Over the last few years, we have worked with over 40 employers in Greater Cincinnati that are committed to improving the world of work for everyone. We are humbled that the region’s leaders have invited us to be partners in their diversity, equity, and inclusion journeys. Together, we have conducted equity-centered assessments of workplace policy and culture, developed action plans that deliver tangible results, and recognized and celebrated employers that are walking the talk.

​​I often find myself reflecting on where I’ve been and where I’m going at the end of a year. I’m sure many of you do the same.There seems to be no better time to appreciate the lessons learned, celebrate the wins, and bring into focus the dreams for a new year…

It’s no secret that employee burnout is on the rise. The global pandemic has taken a toll on caregivers and set back women’s progress in the workforce by decades. Of course, burnout doesn’t happen overnight—it’s a culmination of triggers that cause an employee to be disengaged. There are a number of warning signs that an employee is likely burnt out, including detachment from workplace culture, lack of motivation, decreased productivity, increased mistakes, irritability and sensitivity, and absenteeism. In a recent survey conducted by Indeed, over 52% of respondents have experienced burnout in 2021 and 80% believe the pandemic contributed to workplace burnout. However, according to Gallup’s The Wellbeing-Engagement Paradox of 2020, as employees become more engaged, burnout decreases and productivity increases. As we navigate unprecedented changes in the workplace, consider taking these four steps to ensure your employees feel supported and engaged.

As Cincinnati’s oldest law firm, Graydon is dedicated to providing clients with top-notch legal services in a wide variety of areas—connecting with clients, colleagues, and their community. Understanding that the world is constantly changing, Graydon aims to be a leader in innovation—and this includes prioritizing diversity, equity, and inclusion initiatives. While gender disparities in leadership and attrition are industry-wide challenges, the firm is committed to addressing them head-on.

Before joining a Queen City Certified cohort, they knew that women were leaving as they approached more senior roles, yet had limited data to understand the root cause of the talent loss. Graydon was committed to reconceptualizing their company’s culture and was ready to partner with Queen City Certified.

Corporate America has played an important role in advancing LGBTQ+ rights over the past two decades. Many organizations have supported, attended, and hosted Pride events across the country, executive trailblazers have spearheaded important changes and expansions to workplace policies, and in 2020, 206 corporations signed an amicus brief to be filed with the US Supreme Court to protect LGBTQ+ employees from discrimination. Although there has been great progress made in recent years, there is still work to be done. At least 20% of LGBTQ+ Americans report being discriminated against because of their sexual orientation or gender identity when applying for jobs and 22% report that they have not been paid equally or considered for promotion.

Here are 6 ways your organization can help create a safe and inclusive workplace for LGBTQ+ employees this Pride month and all year long.

Did you know 67% of job seekers consider diversity when assessing a job offer? The hiring process is a pivotal first step in finding and retaining diverse talent. According to Francesca Gina, a professor at Harvard Business School, our unconscious biases “cause us to make decisions in favor of one person or group to the detriment of others.” Unstructured interviews, although common, are not a good predictor of a candidate’s success—they are subjective, often providing irrelevant information that can impact our decision-making. In fact, the University of Texas compared the performance of medical students that were initially rejected from their program but later admitted, to those that had been top-ranked. 72% of the difference in the initial student ranking was related to the Admissions Committee interviews. After one year of postgraduate training, they found no meaningful differences between the performance or attrition of the groups. It turns out, structured interviews are a much better predictor of performance and can lead to far more equitable outcomes.

The global pandemic has taken a toll on caregivers, the large majority of whom are women. In addition to the negative impacts on mental health and emotional wellbeing, COVID-19 has created financial burdens as well. Many women are both primary caregivers and primary wage earners for their families. And yet, millions of women have lost their jobs or been forced to take a step back from their careers over the past 14 months. In a study featured in Harvard Business Review, 26% of women who became unemployed during the pandemic said it was due to a lack of childcare. And while the pandemic has compounded responsibilities at work and home, unpaid caregiving has always fueled gender inequality, falling disproportionately on women and costing female caregivers on average $324,044 in lost wages and Social Security benefits.

This week, Derek Chauvin was found guilty on all three charges for the death of George Floyd. While a step in the right direction, this outcome holds an individual accountable for wrongdoing, but it is not justice. On the same afternoon, Ma'Khia Bryant, a 16-year-old Black girl was shot and killed by police in Columbus, Ohio. Some will argue that her death was justified because she was holding a knife. But when Kyle Rittenhouse, a young white supremacist, shot and killed two protesters with an AR-15, police allowed him to leave the scene of the crime to travel 20 miles home before being arrested the following day. Black people are more than three times as likely as white people to be killed during a police encounter.

