Embed Notice

HTML Code

<blockquote style="position: relative; padding-left: 55px;"><section><a href="https://mstdn.social/users/amydiehl/statuses/113987324015965890">Amy Diehl, Ph.D. (amydiehl@mstdn.social)'s status on Wednesday, 12-Feb-2025 06:44:36 JST</a><a href="https://mstdn.social/@amydiehl" title="amydiehl@mstdn.social"><img src="https://gnusocial.jp/avatar/40709-48-20221126212146.webp" width="48" height="48" alt="Amy Diehl, Ph.D." style="position: absolute; left: 0; top: 0;">Amy Diehl, Ph.D.</a></section><article><p>Silence on DEI creates a vacuum for opponents to fill with misconceptions. It is not legally risky to advocate for:<br>- Greater diversity of personnel<br>- Fairness &amp; equity in policies &amp; procedures<br>- Culture of inclusion in which employees feel they belong<br><a href="https://hbr.org/2025/02/the-legal-landscape-around-dei-is-shifting-your-messaging-should-too" rel="nofollow noreferrer">https://hbr.org/2025/02/the-legal-landscape-around-dei-is-shifting-your-messaging-should-too</a></p></article><footer><a rel="bookmark" href="https://gnusocial.jp/conversation/4548876#notice-8905692">In conversation</a><time datetime="2025-02-12T06:44:36+09:00" title="Wednesday, 12-Feb-2025 06:44:36 JST">about 21 days ago</time> <span>from <span><a href="https://mstdn.social/@amydiehl/113987324015965890" rel="external" title="Sent from mstdn.social via ActivityPub">mstdn.social</a></span></span><a href="https://mstdn.social/@amydiehl/113987324015965890">permalink</a><h4>Attachments</h4><ol><li><article><header><div>Domain not in remote thumbnail source whitelist: hbr.org</div><h5><a href="https://hbr.org/2025/02/the-legal-landscape-around-dei-is-shifting-your-messaging-should-too">The Legal Landscape Around DEI Is Shifting. Your Messaging Should, Too.</a></h5><div> from <span>@harvardbiz</span></div></header><div>Anti-DEI activists and government officials are combing corporate websites and public statements looking for evidence of illegal diversity, equity, and inclusion (DEI) programs. That has led some corporate leaders to stop talking about DEI, but silence risks damaging the trust of your employees and customers. The authors, from NYU School of Law’s Meltzer Center for Diversity, Inclusion, and Belonging, identify best practices for communicating about DEI, offer some sample language to avoid legal risk, and share strategies to disseminate these best practices throughout your organization.</div><footer></footer></article></li></ol></footer></blockquote>

Corresponding Notice

Embed this notice
Amy Diehl, Ph.D. (amydiehl@mstdn.social)'s status on Wednesday, 12-Feb-2025 06:44:36 JST Amy Diehl, Ph.D.
Silence on DEI creates a vacuum for opponents to fill with misconceptions. It is not legally risky to advocate for:
- Greater diversity of personnel
- Fairness & equity in policies & procedures
- Culture of inclusion in which employees feel they belong
https://hbr.org/2025/02/the-legal-landscape-around-dei-is-shifting-your-messaging-should-too
In conversationabout 21 days ago from mstdn.socialpermalink
Attachments
1. Domain not in remote thumbnail source whitelist: hbr.org
  The Legal Landscape Around DEI Is Shifting. Your Messaging Should, Too.
  from @harvardbiz
  Anti-DEI activists and government officials are combing corporate websites and public statements looking for evidence of illegal diversity, equity, and inclusion (DEI) programs. That has led some corporate leaders to stop talking about DEI, but silence risks damaging the trust of your employees and customers. The authors, from NYU School of Law’s Meltzer Center for Diversity, Inclusion, and Belonging, identify best practices for communicating about DEI, offer some sample language to avoid legal risk, and share strategies to disseminate these best practices throughout your organization.

Public

Embed Notice

HTML Code

Corresponding Notice