October 29, 2025
1:00PM - 2:30PM EDT

The OSAP Q3 Online Educational Webinar

Why Organizations Should Shift Focus from DEI to Decision-making

Zoom

Take a deep dive into Why Organizations Should Shift Focus from DEI to Decision-making at OSAP's Q3 online education session on Oct. 29, 2025, from 1:00 p.m. - 2:30 p.m.

Please select this link to register.

In an era where diversity, equity and inclusion (DEI) initiatives are increasingly met with skepticism and backlash, organizations face a critical crossroads in fostering inclusive and high-performing environments. This speech delves into the growing resistance against traditional DEI programs, examines the core objectives of DEI—enhancing hiring practices, promotions and team collaboration—and presents a compelling case for transitioning to science-based decision-making frameworks. By focusing on structured, unbiased processes grounded in evidence-based principles, organizations can achieve the same equity and inclusivity goals without the divisive controversies associated with DEI.

The presentation will explore how decision-making frameworks can be seamlessly integrated into organizational policies, ensuring fairness and transparency while promoting meritocracy.

Attendees will learn about:

• Practical applications, including structured hiring practices, evidence-based promotions, and inclusive collaboration methods that drive innovation and performance
• The shortcomings of merely rebranding DEI initiatives
• Emphasizing the importance of substantive change over superficial terminology shifts.

The presentation also will highlight the long-term advantages of adopting decision-making frameworks, such as enhanced employee morale, retention of diverse talent and sustained organizational success in a polarized landscape.

Key Takeaways:

• Distinguish the major causes of organizational skepticism toward traditional DEI programs and explain why superficial rebranding fails to solve them.
• Describe science-based decision frameworks and bias-mitigation techniques that rely on documented criteria, metrics and transparent processes.
• Design a structured hiring process using job analyses, standardized rubrics, and panel interviews that improves fairness while meeting legal requirements.
• Build an evidence-based performance and promotion system that uses documented evaluations, calibration and appeal paths to reduce bias and increase trust.
• Facilitate inclusive collaboration with meeting norms, turn-taking, and consensus techniques that amplify underrepresented voices and reduce conflict.

Dr. Gleb Tsipursky, called the “Office Whisperer” by The New York Times, helps association leaders replace overpriced vendors with staff-built AI solutions. He serves as the CEO of the future-of-work consultancy Disaster Avoidance Experts. Dr. Gleb wrote seven best-selling books, and his forthcoming book with Georgetown University Press is The Psychology of Generative AI Adoption (2026). Prior to that, he wrote ChatGPT for Leaders and Content Creators (2023). His cutting-edge thought leadership was featured in more than 650 articles in prominent venues such as Harvard Business Review, Fortune, and Fast Company. His expertise comes from more than 20 years of consulting for Fortune 500 companies from Aflac to Xerox and more than 15 years in academia as a behavioral scientist at UNC-Chapel Hill and Ohio State. A proud Ukrainian American, he lives in Columbus, Ohio.

Approved for 1.5 CAE hours.

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