#DEI – 45'MEDIA

Tristan James Jr. 45’MEDIA

A new way to launch apps and certain iOS features is hidden right behind your screen.

Quickly: Try to turn on your iPhone’s flashlight. If it took you longer than two seconds, you’re probably missing out on one of the iPhone’s best hidden features.

Though the iPhone’s Settings menus harbor many hidden gems, including one that can protect it from thieves, they’re so numerous and buried you’d be forgiven for mostly ignoring them.

Still, those who wish to turn their phone into the fastest flasher in the West needn’t look too hard.

Open Settings, scroll down to “Accessibility,” find “Touch,”
Scroll all the way down and tap “Back Tap.”
You’ll see two options: “Double Tap” and “Triple Tap.”

Each lets you tell your phone to do something when you tap its back twice or three times.

I use the trick for my flashlight, so I can quickly find things in the dark closet under my stairs, but you can customize the taps to do tasks like launch the camera, take a screenshot or mute your ringer.

If you have found uses for Siri beyond reeling off the population of Belgium, you can tap for the voice assistant too.
INSIDERNOTES

You can do even more powerful things with the help of Apple’s “Shortcuts” app.

It lets you create custom automations that you can trigger with the taps.

Open the app, tap the plus arrow to create a new shortcut, then add as many steps as you want.

When you return to your “Back Tap” settings, you’ll see all your saved automations as options.

“My favorite customization allows me to use Shazam, the app that helps identify any song you encounter while walking around, by just triple tapping the back of my phone”
a trick that lets you turn the back of your phone into an app launchpad

I’ve also made one that just starts playing the most recent episode of my favorite podcast and one that tells me the next event I have scheduled in my calendar.

Really, the possibilities are endless.

One small limit: Since you can only tap two ways, you can only use this feature to do two things.

And whatever you build, make sure you practice getting the tap to work before trying it in the wild.

Ensuring it consistently triggers requires finesse.

If you don’t have a case on your phone (you animal!) you can likely get it to work with just a gentle touch.

Those with thick cases might need to tap harder I’ve found it helps to use your fingernail.

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Tristan James Jr. 45’MEDIA (CEO)

Right now, diversity, equity, and inclusion (DEI) initiatives are under growing scrutiny.

Some companies are pulling back from DEI initiatives amid nervousness around shareholder activism and possible investor or customer pushback.

The So What

Highlighting the benefits of DEI to an organization’s performance and the wellbeing of employees is the best way to address this negativity, according to Nadjia Yousif, BCG’s Chief Diversity Officer.

“This isn’t about taking sides, but rather making the most of the opportunities to enhance business and societal value. DEI raises standards for everyone by improving innovation, performance, and the workplace experience across the board.”
INSIDERNOTES

DEI initiatives can boost financial performance, according to BCG research based on data from more than 27,000 employees in 16 countries.

Attracting talent. In a world where companies are reporting significant talent gaps, it makes sense to recruit from a more diverse pool. BCG research shows that almost one-third of people from underrepresented groups choose not to apply for or accept a position in companies that do not have inclusive work cultures.
Reducing attrition. Leadership that prioritizes inclusion in the workplace can slash attrition risk by 50%. That’s because employees who witness or experience discrimination, bias, or disrespect are nearly 1.4 times more likely to quit their job.
Increasing motivation. When employees believe that DEI programming is a corporate leadership priority, the number of all employees who are happy increases by 31 percentage points, while the number of those who feel motivated increases by nearly 25 percentage points.

Companies with above+average diversity on their management teams also report innovation revenue 19% points higher than companies with below+average leadership diversity.

“Diversity in business is not about hitting quotas, it’s about assembling the best teams with different backgrounds and perspectives. Just think about developing products or services, for example. A broad range of backgrounds and views will fuel innovation and be better attuned to the diversity of your customer base,”
Yousif

Now What

Measure the leading indicators of diversity and inclusion, not just the outcomes.

Approach DEI as any other business initiative, with KPIs that are measurable and have a set timeframe.

Review the success of different initiatives and learn from what works.

Keep track of your recruiting statistics, and ensure there is equity in pay, promotion, and retention.

It’s also important to measure employee inclusion to ensure underrepresented groups feel included in the workplace keeping in mind that this leads to higher levels of motivation, ambition, and retention.

Communicate what works–and what doesn’t.

Be transparent when communicating the impact of DEI initiatives to staff, the board of directors and/or shareholders.

Be open about areas where it’s taking longer to make progress, and where there’s been success. Using data to demonstrate the impact of DEI initiatives on company performance is the best way to address criticism.

Lead from the front. Senior leaders should openly and publicly commit to the importance of DEI as well as equipping direct managers with the tools to practice empathetic leadership.

This creates psychologically safe team environments where every individual can thrive.

Companies also need a clear feedback loop and escalation mechanism to quickly address any instances of discrimination, bias, and harassment that can undermine progress.

Influence your network.

Companies can influence a wider ecosystem beyond their own workforce.

They can expand supplier diversity, for example, and improve the customer experience (and revenues) through more inclusive product design or marketing materials that avoid stereotypes.

By embedding the importance of DEI into all aspects of a company’s operations, organizations can drive broader societal change often an element of organizational purpose statements.

“DEI isn’t a nice to have for companies. In an increasingly complex and competitive market, business leaders need to access and nurture the best talent, regardless of gender, race, ethnicity, sexual identity, or disability status. But it’s not just a business imperative, there’s also a moral imperative to ensure all human beings have a chance to flourish and thrive,”

Our World

Beyond the impact we can drive through our client work, we use our expertise, partnerships, and networks to catalyze change, amplifying commitments within industry and investing in diverse communities and customer segments.

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