Over the past year, investment organizations have continued to build on their diversity, equity, and inclusion (DEI) strategies to attract and support multicultural and ethnic BIPOC talent. Capital Group Canada, for example, has expanded its anti-racism study groups, fostering a culture of openness and authenticity in the workplace. The organization remains committed to increasing the representation of Black Americans in leadership positions to 7% by 2025.
The National Study
The CulturaliQ / Pink Attitude Evolution National Study led by Ruby Dhillon has brought significant attention to the challenges faced by South Asian women in the workforce. With a total reach of 34 million impressions across all media sources, the report’s findings have sparked widespread discussion. The statistic that 57% of South Asian women were planning to leave their job was been particularly impactful, leading to coverage by major news outlets and community media.
Impacts Arising from the Study
In response to the report, organizations across various sectors have engaged in discussions and planning to address the issues highlighted. For instance, SEPHORA has recognized the potential of South Asian women in retail and is focusing on supporting their career development and leadership advancement. The Automotive Parts Manufacturers’ Association (APMA) has initiated conversations around support for South Asian women and has increased their representation at industry events.
EY and the City of Brampton have also taken steps to address the challenges faced by South Asian women, with EY pushing for more data and accountability and Brampton including the study’s findings in initiatives for city employees..
To address the issues surfaced in the National Report, Pink Attitude Evolution and Melissa Fristrom of Core Allies have developed a 6-month bespoke leadership development program. This program aims to overcome unconscious barriers to success for South Asian women by offering effective DEI initiatives, targeted mentorship, professional development, flexible working arrangements, recognition of international credentials, and improved networking opportunities.
Looking Forward
As we look back on the past year, it is clear that a comprehensive and long-term approach to DEI is essential for attracting and retaining BIPOC talent. Organizations must continue to focus on creating an inclusive culture that promotes equity of opportunity and recognizes the diverse needs of various marginalized communities. Stay tuned for the coming release of the Pink Attitude Evolution full impact report coming later this year.
What progress have you seen in other organizations over the past year in support of DEI initiatives?
