1. What kind of challenges do Records Managers face as an undocumented immigrant or DACA recipient?

Records Managers who are undocumented immigrants or DACA recipients face a unique set of challenges in their professional and personal lives. Some potential challenges include:

1. Limited Job Opportunities: Due to their immigration status, undocumented immigrants and DACA recipients may have limited job opportunities available to them. This can make it difficult for Records Managers to find employment in their field, as many organizations require proof of legal work authorization.

2. Fear of Discovery and Deportation: The fear of being discovered and deported can create a constant sense of uncertainty for undocumented immigrants and DACA recipients. This fear can also affect their performance at work and their ability to advance in their careers.

3. Difficulty Obtaining Professional Credentials: Without legal status, undocumented immigrants and DACA recipients may have difficulty obtaining the necessary professional credentials or licenses required for certain positions in Records Management.

4. Lack of Workplace Protections: Undocumented immigrants and DACA recipients do not have the same workplace protections as documented workers, making them vulnerable to exploitation or mistreatment by employers.

5. Limited Access to Health Care: Many undocumented immigrants and DACA recipients do not have access to affordable health care options, which can impact their physical and mental well-being and ability to perform their job duties.

6. Ineligibility for Government Aid: As undocumented immigrants or DACA recipients, these Records Managers may be ineligible for government aids such as student loans or assistance programs, making it difficult for them to pursue higher education or advance in their careers.

7. Constant Fear of Family Separation: For those with family members on different sides of the immigration system (some who may be unauthorized while others are authorized), there is always the fear that they could be separated from loved ones due to deportation.

8. Stigma and Discrimination: Undocumented immigrants and DACA recipients often face discrimination due to negative stereotypes perpetuated by society, leading to feelings of isolation and marginalization in the workplace.

2. How does their immigration status affect their ability to perform their job duties?

3. Are there any legal or financial implications for the employer or employee related to their immigration status?
4. What accommodations, if any, need to be made for employees with different immigration statuses?
5. How can employers ensure compliance with all applicable laws and regulations regarding immigrant employees?
6. Are there any resources available for employers seeking guidance on hiring and managing immigrant employees?
7. How can employers promote diversity and inclusion in the workplace for employees with different immigration statuses?
8. What steps should an employer take if an employee’s immigration status changes during their employment?
9. Can employers ask about an employee’s immigration status during the hiring process or at any point during employment?
10. What measures can be taken to protect immigrant employees from discrimination or harassment in the workplace?

3. Are there any legal complications that arise for Records Managers in this situation?

There are several legal issues that could arise for Records Managers in this situation:

1. Compliance: Records Managers have a responsibility to ensure that records are managed in compliance with applicable laws and regulations, such as data privacy laws, record retention requirements, and litigation holds. If the organization does not have a clear policy on remote work or if employees are not following proper procedures for managing records while working remotely, the organization may be at risk of non-compliance.

2. Security breaches: Working from home can increase the risk of security breaches, as sensitive information may not be properly safeguarded outside of the office environment. Records Managers must ensure that proper security measures are in place to protect confidential information while employees work remotely.

3. Unauthorized access to records: With employees accessing records from off-site locations, there is an increased risk of unauthorized access to sensitive information. Records Managers should have strict controls in place, such as password protection and secure file sharing systems, to prevent unauthorized access to records.

4. Preservation of records: Working from home may make it difficult for employees to properly preserve physical records or keep track of electronic records. It is the responsibility of Records Managers to ensure that all records are preserved and remain accessible even when employees are working remotely.

5. Contractual obligations: If the organization has contracts with third-party vendors for records management services, remote work arrangements may need to be addressed in those contracts. Records Managers must ensure that any changes in how records are managed due to remote work do not conflict with contractual obligations.

6. Employee termination and turnover: Remote work arrangements can complicate employee terminations and turnovers, especially if sensitive information is stored on personal devices or cloud storage accounts. Records Managers must have protocols in place for retrieving all company information from employees who leave the organization when they have been working remotely.

4. How do they navigate the potential risks and consequences of working without proper documentation?

5. What kind of support and resources are available to undocumented workers in their respective fields?
6. How does the current political climate and policies affect the experiences of undocumented workers?
7. Are there any efforts being made to improve the working conditions and rights of undocumented workers?
8. How do undocumented workers integrate into their workplace and communities?
9. How do their employers treat them in comparison to other employees?
10. What are some possible solutions or ways to address the challenges faced by undocumented workers?

