A brand new report from Ariel Investments on DEI practices in firms reveals that board members have very different views on the topic than the typical U.S. worker.

The discovery was included in the most recent Black Corporate Executives Study by Ariel, a world asset management firm. The evaluation reveals findings on how and why the momentum around DEI has modified on public company boards.

Chicago-based Ariel paid for a second study of 165 Black, Latino and Latino corporate executives from the Fortune 500 from August to October 2023. They attended the corporate’s Black Corporate Directors Conference last 12 months.

In addition, a national sample of two,909 biracial U.S. employees was taken to acquire their responses for comparison with the group of executives. Ariel conducted the study for the primary time in 2021.

Taken together, the info revealed some shocking findings that show there remains to be much work to be done to enhance DEI and make it more progressive in corporate America going forward.

The study offers a “call to action” for U.S. firms on DEI. It includes holding CEOs accountable for lack of progress, offering incentives to extend DEI and recurrently reporting results to shareholders. Ariel Investments, No. 1 on BE Asset Managers list, has roughly $15 billion in assets under management.

Overall, the results of DEI have been negative on many fronts recently. Major firms have laid off DEI teams or stopped funding programs; lawsuits have been filed against DEI initiatives; colleges have banned DEI programs; and a few states have banned affirmative motion.

Operational Rigor: The DEI Challenge for Businesses

“Many board members surveyed still feel their companies are struggling to effectively implement DEI goals—stagnating or improving only slightly compared to two years ago,” the report says.

A survey of Fortune 500 board members found that almost all of the nation’s most influential firms proceed to prioritize DEI, despite some news headlines on the contrary. But amid headwinds just like the Supreme Court’s ruling on affirmative motion in higher education, the info reveal declines in several areas, including:

• When asked whether, in consequence of recent board diversity policies, equivalent to the Nasdaq Board Diversity Policy, boards of directors have hired directors with diverse backgrounds prior to now 12 months, 41% of respondents said they’ve not hired directors with diverse backgrounds on their boards.

• Directors say Board conversations around DEI are less thoughtful, balanced, and purposeful than they were two years ago, at 84% in 2021, in comparison with 78% in 2023.

• The report stated: “Fewer firms are investing capital to support their races equality and diversity goals; when they are achieved, capital is less sufficient.”

• Corporate boards have develop into more racially and ethnically diverse overall over the past five years. But the proportion of black and Latino directors has stagnated amongst S&P 500 firms, at 12% and 5%, respectively.

DEI stays a boardroom priority, however the infrastructure for these initiatives is weakening

The report found that DEI was added as a top agenda item several years ago for 59% of boards where respondents serve, while 28% made it a priority prior to now two years. Still, 54% of directors imagine that, amongst a big selection of diversity issues, race/ethnicity receives too little attention and is lower on their board’s priority list.

For example, race is linked to gender, sexual orientation, and political affiliation.

On the opposite hand, about 45% of average employees imagine there is simply too much emphasis on race and ethnicity — particularly white male employees (54%). This sentiment has increased since 2021.

Arielle Patrick, Ariel’s chief communications officer, said in an email that probably the most troubling finding was the stark disconnect between leaders and the typical worker on why DEI matters. “This dissonance signals how much harder leaders need to work to ensure that rank-and-file employees truly understand diversity as a business imperative,” Patrick said.

A Potential Framework for Taking DEI to the Next Level

So what is required now? THow to make DEI more progressive in the long run of American firms?

Patrick said it’s no secret that DEI is under attack in our country’s volatile political landscape. Diverse directors face more obstacles of their fight to maintain civil rights on the company boardroom agenda—with the operational rigor they deserve.

She said the outcomes send a message that U.S. corporations must adopt consistent oversight, transparent reporting and accountability measures to be sure that progress made in recent times doesn’t stagnate.

She added that firms must be sure that their DEI efforts are comprehensive and that your entire management team treats it as a strategic imperative in the next areas:

• People representing and involving employees from entry-level to management.

• Purchasing efforts should include diversifying vendor and supplier relationships with women and minority-owned businesses.

• Philanthropy should include long-term engagement with organizations that work for equality and civil rights, where employees have representation on nonprofit boards.

• The product offered by the corporate should bear in mind and incorporate within the research, development and marketing process all of the stakeholders the corporate serves.

Dayton, Ohio, has its first black-owned comedy club. Tony Sanders opened The Laugh Zone House of Comedy on August 29 with a quiet start.

Sanders said that in the panic he returned to Dayton after living in Atlanta for 17 years, where work in the entertainment industrybooking musical and comedy acts for various agencies and managing stars throughout the world. His faith is the reason he ventured into local comedy.

“Part of me believes this is another area where God is leading me,” said Sanders, who also serves as chief operating officer.

“In terms of the entertainment industry, I went to comedy shows that people invited me to, but a lot of them weren’t really suitable for comedy.”

Sanders is partnering with Nolan Hibachi on the food side, where the menu will reportedly feature chicken and fish baskets. The intimate space can seat about 70 people.

“Our facility is dedicated to providing local comedians a platform to showcase their talent through stand-up comedy and improv nights,” reads an announcement on its website.

“We strive to create a friendly and open space for laughter and creativity, making us a center for entertainment and social engagement.”

The band is calling September their “Grand Opening Month” and will likely be celebrating the official grand opening with a series of events, including an Open Mic night.

The venue will likely host greater than just comedians. The website features a “sign up to perform” section where comedians and poets can share their work with a talent panel that may vet the artists.

Ohio boasts a formidable list of black comedians hailing from the state, including Katt Williams, who got his start lower than an hour away from Dayton in Cincinnati.

Dave Chappelle was born in Washington, D.C., but was raised in Yellow Springs, Ohio, where his father lived. he became a professor at Antioch University, based on . Arsenio Hall, an icon of the late 80s and 90s, was born in Cleveland, Ohio.

Eastside Golf has unveiled its fall collection titled “Everyone’s Game,” which incorporates a footwear collaboration with Nike. The collection is inspired by Eastside Golf’s mission to promote diversity in the sport.

“The collection aims to reach a wider audience of traditional golf enthusiasts by positioning golf as a game for everyone, in order to create a more welcoming and diverse sport,” the brand said in a press release. press release.

The collection includes shoes with a set of three reversible, removable Nike badges. The Nike badge is available in quite a lot of colours, including burgundy and white to honor Morehouse College and blue and white to honor Spelman College. The collection also features a gold badge and dimple, which represent the dimples on a golf ball. The shoes have laces embossed with the words “Everyone’s Game. Be Authentic.”

In addition to shoes, the collection includes clothes and niknaks which can be versatile enough to be worn each on and off the golf course.

Additionally, the brand can be the host first-ever pop-up store at 131 Greene Street in Manhattan’s SoHo neighborhood. Visitors can have the prospect to receive exclusive giveaways, including Eastside Golf branded Bridgestone golf balls. They may even have the prospect to win certainly one of 100 pairs of new Eastside Golf x Nike shoes.

The pop-up stand can be open day by day from 10:00 to 18:00 from September 13 to 15.

“Fashion, culture and community are at the heart of everything we do. We want to change both the cultural conversation around golf and the perception of the sport. strengthen that this is a game where you can show off your true self, no matter who you are or where you come from,” said Olajuwon Ajanaku, co-founder and artistic director of Eastside Golf.

“The Everyone’s Game collection reflects our belief that everyone should feel confident and welcome on the course. This is your game – remember that.”

The limited edition shoe can be available for purchase on October 4 via the Eastside Golf app and Nike.com on October 7. To pre-order, visit the Eastside Golf website.