Tangible Development LLC

09/05/2025

🔎 What happens when federal funding for DEI-related health research disappears?

Since August 2025, over 6,800 NIH and NSF research grants worth more than $5 billion have been terminated. These cuts disproportionately target projects studying the health of marginalized groups and scientists from underrepresented backgrounds.

Why it matters:

❌ Research on prenatal health, mental health, and HIV prevention has been halted.

❌ Planned elimination of the National Institute on Minority Health threatens to widen health disparities.

📉 Health disparities already cost the U.S. $421–451 billion annually in excess medical care and lost productivity.

🌍 Reducing DEI in research doesn’t just harm marginalized groups. It undermines health outcomes for everyone.

Inclusive research and diverse voices in science don’t just advance equity, they drive better health care and economic well-being for all Americans.

💡 The evidence is clear: A more inclusive vision of science leads to healthier communities and a stronger nation.

Learn more here:

Health disparities cost society billions of dollars, and their effects ripple across communities.

08/20/2025

🔍 Who’s Responsible for Increasing Workplace Diversity in 2025?

Short answer: Everyone.

It’s no longer enough to place the weight of DEI on recruiters and hiring managers alone. The most successful organizations treat diversity and retention as core business priorities, and they hold every leader and employee accountable for progress.

Here are 5 ways companies are moving the needle in 2025:

✅ Shared Responsibility: Diversity isn’t HR’s job alone. It requires cross-functional ownership.

✅ Business Alignment: Tie DEI to revenue, retention, and growth goals, not just feel-good initiatives.

✅ Sustainable Programs: Move beyond one-off projects. Embed DEI into hiring, leadership, and promotion.

✅ Clear, Fair Policies: Make equity measurable with objective, legally sound criteria.

✅ Track What Matters: Use data to measure hiring, retention, and engagement by demographic group.

💡 When diversity is embedded in culture and strategy and not sidelined, representation and retention follow.

How is your organization creating structure and accountability for diversity in 2025?

Read more here: https://www.ere.net/articles/whos-responsible-for-increasing-workplace-diversity-in-2025

Effective diversity recruiting starts with clear accountability: recruiters build diverse pipelines, interviewers reduce bias, and hiring managers make equitable decisions.

08/14/2025

🗽 New research shows Americans want a more diverse society 🗽

At a time when debates about identity and belonging can feel polarizing, a new study offers a powerful insight: most Americans envision a future that is more ethnically and religiously diverse than the country we live in today.

📊 Conducted by researchers at the University of Copenhagen, Yale, and the University of Chicago, the study surveyed nearly 1,000 Americans and found:

✅ Two-thirds want greater ethnic diversity

✅ More than half want more religious diversity

✅ The idea of multiculturalism is widely embraced, not just in academia or among minorities, but across political and religious lines

This data challenges the narrative that Americans are resistant to change. In fact, multiculturalism may be more American than apple pie. 🥧

💬 What does this mean for leaders, educators, and changemakers working toward a more inclusive future? It means the support is there. Let’s meet the moment.

Learn more here: https://phys.org/news/2025-07-americans-diverse-society.html

At a time marked by debate about identity, migration and national cohesion, a new study brings a surprising message: Most Americans want a more ethnically and religiously diverse society than the one they live in today.

08/08/2025

💡 Allyship is Leadership, and it's time we start treating it that way.

Too often, those in positions of power want to support inclusion but don’t know where to start. Julie Kratz’s latest article for Forbes makes one thing clear: allyship isn’t just about personal values; it’s about smart, sustainable leadership.

Here are 4 key takeaways:

🔹 Allyship boosts business performance
Companies with inclusive leadership teams see up to 39% higher profitability and 19% higher innovation revenue.

🔹 It starts with self-awareness
Leaders must reflect on their values, strengths, and blind spots. Tools like an “allyship SWOT analysis” can help guide this growth.

🔹 Gen Z expects it
83% of Gen Z prioritize diversity and inclusion when choosing where to work. If your culture isn’t inclusive, your future talent pool will notice.

🔹 Allyship is a verb, not a title
You don’t need to call yourself an ally, you need to act like one. Show up, listen, share your power, and commit to the work.

🌍 Inclusion isn’t just the right thing to do, it’s the smart thing to do. Let’s stop treating allyship as optional and start embracing it as essential leadership.

🔗Click here to read the full article: https://www.forbes.com/sites/juliekratz/2025/07/27/allyship-is-leadership-why-people-with-power-are-an-untapped-resource/

📅 August 8 is International Allyship Day. What small step will you take today?

Allyship has a strong business case and human case. For true workplace inclusion, people with power need to engage as allies.

07/31/2025

“Don’t let the noise around DEI distract you from the truth: when we generate opportunity, we scale inclusive leadership.”

It’s clear from this article that equity in action starts with inclusive leadership:

https://www.entrepreneur.com/growing-a-business/your-diversity-statement-isnt-enough-heres-what-you/490891

Here are 7 ways inclusive leaders build equity into everyday work.

1️⃣ Hire & Onboard with Intention
Reduce bias at every stage. From inclusive job descriptions to thoughtful onboarding, set the tone for belonging from day one.

2️⃣ Live Your Values Out Loud
Connect values to decisions, behaviors, and strategy. Inclusion isn't just what you say, it's what you do and reinforce consistently.

