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specific employee groups. Are there individuals, teams or groups who are feeling disillusioned by what’s going on? As one leader stressed, “It’s important to ensure people feel heard.” Anticipate whistleblower risks: Be aware of the increased likelihood of whistleblowing from employees who might interpret inclusion efforts as non-compliant with the law. As one leader shared, “Those that are anti-DEI have been emboldened.” Prioritise genuine impact: Use this time to take stock of how you are promoting and celebrating DE&I values and commitments. Are there activities that feel tokenistic and inauthentic?
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