{
  "author": {
    "name": "Laura Stamps",
    "webUrl": "/author/profile/laura-stamps/",
    "description": "",
    "imageLarge": "https://secure.gravatar.com/avatar/f16d6fc2845f417ea0e93a3f2b6cd37d?s=136&d=mm&r=g",
    "estimate": 1,
    "social": [],
    "articles": [
      {
        "uri": "/2024/03/29/now-is-the-time-to-redefine-dei-not-scale-back-411-31681/",
        "title": "Now Is the Time to Redefine DEI, Not Scale Back",
        "byline": "Laura Stamps",
        "kicker": "Analysis",
        "prettyDate": "March 29, 2024",
        "timeToRead": "5 minute",
        "image": {
          "uri": "https://images.treasuryandrisk.com/contrib/content/uploads/sites/411/2024/03/Diversity-Equty-Inclusion-Article-202403261709.jpg",
          "width": "620",
          "height": "372"
        },
        "authors": [
          {
            "webUrl": "/author/profile/laura-stamps/",
            "name": "Laura Stamps"
          }
        ],
        "kickerNode": [
          {
            "uri": "/analysis/",
            "sectionName": "Analysis"
          }
        ],
        "summary": "DEI programs must be approached from their full value-add potential—and seen as mutually beneficial to employees and the company as a whole.",
        "body": null
      }
    ]
  }
}