Subscribe to D&I In Practice

Join business leaders and entrepreneurs who are working to make their businesses more diverse and inclusive.

Newsletter Week 39

November 7, 2019

This week, Gen Z expects a lot from work, including both D&I commitment and visible D&I results. Also, the start-up equity gap based on gender is real; a new report explores possible causes. Military veterans still struggle to transition to civilian jobs in both the US and the UK, but many companies are stepping up their efforts to tap the ex-military workforce. Finally, one US city turns former Confederate memorial sites into community-oriented spaces.

This Week in D&I In Practice

Talking ‘Bout the Next Generation (D&I In Practice Original)

Much digital ink has been expended on Millennials. But Generation Z—with birth years in the mid-1990s to mid-2000s—is increasingly a force in workplace dynamics. They have high expectations of employers, and a definition of D&I that includes not only a much broader set of identity characteristics but also more inclusive ways of working. New contributor Miya Ward unpacks what Generation Z wants.


This Week in News and Research

1.Women Still Own Way Less Start-Up Equity Than Men (Axios)

The huge disparity in start-up equity is probably caused by multiple factors, which equity management firm Carta has laid out well in their new report Table Stakes.  One major cause: women founders tend to be concentrated in positions with low equity grants, like head of marketing, and not in positions with higher equity grants, like CEO or engineering.

As the Axios article points out, the equity gap points right at the gender wealth gap. As a long-time Silicon Valley observer, I am convinced that the system will only change when the tight circles of tech billionaires better reflect the world we all live in. That kind of wealth—and credibility—only happens through founding or funding breakthrough companies. If women founders are getting less equity at the very beginning, they won’t realize enough wealth at the end to change the ecosystem. And that would be a shame.

Disparity in equity grants isn’t just an issue at the early start-up stage. Growing companies also need to be thinking about equity distribution as they scale, and including equity in their pay analyses early. The same biases that can affect pay and bonus compensation can quickly creep in at the equity level, especially as high-growth companies rush to reward “top performers.”


2. The Army Taught Him Rare Skills. Why Couldn’t the Civilian Sector See That? (LinkedIn)

Insight into the struggles US veterans face to have their abilities recognized when they re-enter the civilian workforce. H/T to Jessi Hempel for pointing this one out.

For a UK perspective on this important issue,, check out Deloitte UK plc’s excellent report: Veterans Work: Recognising the potential of ex-service personnel.


3.   How Memphis Transformed Its Parks Named for Confederate Generals into Inclusive Spaces (Fast Company)

This one feels personal. I grew up in Georgia, deep in the heart of the American South. There are at least two Confederate memorials still standing in public spaces in my home county. Every time I visit home, I do some hard thinking about what it would take to convince people to take them down. I love this piece about how the city of Memphis used a clever legal tactic to overcome resistance at the state level, removed Confederate monuments, and turned parks into spaces that truly welcome the local community. Change can happen, and it’s worth celebrating!


We’re Also Reading...



We want to hear from you!

D&I In Practice wants your feedback so we can deliver the content you need to move the needle forward on diversity and inclusion. Please send comments, questions and ideas for stories you’d love to see to editor@diinpractice.com.