. I work with internal and external stakeholders to ensure that the right decision makers and teams are collaborating, to cocreate and sustain the success of a project. My activities include translating client and business needs into tangible requirements that are actionable by our technical teams. What do you like most about your job and/or working for Acuity? At Acuity I get to do what I enjoy the most which is learning, problem solving and being part of a successful team. I constantly look to learn as much as I can. I am passionate about sharing that knowledge with others around me. I also really enjoy working with a diverse thinking team that brings a lot to the table every day! What do you enjoy doing in your free time? Gaming, reading, and drawing. Do you have a female role model in your life? How does she inspire you? My strategic management teacher at university is one of my role models. She strived to be the best even though there was a gender bias and negative stereotypes that women teaching those subjects weren’t qualified to do so. For me seeing is believing, and seeing her lead by example inspires me to continuously improve. She still influences me to seek information, ask tough questions, succeed on my own terms, and challenge the status quo. What does Women’s History Month mean to you? It’s a celebration of our collective and individual contributions to our cultures, economy, family, and society. It’s a time to also celebrate all the people in our lives that have supported and encouraged us to reach our successes. It’s a chance to empower young minds to advocate for what they believe in, remember how far we have come, where we can go and to persevere to move the ball forward.

💢 I find it ironic that so many giant organizations are eliminating DEI positions because they are no longer “business critical.” 💢 I find it ironic that so many people agree with the concept that DEI programs are not necessary. 💢 I find it ironic that so many people believe talking about race or citing racial bias as the reason for the many “wrongs” certain communities experience, is more of a problem than discrimination itself. 💢 I find it ironic that so many people see underrepresented employees as “diverse/minority hires” who aren’t as qualified for the job. I find all of this ironic because a significant number of executives and leaders got their big opportunities not based on experience or qualifications, but instead based on getting a position because of someone they know or someone they know who knows someone. ⁉️ Those who criticize affirmative action, should also stand firmly against affinity hiring. Just because someone reminds you of your “younger self” or is the son, daughter, niece, nephew, of someone you trust or “owe,” doesn’t mean they are qualified or the best candidate for the job. ♻️ I wonder if the same people who believe that DEI programs give opportunities to lesser qualified candidates, would consider those same candidates simply because they may have some obscure connection to the person. I think we all know the answer whether we’d admit it or not. ⁉️ Correct. A lot of DEI programs aren’t perfect and many of them were created because organizations in 2020 rushed to get on the bandwagon of #BLM. But, just because it’s not perfect doesn’t mean it’s not needed. At least some of these programs give opportunities to individuals who are qualified, even overqualified… they just didnt have the right connections with the right people at the right levels to get handed a job. #DEI #TechnologyEquity #UnconsciousBias