Happy New Year. 2023 is the Year of the Rabbit according to the Chinese Zodiac. The Rabbit is a symbol of longevity, peace and prosperity. Thus, 2023 is predicted to be a year of hope. Here at Partners in Diversity, our hope is to work with each of you and your organizations to create an inclusive workplace where everyone belongs.
In this issue:
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- Gaslighting and its impact on DEI
- Events to honor Dr. Martin Luther King Jr.
- Join us for Say Hey! on the westside
- Job opportunities from our members
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Podcast: Gaslighting and its impact on DEI efforts
Gaslighting -- it’s the most looked-up word of 2022, according to Merriam-Webster Dictionary. In this episode of Equity Conversations, we take a closer look at what gaslighting means in the workplace and how it affects DEI efforts – everything from retention to performance to mental health. Our guest, Dr. Tae-Sun Kim, vice president and chief diversity officer at Legacy Health, shares common examples, how to fight it and what people with past traumas need to be careful of. Click here to listen now.
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Build community at Say Hey! on February 9
Start the new year by reconnecting with old friends and making new ones at this quarter’s Say Hey!, the region’s largest networking event for communities of color. The February 9th event is co-sponsored by City of Hillsboro and Intel. It is free and open to professionals of color and allies. Space is limited and pre-registration is required. Click here to save your spot now.
If you are a professional of color who recently relocated to Oregon or southwest Washington and want to be introduced at Say Hey! as a special guest on stage, sign up to be an Honoree by January 20. Meet last quarter’s Honorees and learn more about becoming an Honoree by visiting our Honoree page.
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Save the Date: NW Equity Summit on September 26
Be unapologetically DEI. Mark your calendar for Partners in Diversity’s 2nd biennial NW Equity Summit on September 26, 2023, at the Oregon Convention Center.
The conference focuses on helping employees and managers at all levels, as well as diversity influencers, be bold and uncompromising — in other words, unapologetic — when it comes to advancing and advocating for equity and inclusion. The Summit features national experts on topics related to championing diversity, equity and inclusion.
Sponsorship opportunities are available now. If you want to show your support for DEI and showcase your organization’s commitment, contact Dorothy Chongkit at dchongkit@partnersindiversity.org.
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For a complete list of job openings at member organizations, please visit our Career Center.
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Partners in Diversity provides an online space for nonprofits, public agencies and community-based organizations to share events and engagement opportunities that are relevant to communities of color. To view other community events or to post one, visit our Community Engagement page.
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To better support our communities of color, Partners in Diversity created Community Resource Groups (CRGs). Participants of the Black CRG, Asian Pacific Islander CRG, Native American CRG, and Latino CRG meet quarterly to network, discuss current issues relevant to that specific community and learn from each other
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A special thanks to our Platinum members for their continued commitment to DEI:
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Advantis Credit Union Advocates for Life Skills and Opportunity Amazon AT&T Oregon Bob's Red Mill Bonneville Power Administration CareOregon Cascade AIDS Project City of Gresham City of Portland City of Salem Clackamas County Clark College
Columbia Sportswear Cushman & Wakefield Fully Intel Corporation iQ Credit Union Janus Youth Programs Inc Kaiser Permanente Northwest KEEN Footwear Legacy Health Lewis & Clark College Marie Lamfrom Charitable Foundation Metro Miller Nash Graham & Dunn LLP Mt. Hood Community College Multnomah County New Relic Nike Northwest Regional Education Service District NW Natural NWEA OHSU/HERC OnPoint Credit Union
Oregon Department of Consumer and Business Services Oregon Department of Corrections Oregon Department of Education Oregon Department of Environmental Quality Oregon Department of Human Services Oregon Department of Transportation Oregon Education Association Oregon Employment Department Oregon Food Bank Oregon Health Authority Oregon Public Broadcasting Owen Jones & Partners, Ltd Pacific Power PCC Structurals, Inc
PeaceHealth - Center of Inclusion, Diversity, Equity and Access PNC Bank Portland Community College Portland General Electric Portland Public Schools Portland State University Providence Health & Services SEIU Local 503 Slalom Consulting State of Oregon Agencies Swire Coca Cola Taylor Morrison The Greenbrier Companies The Multnomah Athletic Club The Nature Conservancy in Oregon The Oregon Community Foundation Tillamook County Creamery Association
Tonkon Torp, LLP Trillium Family Services TriMet Tualatin Hills Park & Recreation District University of Oregon Volunteers of America Oregon Washington County Washington Department of Social and Health Services Washington State University - Vancouver Washington Trust Bank Wieden+Kennedy
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Jan. 16: Martin Luther King Jr. Day
Jan. 17: National Day of Racial Healing
Jan. 22: Lunar New Year (Year of the Rabbit)
Jan. 27: Holocaust Remembrance Day
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Happy New Year, everyone. I hope your holidays were wonderful and safe.
Over the last weeks, several recent headlines sent alarms blaring in my head.
“Tech layoffs spell trouble for HR and diversity professionals.” – Fortune
“DEI programming stalled in 2022.” – CNBC
“How companies are faking their DEI strategy and making it worse for workers.” – Inc.
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This isn’t the time to cut back on your organization’s diversity, equity and inclusion efforts. I know that the talk of an impending recession is concerning, and leaders have a lot of decisions to consider, but DEI has proven to be good for business. A 2020 global report by McKinsey & Company found that companies with high gender diversity on executive teams were 25 percent more likely to experience above-average profitability, while companies with high ethnic and cultural diversity outperformed others by 36 percent. Also, keeping talented and diverse staff is more efficient than trying to hire them back when the recession ends.
Earlier in this newsletter, we mentioned our latest Equity Conversations podcast on gaslighting, a form of psychological manipulation that hinges on creating self-doubt. (If you haven’t listened to it yet, I highly recommend it.) One example of gaslighting that our guest, Dr. Tae-Sun Kim, vice president and chief diversity officer at Legacy Health, provided is when leaders claim publicly that they care about DEI and then fail to allocate resources. When that happens, employees, especially employees of color, feel like they don’t belong and organizations end up losing talent, which, at the end of the day, hurts the bottom line.
Finally, I take slight issue with the CNBC headline which called DEI a program. It’s not. DEI is a mindset and strategy. As with any good business plan, it must be embedded into every aspect of the organization, not as a standalone “department” or “program.”
Thus, your new year resolution should be to lean into DEI more in 2023 and you will come out ahead in the long term.
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