JUST Capital’s Post

JUST Capital released its People’s Priorities Report detailing the public's expectation of businesses and issues that matter most. With fair wages and worker well-being at the top of the list, how will companies shift their #ESG and #CSR priorities as we move into 2025?

Happy Americans' Views on Business season, for all who celebrate! Fielded yearly, the AVOB offers a blueprint to business leaders on how to navigate a turbulent and uncertain environment. This year's key insight: The majority of Americans – regardless of political party, ideology, or other demographic differences – are generally united in their expectations for corporations, particularly in areas where positive societal impact dovetails with positive business performance. https://lnkd.in/dm3R9RnN

Here’s a hard truth: DEI, as we know it, isn’t working. We’ve all heard the buzzwords—Diversity, Equity, Inclusion—but in reality, too many companies are stuck in superficial, performative efforts. Following the wave of initiatives after 2020, many organizations rushed to hire DEI practitioners without the right expertise and put policies in place just to “check the box.” The result? Tokenism, frustration, and, ultimately, no real impact. Here’s the reality: DEI isn’t just a feel-good project—it’s a strategic imperative. In today’s rapidly changing world, it’s about adapting to the societal, technological, and environmental disruptions we face. Businesses that embrace equity as a core part of their strategy will be the ones that thrive in this unpredictable landscape. So, what needs to change? Move beyond buzzwords – It’s time to focus on substance over style. DEI must be deeply integrated into the DNA of our businesses. Let’s stop arguing about acronyms and start focusing on real, meaningful progress. Read more from Sarah Saska, PhD, CEO of Feminuity: https://lnkd.in/g6s8UvkG #Leadership #DEI #Equity #Inclusion #FutureOfWork #BusinessStrategy

A special thanks to Wendy Diamond and her USA Family Enterprise team for pulling together this report. Only 24% of the current generation and 13% of the next generation in family businesses strongly agree that the business would continue to run smoothly if an important family employee left, retired, or passed away. Deloitte Private’s “The Enduring Family Business” survey, highlights differing perceptions in terms of leadership, risks, and decision-making. Risks such as hiring and retaining employees, climate change impact, and capital structure are more concerning for the current generation, possibly due to their more extensive experience within the business. Check out the complete report for more details on how generational differences are impacting family businesses when it comes to future directions, technologies, and more. #familybusiness #successionplanning #riskmanagement

Important reporting on a recent survey of company leaders regarding their approach to DEI. “Indeed, most companies plan to invest more in DEI initiatives over the next two years, according to survey results released Monday by global executive head-hunting firm Bridge Partners.” #Diversity #equity and #inclusion are powerful tools for supporting employees, improving workplace culture, and achieving business success. When done correctly, #DEI efforts bring people together and create even stronger teams and businesses. Smart #leaders know this and are staying the course. https://lnkd.in/gH48HB_D

It's crucial for organizations to parse out what's political versus what's foundational to their business values and priorities. There's some pressure from political movements to frame Diversity, Equity, and Inclusion (DEI) as a divisive issue. Business leaders must determine how to stand firm in their values while navigating the complex and often overly polarized landscape surrounding DEI. Begin with asking: Is your organization as committed to DEI as it claims to be? For some, DEI has been a symbolic gesture. People can tell because external political pressure or internal resistance has made it’s easy to lose focus on the fundamental goals of DEI. If your DEI efforts are more about optics than outcomes, it’s time to reassess. DEI work involves prioritizing the creation of inclusive opportunities for everyone, particularly those historically excluded, and requires a commitment to systemic change. Corporations need to ask themselves: Are we willing to make meaningful changes, even when it's hard or unpopular? It’s true that DEI has become a political hot-button issue, but it’s important to remember that diversity and inclusion are not inherently political—they are human values and business imperatives. DEI is about ensuring equitable access to opportunities, fair treatment, and fostering an environment where people from all backgrounds can thrive. While some have made this sound and feel solely political, it’s a reflection of ethical values that benefit society and businesses alike. Corporations can and should support DEI efforts without being drawn into every political battle. Instead of trying to avoid the conversation altogether, companies should focus on separating political noise from their core mission, which involves defining and staying true to their values and business priorities. Business leaders must anchor themselves in what truly matters: their values and long-term business objectives. This requires clarity about how DEI aligns with your organization’s mission. When done right, DEI contributes to a healthier, more innovative, and more engaged workforce, leading to better business outcomes such as attracting top talent, improving employee satisfaction, and driving innovation without getting entangled in political debates. Here are some key steps to help business leaders find their footing: 🤝 Revisit Your Commitment to DEI: Be transparent with your employees and stakeholders about where the company stands. 🤔 Define Your Values: Clarify how DEI fits into your organizational values, not about aligning with political movements. 🔍 Focus on Impact, Not Optics: Ensure that your DEI efforts are not just performative. ☎ Communicate Clearly: In the face of political or social pushback, communicate your company’s position clearly and consistently. 💪 Stay Flexible, But Steadfast: Understand that societal and political landscapes will continue to shift, but remain firm in your commitment to DEI.