3️⃣ Develop with Purpose
Understand what motivates each team member. Create personalized, meaningful growth opportunities.

4️⃣ Give Feedback That Builds Trust
Tailor how you coach and critique. Feedback should be consistent, actionable, and rooted in care.

5️⃣ Mentor & Sponsor Across Differences
Mentorship opens doors. Sponsorship pushes them open. Be an advocate for voices that aren’t always heard.

6️⃣ Design Workplaces That Engage Everyone
Whether remote, hybrid, or in-person, culture must be intentional. Build forums for connection and respect flexible work.

7️⃣ Advance with Equity in Mind
Make opportunity visible and accessible. Evaluate how promotions and stretch assignments are offered and to whom.

💡 Inclusion isn’t a side project, it’s a leadership skill.

Which of these do you see in action at your workplace?

Want to be a more inclusive leader? Start by creating real opportunities for your team to grow, thrive and lead with you.

07/22/2025

🌟 Diversity in hiring is just the beginning. 🌟

To truly diversify leadership, we need to move beyond recruitment and create systems that develop, support, and elevate future leaders from underrepresented backgrounds.

That’s where Learning & Development (L&D) comes in.

Hiring talent is important, but unless people are also seen, heard, and supported, they may never make it to the C-suite.

Here are 4 ways L&D can drive real, lasting change:

✅ Shift from access to advancement
Train diverse talent in key skills like negotiation and visibility, and train managers on inclusive leadership practices.

✅ Make visibility strategic
Support employees in tracking their impact and teach them where and how to show up, internally and externally.

✅ Structure support systems
Mentorship can’t be left to chance. Create structured programs with trained sponsors who actively advocate for talent.

✅ Clarify the path to leadership
When the steps to grow are clear, individuals can set goals, build confidence, and see themselves as future leaders.

🔗 Learn more here: https://www.trainingjournal.com/2025/content-type/opinion/diversity-isnt-enough-lds-role-in-helping-future-leaders-be-seen-and-heard/

Charlotte Otter explores how L&D can move beyond hiring commitments to support genuine career growth for diverse talent. With visibility, support and structured development, learning professionals can help underrepresented leaders […]

06/27/2025

Tangible Development will be closed from June 30th to July 4th for a week of rest and rejuvenation. We appreciate your understanding and look forward to returning refreshed and ready to continue our mission.

06/19/2025

Happy Juneteenth! Take a moment to learn how organizations can celebrate Juneteenth in a meaningful way!

06/10/2025

New DEI training research highlights the need for tailored experiences

✅ Personalized diversity training is far more effective than the traditional one-size-fits-all approach.

✅ By tailoring messages to different mindsets, especially skeptics, organizations can actually shift attitudes and build more inclusive cultures.

✅ As AI and data tools advance, tailored and ongoing “nudges” could be the key to lasting culture change.

🔗 Read more here:

Tailoring diversity training to participants’ psychological profiles boosts its effectiveness, a new study found – especially among skeptics.

06/03/2025

🌈 Pride is more than a celebration—it’s a call to action.

In a time when support for historically marginalized groups is being challenged, it’s vital that organizations double down on their commitments, not retreat from them.

This Pride Month, let’s move beyond performative gestures and invest in meaningful, lasting support for the LGBTQ+ community:

🏳️‍🌈 Invest in LGBTQ+ employee resource groups.
🏳️‍⚧️ Support LGBTQ+-led nonprofits through donations and partnerships.
🏳️‍🌈 Ensure policies protect all employees, regardless of gender identity or sexual orientation.
🏳️‍⚧️ Equip leaders to speak up and act when equity is threatened.

Inclusion is not political—it’s principled. And allyship requires action.

Let’s make our workplaces not just welcoming, but courageous.

05/21/2025

🌎 Celebrating World Day for Cultural Diversity

On this World Day for Cultural Diversity for Dialogue and Development, we acknowledge the increasing need to connect across differences through empathy, understanding, and respect.

Embracing cultural diversity, learning what makes each of us unique, and finding the common thread among our strengths will carry us onward in these challenging times. Let’s not lose sight of the importance of building community with all peoples, both near and far.

05/15/2025

📊 New Poll on DEI in America

Despite political attacks, most Americans support diversity, equity & inclusion (DEI) programs—especially in public service.

Here are 5 key takeaways from the latest poll:

1️⃣ Widespread Support: ~2/3 of Americans back DEI training for police, teachers, military, and medical workers.

2️⃣ Awareness Is Growing: 76% of Americans now say they’ve heard about DEI, up from 52% in Oct 2024.

3️⃣ Partisan Divide: Most Republicans & Trump voters see DEI as discriminatory or dangerous, but nearly half of Americans don’t.

4️⃣ Mixed on Impact: Fewer believe DEI fixes past discrimination, but nearly half say it improves decision-making.

5️⃣ Current Administration vs. Public Opinion: The current administration blames DEI for national failures, but poll shows Americans aren’t buying it.

https://www.masslive.com/news/2025/04/more-americans-now-know-what-dei-is-and-support-it-umass-amherst-poll-says.html

📅 Poll conducted April 4–9 | Margin of error: ±3.7%

"Surprisingly, given the public controversy over DEI, we find majoritarian support for these trainings..." according to a new UMass Amherst poll.