Do you consider yourself an inclusive leader?
Would your employees agree with you?
This month, some people celebrate “Bosses’ Day”. Let’s make it more specific and recognize the inspiring leaders who embrace inclusive leadership and help to create better workplaces, improving employee engagement, retention and productivity.
Ask yourself what is your contribution to make the workplace a positive team environment where differences are welcome and people are able to be their authentic selves.
Despite our best efforts, gender disparities are worsening. That’s what reveals a report published by UN Women warning that it could take 300 years to achieve full gender equality.
For hispanic women, this pay gap is one of the consequences of several cultural biases and stereotypes that hinder them in their careers.
“It's time for allies to step up and put in the work.” Interesting read on why underrepresented groups are being overtasked with leading DEI.
The strong adverse reactions to DEI compromise the positive outcomes that could be created. But to avoid DEI backlash, instead of trying to change people, we should focus on changing systems.
Mentoring alone isn’t getting underrepresented groups into the highest ranks of business. This is why sponsorship is winning over mentorship in DEI efforts.
How To Find The Right DEI Training For Your Workplace (Article)
Building a culture of inclusion requires changes in processes and policies. But, most importantly, it requires that individuals develop their own inclusive skills - their inclusion competencies. So how do you know how and where to focus your DEI training to advance people in ways that will make a real difference in your culture?
Both allyship and advocacy play important roles in creating workplaces where people are able to be authentic and belong while having more equitable opportunities to fulfill their potential. But what are the differences between the two and how do they complement each other?
Addressing Intersectionality in Diversity and Inclusion Analysis (Article)
Without an intersectional approach to diversity, equity and inclusion analysis, you risk creating more blindspots, or even worse, exacerbating exclusion, because rather than "not knowing", you start to "think you know".
Why Creating Inclusion at Senior Levels Requires Formal Sponsorship (Article)
Informal sponsorship and mentorship can proliferate inequitable power dynamics in organizations. Organic sponsorship is a big part of how leadership proactively recasts the pipeline in the majority image. Meanwhile, the status quo power dynamic inhibits individuals who are in the minority among leadership from lifting others up behind them.