All Options’ Post

Hot off the press! This project, and the opportunity to work with the people on it, is one of the highlights of my career! It’s exciting to see the first article about the project published. https://lnkd.in/eXuGNaP5

https://lnkd.in/gRy8x-ar Proud of this work. If anyone is trying to close equity gaps in STEM careers, you might find our case study and 9 best practices useful!

We are excited to announce that Marisa Darden, Chair of Benesch's White Collar Practice, will present at the Corporate Counsel Women of Color | 2024 Career Strategies Conference on May 1st in New York City. Her session, Building Meaningful Relationships Within Your Practice and Across the Firm, will dive into tips for expanding your network and building purposeful professional relationships. Learn more: https://lnkd.in/gkGPakz #CCWC #BeneschLaw

The LAGRANT Foundation and HPRA Collaborate to Advance Hispanic Professionals in the Industry "We are thrilled to partner with TLF to expand opportunities for young professionals and diversify the talent pipeline in communications,” said HPRA President Sonia V. Diaz. “By 2050, 78% of net new workers and 29% of the U.S. population will be of Hispanic descent. As communicators, it’s vital that our industry reflects this reality to effectively engage these communities. HPRA and TLF are deeply committed to this effort, and this collaboration strengthens our ability to support and connect with an evolving and dynamic population.” Major corporations and agencies across the country already partner with both organizations to provide open roles to their networks and collaborate on career development workshops. Through these partnerships, students and professionals at all career stages gain increased access to pathways that can help them advance in their careers.  Read more: https://lnkd.in/epRqynw2

The LAGRANT Foundation and HPRA Collaborate to Advance Hispanic Professionals in the Industry "We are thrilled to partner with TLF to expand opportunities for young professionals and diversify the talent pipeline in communications,” said HPRA President Sonia V. Diaz. “By 2050, 78% of net new workers and 29% of the U.S. population will be of Hispanic descent. As communicators, it’s vital that our industry reflects this reality to effectively engage these communities. HPRA and TLF are deeply committed to this effort, and this collaboration strengthens our ability to support and connect with an evolving and dynamic population.” Major corporations and agencies across the country already partner with both organizations to provide open roles to their networks and collaborate on career development workshops. Through these partnerships, students and professionals at all career stages gain increased access to pathways that can help them advance in their careers.  Read more: https://lnkd.in/epRqynw2

Our Black Heritage Research Program🖤 ensures our assessment experience is inclusive and fair for all candidates. Discover how data-driven insights are reshaping workplaces for equity and excellence: https://lnkd.in/dJjsxG2J #SHLCountdown #TalentInsights 

What opportunities can you unfold?

🌟 Diversity, Equity, and Inclusion (DEI) provides a framework for fostering a more equitable and inclusive workforce, helping to address racial biases and promote understanding. 🚀 Why is DEI important? According to Boston Consulting Group (BCG), McKinsey & Company, and other sources, companies with DEI initiatives can increase revenues by more than 19% due to innovation. Companies with greater racial and ethnic diversity have a 36% higher likelihood of outperforming less diverse competitors. 🚀 Why is this important to me? As someone who started college after the murder of George Floyd and was directly impacted by phenomenal initiatives by major corporations like Deloitte, KPMG US, Capital One, The Home Depot and more, I can testify to the unique opportunities to progress my career. While working in white male-dominated industries such as finance and tax, I have frequently had to justify my presence in the room as my counterparts scrutinized my resume, despite us all being interns. For example, in a previous experience, an individual expressed the belief that DEI initiatives take opportunities away from Caucasian individuals. n her argument, she ignored the qualifications and standards for the position, focusing solely on race. While referencing a DEI initiative, she failed to acknowledge the hard work those individuals put into being accepted into the program. Many DEI college programs have rigorous merit-based requirements. The program she referenced accepted candidates from all racial backgrounds, including Caucasian individuals. This is just one example of the misrepresentation of DEI initiatives. DEI is not limited to people of color; the purpose of DEI is to level the playing field and offer an array of views and experiences. As an African American female in corporate America, my resume speaks for itself. However, the unfortunate reality is that something as simple as having an Afrocentric name could bias perceptions of my work experience compared to my counterparts. The Voting Rights Act of 1965 was one step toward promoting equality in an unjust society. As times change, corporate responsibility continues to grow. Recent changes highlight companies' commitments and provide new opportunities for Generation Z in corporate America. With limitless grace and gratitude, Layla #DEImatters #catalystforchange #positiveprogress

Creating your social capital is important.

What DEI efforts in life science have been successful? What personal experiences have shaped your approach to DEI? This #HispanicHeritageMonth, we’re amplifying Hispanic voices in the industry. Linda Sierra, SVP, business development and DE&I co-chair at Bench International, shares: "Bench International is a 50-year-old, women-owned executive search firm. We are acutely aware of the need for women and underrepresented people in executive roles. My goal is to meet as many candidates from underrepresented communities as I can to present the most excellent and qualified. If you don’t know the candidates, you can’t put them forward for our coveted life science and biotechnology roles." "Having spent 32 years in life sciences, I realized early on that there weren’t enough women and people of color. When asked to help fill two executive assistant roles at my first biotech company, I called my friends from E&Y who were Latina like me. Just like that, I tripled our Latino representation. That’s when I realized people tend to have friends and hire those who look like them. Inclusion at the top matters."