5. Are there any specific steps or precautions they must take in order to maintain their job and avoid deportation?

There are several steps and precautions that individuals in the US on employment-based visas must take in order to maintain their job and avoid deportation. These include:

1. Adhering to the terms and conditions of their visa: Each employment-based visa has specific conditions and requirements that must be met in order for it to remain valid. Individuals must ensure that they adhere to these conditions, such as maintaining a valid job offer from their employer or pursuing the purpose of their visa category.

2. Keeping their visa and work authorization documents up-to-date: It is important for individuals to regularly check the expiration date of their visa and work authorization documents, and renew them if necessary. Failure to maintain valid documents can result in deportation.

3. Following all laws and regulations: As with any non-citizen in the US, those on employment-based visas must follow all laws and regulations at the federal, state, and local levels. This includes paying taxes, obeying traffic laws, and avoiding criminal activities.

4. Reporting changes in employment or status: If an individual’s work situation or status changes (such as a promotion, change of employer, or termination), they must inform the USCIS by filing appropriate forms within a specified timeframe.

5. Seeking permission before traveling outside the US: If an individual needs to travel outside of the US while on an employment-based visa, they must obtain prior permission from USCIS through either Advance Parole (for temporary travel) or a re-entry permit (for extended travel).

6. Attending appointments with immigration authorities: Individuals on employment-based visas may be required to attend appointments with immigration authorities for routine check-ins or interviews related to their visa status. It is important that they attend these appointments as scheduled.

7. Consulting an immigration attorney for guidance: The immigration system can be complex, so it is always advisable for individuals on employment-based visas to consult with an experienced immigration attorney for guidance on maintaining their legal status and avoiding deportation.

6. Do employers have a responsibility to inform and support Records Managers who are undocumented immigrants or DACA recipients?

There is no specific legal requirement for employers to inform or support undocumented immigrant or DACA recipient employees who are also Records Managers. However, as with any employee, it is important for employers to provide a safe and inclusive workplace environment where all employees feel valued and supported. This may include offering resources and support for undocumented immigrant or DACA recipient employees, such as providing information on immigration assistance services or connecting them with local organizations that offer support and resources. Ultimately, it is the responsibility of the employer to ensure that all employees are treated fairly and respectfully regardless of their immigration status.

7. How does the political climate surrounding immigration impact the work of Records Managers with uncertain legal status?

The political climate surrounding immigration can greatly impact the work of Records Managers with uncertain legal status in a number of ways.

1. Increased scrutiny and fear: In a hostile political climate towards immigrants, Records Managers with uncertain legal status may feel heightened levels of scrutiny and fear while carrying out their work. This can lead to increased stress and anxiety, which can affect their performance and job satisfaction.

2. Limited career opportunities: With the potential threat of deportation looming, Records Managers with uncertain legal status may struggle to find advancement opportunities within their organizations due to restrictions on professional development and training programs being available only to citizens or permanent residents.

3. Difficulty in obtaining necessary documents: Many countries require employees to provide certain documentation, such as government-issued identification or proof of residency, for various administrative tasks related to records management. For individuals with uncertain legal status, obtaining these documents can be extremely challenging or even impossible.

4. Inability to attend conferences or networking events: Many Records Managers attend conferences and networking events to stay updated on industry trends and connect with colleagues, but individuals with uncertain legal status may not be able to obtain the necessary travel documentation to attend these events outside of their country of residence.

5. Fear of coming forward about illegal record practices: If a Records Manager discovers any illegal record practices within their organization, they may hesitate to come forward due to fears around their immigration status being discovered by authorities. This can create a dangerous environment where compliance issues are left unaddressed.

6. Limited advocacy and support from professional associations: With stricter immigration policies in place, professional associations may also face challenges in advocating for Records Managers with uncertain legal status and providing resources or support for them.

7.The risk of being targeted: In some cases, individuals with uncertain legal status may be at risk of being specifically targeted due to their perceived vulnerability or inability to speak out against unfair treatment or workplace violations by employers or colleagues.

In conclusion, the political climate surrounding immigration can have a significant impact on the work of Records Managers with uncertain legal status, creating barriers and challenges that may affect their ability to perform their job effectively and advance in their career. It is important for organizations to recognize and address these issues to create an inclusive and supportive workplace for all employees, regardless of their immigration status.

