November - 2022

Have you ever felt that candor and vulnerability could get you in trouble at work?

When people fear that they can be punished for speaking up, sharing ideas, voicing concerns, or making honest mistakes in the pursuit of learning, everyone suffers.

Psychological safety describes an environment where employees' energy can be directed toward creating a better organization rather than on managing others’ impressions.

Psychological safety can foster innovation and agility, but despite the increasing awareness on the topic, truly psychologically safe work environments are still quite rare. What's the situation in your organization?


DEI isn’t a short-term project and research shows that most companies follow a predictable path on the DEI journey in sequence. These are the 5 stages of DEI maturity.

How do you activate a genuine sense of belonging among your employees in the workplace? Here is what 15 DEI experts recommend.

Allyship and diversity plans aren’t enough: this is how businesses can better support people with disabilities.

Supplier diversity programs are meant to help create a more equitable economy. Read how Google approaches supplier diversity.

Leading a team in a hybrid environment? You need to deliberately promote equity and adapt quickly. Here is some practical advice.


How To Implement Formal Mentoring and Sponsorship Programs (Article)

Informal mentorship is not a bad thing. It helps people to grow personally and professionally. The problem is when your talent decisions are driven by informal mentorship and informal sponsorship, because of bias. And that's why we discuss how prioritizing formal sponsorship creates real and measurable changes towards more equitable outcomes at the top.

It’s Not A Values Question: Does Your Organization Embrace Difference? (Article)

An organization that embraces difference will recognize that different backgrounds create cultural wealth that builds leadership potential, it will challenge and diversify the norms that limit the perception of leadership and understand that different minds bring unique and compelling business and cultural advantages.

Building a Sense of Belonging in the Workplace (Article)

The absence of belonging is costly and corrosive to both individuals and organizations. An overall sentiment of belonging is a result of day-to-day experiences that allow you to feel psychologically safe, valued and like an “insider” amidst the culture. Belonging is measurable. If you’re not qualitatively and quantitatively assessing belonging in your workplace, your DEI efforts are missing the mark while running blind.

Why Equal Opportunity Doesn’t Translate to Equal Outcomes (Article)

Equity requires curiosity, attentiveness to each other and immense maturity. Sharing abundance requires a deep inner security. True leaders will go beyond their own stories of achievement to also acknowledge that the structure was built to be more conducive to some.