For those who know me, understand my life's mantra is to help others expand their capacity for human concern. Some us with lived experiences of trying to help people see injustices realize that the talks, trainings,...etc. can wane or fizzle out with our targeted audiences. Watch this insightful video from Xavier Ramey who talk about "the business case for diversity." What resonates with you?

In recent times, many corporations have been scaling back their Diversity, Equity, and Inclusion (DEI) initiatives, a move that Alicia Gonzalez argues is both short-sighted and detrimental to long-term success. The article highlights several key reasons why abandoning DEI efforts is a strategic misstep. Firstly, DEI initiatives are not just about social justice; they are crucial for business innovation and competitiveness. Diverse teams bring varied perspectives, fostering creativity and problem-solving. Companies that prioritise DEI are better positioned to understand and serve diverse markets, leading to increased customer satisfaction and loyalty. Secondly, the retreat from DEI can harm employee morale and retention. Employees today, especially younger generations, value inclusivity and equity in the workplace. When companies backtrack on DEI commitments, they risk losing top talent to more inclusive competitors. This not only affects productivity but also incurs significant costs related to recruitment and training. Moreover, the article points out that DEI is integral to risk management. Companies that fail to address diversity and inclusion may face legal challenges and reputational damage. In an era where consumers and investors are increasingly socially conscious, maintaining a strong DEI stance is essential for sustaining trust and credibility. Gonzalez also emphasises that DEI should be viewed as a continuous journey rather than a one-time project. Effective DEI strategies require ongoing commitment, regular assessment, and adaptation to evolving societal norms and business landscapes. Companies that understand this are more likely to thrive in the long run. https://lnkd.in/eJJfjNqQ #DEI #Leadership #InclusiveWorkplace

CFOs play a critical role in getting diversity programmes right by reassessing and integrating DEI initiatives with clear business outcomes. By establishing benchmarks that tie diversity to improved results, CFOs can help make DEI a strategic priority. For more information, click here: https://bit.ly/4bqw7S2 #CFO #DiversityProgrammes #DEI #Inclusivity

Here’s an interesting perspective from Fortune magazine. “Corporate boards have a lot on their plates–and new priorities seem to pop up every day. What can be done about climate change? How can diversity, equity, and inclusion initiatives strengthen corporate culture? Is it necessary to comment on the latest global atrocity? Why is CEO pay so high compared to that of the average worker? In a recent report on the health of the market economy and society, Georgetown Law’s Denny Center for Democratic Capitalism identified a new question boards should be asking to better integrate long-term strategy and broader stakeholder interests: “What is our company doing to support or undermine the health of the market economy and society more generally?” Though it may sound like an altruistic diversion, it’s not: A company’s long-term financial success depends on a strong economy and a stable societal context. The case for factoring market and societal well-being into long-term strategy rests on two convictions: that creating value for shareholders and strengthening democratic capitalism are not zero-sum tradeoffs when considered over longer strategic time horizons, and that corporate actions that impact society more broadly should be fully integrated into long-term strategy, not delegated to a public relations or human resources organizational silo. Both/And In 2005, Ian Davis, then Managing Director of McKinsey & Company, made a strong case for the “both/and” view of creating value and doing good in his Economist essay, The Biggest Contract: “Companies that treat social issues as either irritating distractions or simply unjustified vehicles for attack on business are turning a blind eye to pending forces that have the potential to alter their strategic future. […] It is time for CEOs of big companies to recast this debate and recapture the intellectual and moral high ground.” Societal trends and pressures can provide important inputs to corporate profitability including implications for public policy, trends in consumer preferences, and insights on employee expectations. Corporate profitability and actions that support healthy markets and societies go together, and when tradeoffs arise, they usually work themselves out over longer timeframes.” https://lnkd.in/gadX8AjF