Tangible Development LLC

🔍 Who’s Responsible for Increasing Workplace Diversity in 2025?

Short answer: Everyone.

It’s no longer enough to place the weight of DEI on recruiters and hiring managers alone. The most successful organizations treat diversity and retention as core business priorities, and they hold every leader and employee accountable for progress.

Here are 5 ways companies are moving the needle in 2025:

✅ Shared Responsibility: Diversity isn’t HR’s job alone. It requires cross-functional ownership.

✅ Business Alignment: Tie DEI to revenue, retention, and growth goals, not just feel-good initiatives.

✅ Sustainable Programs: Move beyond one-off projects. Embed DEI into hiring, leadership, and promotion.

✅ Clear, Fair Policies: Make equity measurable with objective, legally sound criteria.

✅ Track What Matters: Use data to measure hiring, retention, and engagement by demographic group.

💡 When diversity is embedded in culture and strategy and not sidelined, representation and retention follow.

How is your organization creating structure and accountability for diversity in 2025?

Read more here: https://www.ere.net/articles/whos-responsible-for-increasing-workplace-diversity-in-2025

Who’s Responsible for Increasing Workplace Diversity in 2025? | ERE Effective diversity recruiting starts with clear accountability: recruiters build diverse pipelines, interviewers reduce bias, and hiring managers make equitable decisions.

🗽 New research shows Americans want a more diverse society 🗽

At a time when debates about identity and belonging can feel polarizing, a new study offers a powerful insight: most Americans envision a future that is more ethnically and religiously diverse than the country we live in today.

📊 Conducted by researchers at the University of Copenhagen, Yale, and the University of Chicago, the study surveyed nearly 1,000 Americans and found:

✅ Two-thirds want greater ethnic diversity

✅ More than half want more religious diversity

✅ The idea of multiculturalism is widely embraced, not just in academia or among minorities, but across political and religious lines

This data challenges the narrative that Americans are resistant to change. In fact, multiculturalism may be more American than apple pie. 🥧

💬 What does this mean for leaders, educators, and changemakers working toward a more inclusive future? It means the support is there. Let’s meet the moment.

Learn more here: https://phys.org/news/2025-07-americans-diverse-society.html

Americans prefer a more diverse society, argues a new study At a time marked by debate about identity, migration and national cohesion, a new study brings a surprising message: Most Americans want a more ethnically and religiously diverse society than the one they live in today.

💡 Allyship is Leadership, and it's time we start treating it that way.

Too often, those in positions of power want to support inclusion but don’t know where to start. Julie Kratz’s latest article for Forbes makes one thing clear: allyship isn’t just about personal values; it’s about smart, sustainable leadership.

Here are 4 key takeaways:

🔹 Allyship boosts business performance
Companies with inclusive leadership teams see up to 39% higher profitability and 19% higher innovation revenue.

🔹 It starts with self-awareness
Leaders must reflect on their values, strengths, and blind spots. Tools like an “allyship SWOT analysis” can help guide this growth.

🔹 Gen Z expects it
83% of Gen Z prioritize diversity and inclusion when choosing where to work. If your culture isn’t inclusive, your future talent pool will notice.

🔹 Allyship is a verb, not a title
You don’t need to call yourself an ally, you need to act like one. Show up, listen, share your power, and commit to the work.

🌍 Inclusion isn’t just the right thing to do, it’s the smart thing to do. Let’s stop treating allyship as optional and start embracing it as essential leadership.

🔗Click here to read the full article: https://www.forbes.com/sites/juliekratz/2025/07/27/allyship-is-leadership-why-people-with-power-are-an-untapped-resource/

📅 August 8 is International Allyship Day. What small step will you take today?

Allyship Is Leadership: Why People With Power Are An Untapped Resource Allyship has a strong business case and human case. For true workplace inclusion, people with power need to engage as allies.

New DEI training research highlights the need for tailored experiences

✅ Personalized diversity training is far more effective than the traditional one-size-fits-all approach.

✅ By tailoring messages to different mindsets, especially skeptics, organizations can actually shift attitudes and build more inclusive cultures.

✅ As AI and data tools advance, tailored and ongoing “nudges” could be the key to lasting culture change.

🔗 Read more here:

The one-size-fits-all diversity training model is broken – here’s a better alternative Tailoring diversity training to participants’ psychological profiles boosts its effectiveness, a new study found – especially among skeptics.

🌈 Pride is more than a celebration—it’s a call to action.

In a time when support for historically marginalized groups is being challenged, it’s vital that organizations double down on their commitments, not retreat from them.

This Pride Month, let’s move beyond performative gestures and invest in meaningful, lasting support for the LGBTQ+ community:

🏳️‍🌈 Invest in LGBTQ+ employee resource groups.
🏳️‍⚧️ Support LGBTQ+-led nonprofits through donations and partnerships.
🏳️‍🌈 Ensure policies protect all employees, regardless of gender identity or sexual orientation.
🏳️‍⚧️ Equip leaders to speak up and act when equity is threatened.

Inclusion is not political—it’s principled. And allyship requires action.

Let’s make our workplaces not just welcoming, but courageous.