Hey everyone! I'm Vessy, founder of Vessy.com and author of the "2019 Diversity in the Workplace Report". I'd absolutely love to hear your feedback! The report doesn't answer all D&I questions. So feel free to comment here if you have a question and you can't find an answer to it in the report!

Just stunning. This report is incredibly well executed. Love the richness of the interviews. What were some of the biggest challenges in putting this report together?

Very rich report! Congrats on releasing it I can see that you put a lot of work to do that and it's all for a good cause!

With this report Vessy aims to help the companies that want to become more inclusive and diverse, so that they can innovate, understand and serve customers from around the world. As many of the people she interviewed said — being diverse and inclusive is just the right thing to do. This report is for those who feel excitement about transforming a company culture, who want to feel proud of their work, who want to make a real impact on people’s day-to-day lives. Vessy talked to 10 companies from 10 countries, of various size and D&I maturity. You can find aspects in each case that are similar to your company -- and learn from them. The smallest business consists of 20 employees and the biggest - of 16,000 people. The oldest company in the report was founded in 1820 and the youngest - just in 2017. Some of them started with D&I a decade ago, while others are just doing their first steps. All of the companies that Vessy researched have one thing in common. They are unique because of their context. It's a mixture of their company history, values, employees, customers, proposition, markets, and objectives. What works for one of them won’t necessarily work in the other ones, and vice versa. Creators: @vtasheva + @jnpetrov Contributors: @adblanche, @BrianCVC, @wswannell, @checkwarner, @kelsddog, @NickyTod, @farooq_abbasi

Great stuff, thanks for putting this together Vessy!

Pros:

Lots of really practical and actionable advice on how the best companies in the world are building diverse high performing teams.

Cons:

None really...

@vtasheva, look what I found! Hope it's an interesting one. https://hbr.org/2019/02/survey-w....

Great topic! Very important and the interviews are super interesting. Vessy, you've managed to organize the information so neatly and pretty. Kudos for the well done job! I hope your effort can lead as inspiration to many and more reports will follow.

I have the pleasure of knowing Vessy personally and her commitment to this cause is second to none. This work is the reflection of her passion and drive and I strongly recommend it for its completeness, scope ans authenticity

FFS, I understand you probably want to find a use for your leftist university education but enough with the identity politics. Besides your friends that have posted here this kind of incessant garbage is making the workplace an SJW hellhole. I guarantee you that most people have had it with this constant rhetoric. I hire people based on their skills and experience. I don't care how many of each colour or gender appear on my payroll and neither should you. Find another way to be relevant.

I highly appreciate the efforts that @vtasheva and @jnpetrov have put into making this report! This is indeed a great project with even greater purpose! I know them both personally and I guarantee that they've put a lot of dedication to realizing this project. As a person who has a professional interest in organizational development-related fields, I have to admit that the report is indeed a well-written thorough work regarding Inclusion and Diversity modern practices in organizations. However, I believe there is a lot more work to be done in order to prove such kind of report as being a credible and helpful one (I honestly mean no offense by saying that) such as: 1. The report does not provide anything new; it just restates what's been well-known for quite some time now. I don't see any new content and/or conclusions been implied by neither the company representatives being interviewed nor by the authors. An idea for improvement: it would be way more professional, interesting, and helpful to both practitioners and organizations to conduct empirical research with 10 companies, let just say, 5 of which do employ D&I practices and 5 - don't. Measuring their performance (in terms of operations effectiveness and financial results) relatedness to the inclusion practices (or lack thereof) would help you identify whether D&C truly: - means something to anybody at all; - helps companies become better regarding their organizational culture, norms, performance, etc.; - is related to the success of companies, and if it is - then how and to what extent. I propose this because by doing it, you'll be positioned as trustworthy and credible professionals who base their opinions on real data from their own research. Otherwise, using statements such as "diversity of thought fuels innovation and business success" (p. 127) - although they sound catchy and will probably help you nail a few clients - are not true, reliable, and proven. If you successfully manage to do that and come up with measurable and validated results and conclusions, then - oh boy, you have my respect. Interviewing people who say that the company they work in is gay-friendly is definitely not worthy because: - it's a lie; - it gives me nothing as being a reader: so what if you're open to hiring lesbians; how is this contributing towards your employees' valuing your company, how does this helps you become a better employer... you get the idea. 2. A clear and precise definition of what Inclusion and Diversity means is lacking. Seriously, I don't know why people have the impression that when D&I comes to mind, sexual orientation is the main thing that should be discussed. Yes, the diagram on p.128 from the report says differently but the common perception of people definitely points otherwise. 3. The report shows only the one side of the coin: yes, it's great to have a sushi bar at the office and hipster co-workers who smoke high-quality "cigarettes" during the break. But how open are they towards accepting different types of professionals in their community at work? Hubspot, for example, is indeed an overbranded D&I-based place to work... or is it really? I recommend writing also about how overspeculated areas such as D&I can lead to frauds and devaluing of people's true nature and principles. As a start, reading Dan Lyons' "Lab Rats" and/or "Disrupted" would be more than a proper thing to do. Please pardon my direct language. As I said above, I mean no offense and I do respect your work. Since I believe that you're interested in that topic, I think that you can do better and more sophisticated job in publishing a second, way more precise version of this report in due time. I allowed myself to point out some major areas of improvement because - as being a D&I consultant yourself - I guess you're open to some critical thoughts and feedback. Good luck in your future endeavors!

This is so important and desperately needed through-out the world!