8. Is there a stigma attached to being an undocumented immigrant or DACA recipient in the records management industry?

There may be a stigma attached to being an undocumented immigrant or DACA recipient in the records management industry, as there is in many industries and areas of society. However, it ultimately depends on the specific workplace and individuals involved. Some organizations may be more welcoming and inclusive, while others may have biases or prejudices towards immigrants.

It is important for companies in the records management industry to create a culture of diversity and inclusivity, where all employees are valued and respected regardless of their immigration status. This can help alleviate any stigma associated with being undocumented or a DACA recipient and promote a more supportive work environment. Additionally, companies should ensure their hiring processes do not discriminate based on immigration status and provide resources for employees to navigate any challenges they may face due to their legal status.

9. Are there any resources or organizations available to help these individuals in their professional development and advancement?

Yes, there are several resources and organizations available to help individuals in their professional development and advancement. Some examples include:

1. Professional Associations: These are organizations that bring together professionals from a specific industry or field of work. They often offer networking events, educational opportunities, and career resources for their members.

2. Mentorship Programs: Many companies and organizations offer mentorship programs that pair experienced professionals with those who are looking to advance in their careers. These mentors can provide guidance, advice, and support to help individuals reach their career goals.

3. Job Training Programs: These programs provide hands-on training and education for specific jobs or industries. They can help individuals gain the skills and knowledge they need to advance in their careers.

4. Online Courses and Webinars: There are many online platforms that offer courses and webinars on various topics related to professional development, such as leadership skills, communication, time management, etc.

5. Career Coaching Services: Career coaches can provide one-on-one guidance and support to help individuals clarify their career goals, identify their strengths and weaknesses, and create a plan for professional growth.

6. Networking Events: Attending networking events allows individuals to meet new people, exchange ideas, and learn about job opportunities in their field of work.

7.Building a Professional Online Presence: Creating a LinkedIn profile or personal website that showcases an individual’s skills, experience, and achievements can help them connect with potential employers or clients.

8. Government Services: Many governments offer resources for career development, such as job search assistance programs or subsidized training programs for unemployed or underemployed individuals.

9. Employee Resource Groups (ERGs): In many workplaces, ERGs provide a platform for employees from diverse backgrounds to connect with each other, share experiences and knowledge related to careers within the organization, and receive support from senior leaders.

10. Personal Development Books/Blogs/Podcasts: There is a wealth of information available through books, blogs, and podcasts on topics related to professional growth, including career planning, leadership, and personal branding.

10. Do they face any discrimination or limited opportunities due to their immigration status within the field of records management?

It is difficult to generalize the experiences of immigrants in records management, as it may vary depending on their specific immigration status, country of origin, and individual circumstances. The level of discrimination or limited opportunities faced may also differ based on factors such as the organization they work for, the region they are located in, and the prevailing attitude towards immigrants in that area.

In some cases, being an immigrant may present challenges in finding employment within the field of records management, especially if they require sponsorship or have work restrictions due to their immigration status. This may limit their opportunities for career advancement or hinder their ability to secure higher-paying jobs.

As visible minorities, immigrants may also face discrimination or bias from employers or colleagues in the workplace. This can manifest itself through microaggressions, stereotyping, or exclusion from decision-making processes. Such discrimination can impact their sense of belonging within the organization and potentially affect their chances of professional growth.

On a more positive note, many organizations recognize and value diversity and actively seek out employees from diverse backgrounds. Immigrants with language skills and cultural knowledge may be highly sought after by international organizations or companies with a global presence. Their unique perspectives and experiences can contribute to a more inclusive workplace and enrich discussions around managing records from different cultures and regions.

It is important for immigrants in records management to be aware of their rights and protections under labour laws, speak up against any discriminatory practices they encounter, and seek out support systems within their profession or community. Professional associations can also play a role in promoting diversity and providing resources for immigrants to advance in the field.

11. What are some common misconceptions about undocumented immigrants and DACA recipients who work as Records Managers?

1. They only work low-paying, entry-level positions: This is not true as many undocumented immigrants hold high-skilled and managerial positions in a variety of industries.