While we must demand individual accountability, justice requires us to dismantle and redesign the systems, including those in our workplaces, that allow inequitable outcomes to occur over and over again. Below are four powerful ways you can help build a more just and equitable workplace.

For a small-but-mighty nonprofit, the idea of dedicating limited resources to large-scale internal efforts can be daunting. But setting high standards when it comes to diversity, equity, and inclusion—and declaring them to the community you work alongside—is nothing new for Greater Cincinnati Foundation (GCF).

As the region’s leading community nonprofit foundation, GCF has been committed to connecting people with purpose for 50+ years. With $1.27 Billion in cumulative grants, GCF impacts 3,200 organizations locally, nationally, and globally. In 2019, with a new executive team in place, GCF wanted to better serve its mission by applying the same equity lens leveraged in its external efforts to its internal efforts. In order to be a leading-edge employer of choice that creates meaningful social change, the leadership team knew they needed the right people at the table. Queen City Certified (QCC) was a natural next step.

Nearly 3,800 hate incidents have been reported against Asian-American and Pacific Islanders (AAPI) nationwide over the last year from verbal harassment to shunning and even workplace discrimination. A combination of entitlement, misogyny, and white supremacy resulted in the fatal shootings of eight people in Atlanta–six of them Asian women. As our country heals from a global pandemic, we continue to grapple with racism fueled by xenophobia–the fear and prejudice against people of another country or perceived to be foreign. The pandemic has had an overwhelming impact on the lives of women as well, and the events in Atlanta elucidate that the intersection of misogyny and white supremacy is a dangerous and underestimated component of extremism.

As we begin to enter a post-pandemic world, we must take a stand against racial discrimination and xenophobia. Here are 5 steps your organization can take now to better support Asian American colleagues:

On this International Women’s Day, let us not only celebrate the accomplishments and contributions of women around the world, but also #choosetochallenge the outdated norms and stereotypes that perpetuate gender inequality.

The global pandemic has had a devastating impact on the economy, family life, and personal wellbeing–but it has also exacerbated decades of systemic inequality, setting women’s progress in the workforce back by decades. While 34% of men working remotely with children at home have received a promotion, one in four women are considering downshifting their careers or leaving the workforce altogether. Women of color are carrying an unequal burden, with Black and Latinx women facing disproportionately high rates of unemployment.

More than likely, you’ve probably heard the term “Intersectionality.” It’s a phrase that has been used in workplaces, college campuses, and even came into pop-culture popularity over the past 5 years. As with any idea or theory, it has become misinterpreted and misunderstood by many critical and or fearful of its implications. But what is it? Kimberlé Crenshaw, the woman who coined the term over 30 years ago in 1989, explains it simply as:

Many organizations are looking to make meaningful changes to address systemic inequality this year—and for good reason. Research shows that companies with the highest representation of women in top management experience 34% greater returns, and racially and ethnically diverse companies are 35% more likely to have financial returns above industry averages. Today, 67% of job seekers consider workplace diversity when deciding where to work. It’s clear that fostering a diverse and inclusive workplace is more important today than ever before. In fact, many employers are looking to hire a full-time diversity, equity, and inclusion (DEI) professional to help them achieve their goals. If this describes your organization, consider the following questions…

This month, we recognize the achievements and pay tribute to the history of Black Americans. As we honor the trailblazers of the past, we'd also like to take a moment to celebrate some of the Black women leaders making history today. Kizzmekia Corbett was at the forefront of the development of Moderna's Covid-19 vaccine, a scientific achievement that could help end the global pandemic.

Did you know inclusive companies have 2.3x higher cash flow and are 3.8x better able to improve employee performance? Diversity and inclusion are not just buzzwords—they are critical for business success. Employees thrive and succeed in work environments where they feel engaged, empowered, accepted, and valued.

The nation’s first data-driven employer certification and leadership program for gender and racial equity hosts WSJ-best selling author of Inclusify, Dr. Stefanie K. Johnson.

CINCINNATI – February 3, 2021. Queen City Certified—the nation’s first data-informed employer certification and cohort-based leadership program for promoting gender and racial equity—has announced the launch of “Elevating Equity,”…

Working with some of the world’s biggest brands, from consumer packaged goods to health care to industrial agriculture, Barefoot Proximity delivers profound business results for their clients every day. As a leading advertising agency within a global network, a commitment to diversity, equity, and inclusion isn’t just the right thing to do—it’s the key to remaining competitive.

Bottom line, ensuring the ability to hire and retain a vibrant, diverse workforce—one that reflects today’s clients and consumers—delivers the best work.