NAEDI is a member organization dedicated to improving the state of Equity, Diversity, and Inclusion in workspaces and common places, so that marginalized and underrepresented individuals can thrive in work and life.
Through our various efforts, we hope to close the equity, diversity, and inclusion gap, by bringing industries and sectors together to standardize our approach, while uplifting, and recognizing best practices.
Leaders and practitioners working on the frontlines to educate and train workforces on Diversity & Inclusion best practices.
Organizations working to dismantle the institutional barriers that prevent diversity and inclusivity through research and initiatives.
Public Policy recommendations that would hold businesses accountable to workplace and supplier diversity, as well as enforce fair treatment of historic minorities and underrepresented groups.
Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. Source: Why Diversity Matters Report, Mckensey & Company
How do we improve the state of Equity, Diversity, and Inclusion in workspaces and common places?
We invite Diversity & Inclusion practitioners, advocacy leaders, community representatives, and legacy organizations to contribute to a standardized approach to closing the equity, diversity, and inclusion gap in workspaces and common places.
We galvanize leaders across industries and sectors by recognizing and highlighting their positive contributions to creating a more equitable, diverse and inclusive workspace and commonplace.
We invite leaders to take up space where they already belong.
Program: D&I Honors
For every 10 percent increase in racial and ethnic diversity on the senior-executive team, earnings before interest and taxes (EBIT) rise 0.8 percent. Source: Why Diversity Matters Report, Mckensey & Company
Dimensional Diversity & Inclusion (DD&I) Model
Align diversity efforts to the populations served, marginalized, and underrepresented. Diversity is multidimensional; dimensions of diversity cannot be forgotten or overlooked.
Innovate solutions that positively contribute to advancing marginalized and underrepresented people
Commit to addressing all dimensions of diversity by developing and implementing workplace and common space policies that tackle diversity and inclusion issues. Invest in meaningful and sustainable ways to measure and track efforts.
A convening for everyday people of color, to engage with their community representatives. This program aims to engage, educate, and empower its participants.
We encourage everyday people of color to learn more about civic engagement.
Enlighten everyday people about how the federal government works (civics) and our role and responsibility after we vote.
Empower people to maximize their access to those responsible for making laws that affect all of us.
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Login Access - Portal for constituents (students, EDPs) participating in the DOTH program.
…where CONGRESS meets CULTURE + inclusion + belonging
An annual convening of D&I Champions to recognize thought leaders, game changers and trailblazers across industry and sector who have measurable results, significant impact, and made bold moves to advance minorities.
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Submit a nomination for the 2020 Awards (coming soon)
Our annual convening is a chance to bring individuals across industries and sectors together to share their D&I research and findings, track emerging trends, and mastermind solutions to our toughest D&I challenges.
While certain industries perform better on gender diversity and other industries on ethnic and racial diversity, no industry or company is in the top quartile on both dimensions. For the companies prioritizing gender, White Women are the primary beneficiaries of D&I efforts.
For every dollar white, non-Hispanic men earned, White women earned 77 cents, 16-24 cents more than black and latina women.
(Sources: Being Black in Corporate America, Why Diversity Matters Report, Mckinsey & Company.)
The average unemployment rate in the US in 2018 was 3.8%. When broken up by race and ethnicity, the unemployment rate is 3.5% for white Americans, and 6.5% for black Americans. (Source, U.S. Borough of Labor Statistics.
OF FORTUNE 500 COMPANIES HAVE AFRICAN AMERICAN OR BLACK CEOS. (Source: Business Insider)
Black Professionals are 4x likely to encounter prejudice at work than their white counterparts.
(Source: Being Black in Corporate America, Center for Talent Innovation)
Marc Morial, President & CEO, National Urban League
Spencer Overton, President, The Joint Center for Political and Economic Studies
Melanie L Campbell, President & CEO, The National Coalition on Black Civic Participation
Rene Redwood, CEO Redwood Enterprises
Dee C. Marshall, CEO, Diverse & Engaged
Candace Waterman, President & CEO, Women Impacting Public Policy
Damara L Catlett, Executive Director, Full Color Future
Dr. Barbara Williams-Skinner, CEO & Co-Founder, Skinner Leadership Institute
Glenda Gill, CEO, Special Projects
Dorinda Walker, CEO Cultural Solutions Group