2. They take jobs away from U.S. citizens: This is a common misconception, but the truth is that undocumented workers contribute to the economy and fill gaps in the labor market that may not be easily filled by U.S. citizens.

3. They don’t pay taxes: Undocumented immigrants do pay taxes through payroll taxes and sales taxes, among others. In fact, they contribute billions of dollars to Social Security and Medicare every year.

4. DACA recipients are a burden on society: DACA recipients are vetted and have been granted temporary legal status to live and work in the United States. They undergo extensive background checks, pay taxes, and contribute to their communities.

5. They are all here illegally: While some may have entered the country without proper documentation, many undocumented immigrants came legally but overstayed their visas or faced other circumstances that led to their status.

6. Records management is an easy job that anyone can do: Working as a records manager requires knowledge of various systems and regulations, attention to detail, and strong organizational skills.

7. They steal American jobs: Many employers seek out skilled workers who are willing to work hard and accept lower wages for certain jobs. Undocumented immigrants often fill these roles because they have limited employment options due to their immigration status.

8. DACA recipients receive special treatment: DACA recipients go through an extensive application process and must meet specific criteria to qualify for protection from deportation.

9. Their employers are breaking the law by hiring them: Employers may face consequences if they knowingly hire undocumented workers or fail to verify employment eligibility, but many employers may not be aware of an employee’s immigration status unless there is an audit or investigation.

10.They don’t contribute anything valuable to society: Undocumented immigrants play crucial roles in our society as workers, business owners, students, and members of their communities. They contribute to the economy, pay taxes, and enrich our culture.

11. They are all from Mexico or Latin America: While there is a larger number of undocumented immigrants from Mexico and other Latin American countries, there are also significant numbers from Asia, Africa, Europe, and other regions of the world.

12. How do these individuals balance the fear of discovery with the need to fulfill their professional responsibilities effectively?

These individuals may have to constantly monitor their behavior and actions in order to avoid raising suspicion or being discovered. They may also have to develop a strong sense of compartmentalization, separating their personal life from their professional life and keeping their secret hidden in order to carry out their responsibilities effectively. Additionally, they may rely on the trust and discretion of their colleagues and co-workers, carefully choosing who they reveal their secret to, if anyone at all. It is ultimately up to the individual to weigh the risks and make daily decisions on how much they can disclose about themselves while still maintaining a professional image.

13. Is there a difference in how different states treat undocumented immigrants or DACA recipients working as Records Managers?

Undocumented immigrants and DACA recipients may face different treatment and opportunities in different states due to variations in state laws and policies on immigration. Some states may have stricter laws and policies that limit the ability of undocumented immigrants or DACA recipients to obtain certain jobs, including positions as Records Managers. On the other hand, some states may have more lenient laws and policies that provide protections for undocumented immigrants or DACA recipients and allow them to work in various positions, including Records Managers.

Additionally, even within a state, the treatment of undocumented immigrants or DACA recipients may vary depending on individual employers’ attitudes and hiring practices. It is important for individuals to research the specific laws and policies of their state as well as the workplace culture of potential employers before applying for any position.

14. In what ways does the lack of legal documents impact their access to important information and records?

As refugees, they may face challenges in accessing important information and records because they may not have the necessary legal documents to prove their identity or status. This can hinder their ability to access government services, education, healthcare, and employment opportunities. Without legal documents such as identification cards, birth certificates, or passports, refugees may also encounter difficulties in obtaining crucial information related to their travel history, family members, or vital statistics. Moreover, without proper documentation, refugees may be vulnerable to exploitation and discrimination by employers or service providers who may require these documents for verification purposes.

Additionally, the lack of legal documents may also limit a refugee’s ability to prove their eligibility for certain benefits or rights granted by the host country. For instance, they may not be able to access housing benefits or enrol in school without proof of residency.

Furthermore, not having legal documents can make it difficult for refugees to reunite with family members who may be living in other countries. This can cause emotional distress and hamper their attempts at building a stable life in their new home.

Overall, the lack of legal documentation can significantly impact a refugee’s access to crucial information and resources that are essential for their survival and well-being.

15. Are there any additional challenges for those working as Records Managers while navigating through the DACA renewal process?

Yes, there can be additional challenges for Records Managers working through the DACA renewal process. Some of these challenges may include:

1. Uncertainty and shifting timelines: Due to the constantly changing policies surrounding DACA, there may be uncertainty and shifts in the timeline for when renewals need to be completed. This can create added stress and pressure for Records Managers who are responsible for ensuring all necessary paperwork is correctly filed and submitted on time.

