Here is Pulsely's recommended reading authored by professionals from all over the world.
Understand the actions your organization should take to communicate your commitment to Diversity, Inclusion and Belonging in the recruitment process.
The Implicit Association Test (IAT) measures attitudes and beliefs that people may be unwilling or unable to report.
This article from Harvard Law School discusses the role of board chairs and CEOs in promoting diversity and inclusion inside their organizations.
This toolkit provides the business case for Employee Resource Groups (“ERGs”), as well as practical suggestions and strategies for implementing and managing them.
This article shares quantitative frameworks for measuring product inclusion and product equity.
This report from Veris Insights shows some interesting figures for those looking to make their recruitment process more inclusive.
This McKinsey report from 2021 highlights the experiences of transgender people at work to help us understand the struggles they face and how to build more inclusive workplaces.
Recommendations for managers and team members to create a workplace where everyone can contribute.
Shell points to how the longstanding issue of fewer women working in STEM impacts their Gender Pay Gap and goal to achieve gender balance.
While more companies are employing people analytics to understand how to manage their workforce, the number applying this data-driven approach to D&I is stark.
While the focus of this research investigates the American value of meritocracy, the concept is one that is frequently discussed by leadership teams across the world.
This report brings together the collective expertise of thought leaders to examine emerging best practices in D&I.
D&I goal setting and target setting are controversial. However, with D&I, change is rarely achieved without goals and deliverables tied to them.