Dima Ghawi
Bio
Dima is an award-winning author and a three-time TEDx Speaker. Through keynote speeches, workshops, training programs, and executive coaching, she has honed a keen expertise in developing leaders to meet the demands of the global workforce.
Stories (105)
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Three Tips for Managing Conformity Bias
There are over a hundred types of bias in our world, and today we’re going to examine a particularly pervasive one: conformity bias, also known as the bandwagon effect. As the name suggests, this bias involves “jumping on the bandwagon,” i.e. when we choose to do something not because we personally agree but rather because everyone else is doing it. Here’s a classic example: let’s say I’m at a restaurant, and I’d like to order dessert, but the three friends I’m eating with all refuse. As a result, I refuse, too, not because I decided I don’t actually want that delicious slice of chocolate cake, but because everyone else turned it down!
By Dima Ghawi3 years ago in Journal
Three Tips for Having Political Discussion in the Workplace
She stood up, tension riddling her shoulders, and began voicing perspectives all but identical to my own. It was clear from the first few sentences that she and I had near-identical political beliefs and values, and yet the more she spoke, the more I found myself feeling uncomfortable and pulling away from her words.
By Dima Ghawi3 years ago in Journal
DEI Anecdotes: Inclusion vs Exclusion
I don’t think it’s an overstatement to say that all of us want to be included. What’s more human than the desire to feel loved and wanted? In all my work around the world, I have never met someone who did not seek to feel included. A crucial part of this inclusion, however, is opening ourselves up to including others. Multiple times have I seen people claiming to support inclusive practices before following it with a stipulation: “I support inclusion of everyone except…”
By Dima Ghawi3 years ago in Journal
Tips for Implementing DEI Beyond HR Initiatives
When I hear someone say “DEI,” my mind jumps to HR departments, from countering bias in the hiring process to increasing retention of diverse employees. However, the focus on DEI should go beyond HR—after all, humans constitute every department in the workplace. From Procurement to Marketing, there are always people behind decisions, and for that reason, DEI is crucial across the board in organizations. Today, then, I will be exploring a variety of tips and tricks for departments beyond HR to implement DEI in their daily practices. Although this list is not comprehensive in covering all DEI possibilities for every non-HR department, I hope it offers us a strong place to start when considering the value of DEI beyond Human Resources. What are we waiting for? Let’s dive in!
By Dima Ghawi3 years ago in Journal
Business and Ballet: What the Corporate World Can Learn From DEI in Dance
When most of us think of ballet, our minds may jump to its beauty as an art form or the skill and dedication it requires to be successful. I’ll wager a guess that many of us might not consider all of the DEI lessons to be learned from ballet!
By Dima Ghawi3 years ago in Journal
Start Learning About Conformity Bias to Stop Conforming
Picture this: you’re standing in front of an elevator. You send a text message, putting your phone away once you hear the familiar ding! The low creak of doors sliding open follows. You look up, ready to step inside, but—
By Dima Ghawi3 years ago in Longevity
Thrive in Every Economic Trend with DEI
Nowadays, concerns of an upcoming recession are impossible to avoid. Many organizations are taking preventative measures to protect themselves when this economic downturn ultimately hits. Recessions can be frightening, no doubt, but every economic low will eventually soar into an economic high, and a business may even find themself thriving like they never have before. But how do we first make it through these difficult economic times?
By Dima Ghawi3 years ago in Journal
The Exclusive Impact of Being "The Only"
Have you ever experienced being “the only” person in a room? And I don’t mean literally, though I suspect we’ve all experienced that, too. Rather, have you ever felt like you were surrounded by people who simply didn’t understand you, or who didn’t connect with you? I would bet that most of us here have experienced this quiet social isolation. As a result, many of us can understand and empathize with this particular workplace phenomenon: being the “Only.”
By Dima Ghawi3 years ago in Journal
Can We Learn From Other Generations?
Today’s workplace is unique, as it is rich not only with racial, gender, and ethnic diversity but also because it consists mainly of four different generations: Baby Boomers (late 50s to late 70s), Generation X (early 40s to mid-50s), Millennials (late 20s to early 40s), and Gen Z (elementary age to mid-20s). When most of us think of “diversity,” generational diversity may not be our go-to example, but the range of ideas and experience that comes with each age group is as instrumental to creating a productive workplace as any other element of diversity. There are numerous areas in which younger and senior generations can learn from one another, so today we will explore a few of these infinite learning possibilities!
By Dima Ghawi3 years ago in Journal
DEI Best Practices for Board of Directors (part 3)
Diversity, equity, and inclusion. In our previous two blogs, we have reviewed the many ways boards of directors can hold their CEOs accountable for diversity and equity, which leaves but one category left: inclusion. Of the three, inclusion can be the most difficult to monitor, because unlike diversity and equity, there are not as many quantitative statistics associated with this element of DEI. Nonetheless, there are still some quantitative as well as numerous qualitative elements that boards of directors can, should, and must confirm their CEOs are overseeing when it comes to inclusion. No reason to delay—let’s walk through each task!
By Dima Ghawi3 years ago in Journal
DEI Best Practices for Board of Directors (part 1)
In recent years, DEI initiatives have transformed from “nice-to-have” into “must-have” elements of an organization’s strategy, and this positive progress cannot be overemphasized. But although DEI initiatives require support from all levels of an organization, boards of directors may be uncertain about how to become involved in DEI, especially as many may not see themselves as directly linked to these initiatives. Fortunately, there is one linkage that facilitates extensive opportunities for boards of directors to support DEI: the connection between a board of directors and their CEO.
By Dima Ghawi3 years ago in Journal
DEI Best Practices for Board of Directors (part 2)
“Diversity” and “inclusion” are words gaining more and more significance by the day in the corporate workplace, but when people speak of DEI initiatives, the “E” sometimes falls by the wayside. However, the equity of diversity, equity, and inclusion is instrumental not only unto itself but also in ensuring that the diversity and inclusion elements of DEI themselves are successful! As a result, this blog is a follow-up to our article on how boards of directors can hold CEOs accountable for diversity. So, let’s jump right in!
By Dima Ghawi3 years ago in Journal