2. Dealing with employee concerns: If any employees are affected by DACA or have family members who are, they may turn to Records Managers for guidance or support during the renewal process. Records Managers may need to navigate these conversations while also maintaining strict confidentiality.

3. Ensuring accuracy of information: As with any legal documentation, it’s critical that all information on DACA renewal forms is accurate and up-to-date. This adds an extra layer of responsibility and attention to detail for Records Managers, as mistakes or errors could result in delayed or rejected renewals.

4. Keeping up with policy changes: As the political landscape continues to evolve, there may be new policies or updates related to DACA that impact the renewal process. It’s important for Records Managers to stay current on any changes so they can advise their organization accordingly.

5. Balancing workload: The DACA renewal process can add an additional workload to Records Managers’ already busy schedules. It’s important for managers to prioritize their tasks and potentially delegate responsibilities if needed in order to effectively handle both routine duties and extra tasks related to DACA renewals.

6. Managing sensitive information: The personal information and immigration status of individuals undergoing the DACA renewal process is highly sensitive and confidential. It is crucial that Records Managers handle this information with care and follow strict privacy protocols.

7. Collaborating with HR departments: Since HR departments typically handle employee benefits and employment verification processes, there may be a need for close collaboration between Records Managers and HR teams during the DACA renewal process. This requires good communication and coordination to ensure all necessary documents are collected, verified, and filed appropriately.

16. Can being an undocumented immigrant or DACA recipient affect one’s credibility or trustworthiness as a Records Manager?

No, being an undocumented immigrant or DACA recipient should not affect one’s credibility or trustworthiness as a Records Manager. The role of a Records Manager is to efficiently and accurately manage the records of an organization, and legal status should not impact their ability to do so effectively. Additionally, the professional qualifications and experience of a Records Manager should be the determining factors in their credibility and trustworthiness, not their immigration status.

17. How can employers best support their employees who may be facing uncertain immigration situations while managing sensitive records?

1. Educate managers and HR personnel: Employers should educate their managers and HR personnel about immigration-related issues and how to handle enquiries or concerns from employees regarding their immigration status. This will help them understand the importance of confidentiality and privacy when dealing with sensitive immigration information.

2. Provide resources: Employers should provide employees with resources such as legal referrals, online resources, and information on local immigration support organizations. This will assist employees in obtaining accurate information about their rights and obligations related to their immigration status.

3. Respect employee privacy: Employers should respect the privacy of their employees’ immigration information and only share it on a need-to-know basis. This includes not discussing an employee’s immigration status with other employees unless authorized by the employee.

4. Ensure compliance with data protection laws: Employers should ensure that they comply with data protection laws when handling sensitive immigration records. This includes ensuring secure storage, limited access to the records, and proper disposal procedures.

5. Offer legal assistance: Employers may consider offering legal assistance to employees who are facing uncertain immigration situations. This could include covering legal fees for visa applications or providing access to an in-house or external attorney for advice.

6. Be understanding: Employers should be understanding and empathetic towards employees who are facing uncertainty regarding their immigration status. Providing support through flexible working arrangements or stress management programs can be helpful during this time.

7. Train employees on diversity and inclusion: Employers should train their employees on diversity and inclusion to create a welcoming environment for all employees regardless of their background or nationality. This can help alleviate any stress or anxiety an employee may feel due to their immigration situation.

8. Communicate transparently: It is important for employers to clearly communicate any changes in policies or procedures that may affect immigrant workers, such as changes in visa regulations or company policies related to hiring non-citizens.

9. Provide language assistance: For employees whose first language is not English, employers should provide language assistance in navigating the immigration process. This could include translation services or providing bilingual HR personnel to assist with any enquiries.

10. Offer employee assistance programs: Employers may consider offering an employee assistance program (EAP) to provide mental health and emotional support for employees who are facing immigration-related challenges. EAP services can include counseling, resources, and referrals to legal services if needed.

18 .Are there any legal protections in place for individuals who hold DACA status and work within sensitive records management roles?

The legal protections for individuals with DACA status who work in sensitive records management roles depend on the specific state and federal laws in place. Generally, DACA recipients are protected under employment laws that prohibit discrimination based on immigration status. In addition, the Deferred Action for Childhood Arrivals (DACA) program provides temporary protection from deportation and allows individuals to work legally in the United States.

However, some states may have additional legal protections in place for individuals with DACA status. For example, some states have passed laws that limit the information that can be shared between state and local agencies and federal immigration authorities. This could provide some level of protection for DACA recipients who work with sensitive records.

It is important for individuals with DACA status to know their rights and consult with an immigration attorney if they have any concerns about their employment rights or potential legal issues related to their sensitive records management role.

19. Has there been any research conducted on the experiences and challenges of Records Managers who are undocumented immigrants or DACA recipients?

I was unable to find any research specifically on the experiences and challenges of Records Managers who are undocumented immigrants or DACA recipients. However, there is some research that highlights the broader challenges faced by undocumented immigrants and DACA recipients in the workplace.

One study from 2018 conducted interviews with 50 undocumented young adults living in the United States, including those with DACA status. Participants discussed their struggles with job insecurity, discrimination, and limited career advancement opportunities due to their immigration status. Some also mentioned difficulties obtaining professional licenses and fear of deportation as significant obstacles to their career development.

In another study from 2020, researchers interviewed 32 undocumented young adults who were pursuing higher education or engaged in the workforce. The participants reported facing discrimination in both settings and expressed concerns about not being able to utilize their skills and education due to their immigration status. They also discussed feelings of exclusion in professional settings and lack of support from employers.

Additionally, a report published by the National Immigration Law Center (NILC) highlighted the barriers that undocumented workers face in accessing employment and advancing in their careers. These barriers include limited job opportunities, exploitation by employers, fear of retaliation for asserting workplace rights, and exclusion from certain industries or government jobs.

While there may not be research specifically focused on Records Managers who are undocumented immigrants or DACA recipients, these studies suggest that they likely face similar challenges as other immigrant workers regarding job insecurity, discrimination, and limited career advancement opportunities due to their immigration status.

20. What steps can be taken to increase diversity and inclusivity within the records management field for those with uncertain legal statuses?

1. Educate hiring managers and employers: Employers should be educated on the benefits of diversity and inclusivity in the records management field. They should understand how individuals with uncertain legal statuses can bring valuable perspectives and skills to the workplace.

2. Implement a diverse recruitment strategy: Organizations should actively recruit individuals with uncertain legal statuses to increase diversity in their workforce. This can be done through partnerships with organizations that work with immigrants and refugees, job fairs targeted towards this population, or by advertising job openings in community centers or places where these individuals may gather.

3. Offer training and support programs: Organizations can offer training and support programs for individuals with uncertain legal statuses who are interested in pursuing a career in records management. These programs could include technical skills development, language courses, or mentorship opportunities.

4. Promote diversity within leadership positions: One way to increase diversity within the records management field is by promoting individuals with uncertain legal statuses to leadership positions. This sends a positive message to others within the organization about the value of diverse perspectives.

5. Foster an inclusive workplace culture: It’s important for organizations to create an inclusive workplace culture where all employees feel welcome and supported regardless of their legal status. Encouraging open communication, respect for different opinions, and celebrating cultural diversity can help foster inclusivity within the workplace.

6. Provide resources for navigating immigration processes: Organizations can provide resources or partner with immigration services to help employees with uncertain legal statuses navigate immigration processes such as obtaining work permits or visas.

7. Advocate for policies that support diversity and inclusion: Organizations can advocate for policies that promote diversity and inclusion within the records management field, such as equal employment opportunity laws or policies that protect employees from discrimination based on their immigration status.

8. Create a safe space for dialogue: Some individuals with uncertain legal statuses may not feel comfortable disclosing their situation due to fear of judgment or retaliation. Creating a safe space for open dialogue, where employees feel comfortable sharing their concerns and experiences, can help increase inclusivity within the workplace.

9. Offer language support: Language barriers can be a significant hurdle for individuals with uncertain legal statuses in the workplace. Providing language support, such as translation services or language classes, can help these individuals feel more included and valued in the workplace.

10. Emphasize the importance of diversity and inclusivity to clients: Organizations can also educate their clients on the importance of diversity and inclusivity in records management and how it benefits them. This can create a demand for diverse talent and encourage organizations to prioritize their efforts towards achieving diversity and inclusivity.