What does DEI success look like? We often hear about "DEI journey" and that's because DEI is not a destination, it's a long-term commitment, a paradigm shift. Investing in DEI is pursuing a transformational adventure. This type of change doesn't happen overnight and each successful initiative is a small step towards a more inclusive culture and diverse workplace. Instead of looking for the finish line, celebrate incremental progress and development milestones. That's what DEI success is all about: continuous improvement.
Structural racism is a reality in many workplaces, but the good news is that recent research shows that it’s possible to help people recognize racial privilege in a constructive way.
Everyone is talking about quiet quitting. But why are employees disengaged and what can employers do about it?
If a lack of leadership buy-in is preventing your organization from advancing in DEI, this model from Dr. Sam Rae can be helpful.
Everyone can benefit from flexible scheduling, but women and people of color are the ones who benefit the most from work/life support programs.
Still on the topic of flexible work arrangements, it seems that this workday flexibility may be reserved for managers. This is how presenteeism sways junior employees.
Breaking Patterns: How Your Talent Management Decisions Hinder Equity (Article)
Each individual talent management decision may seem justified, rational, objective and consciously discerning. But it’s the cumulative impact of these decisions that spells out the patterns of unconscious bias. What is invisible and seemingly benign at the level of individual decisions is revealed in plain sight at the level of patterns.
The Reykjavik Index - Measuring Perceptions of Gender Equality In Leadership (Article)
Do we think men or women are better suited to leadership positions? That question is the at the core of The Reykjavik Index that highlights our culturally conditioned blindness that contributes to the persistent underrepresentation of women in leadership: the image of leadership is still skewed towards men.
How Inclusive Leaders Help Build Psychologically Safe Workplaces (Article)
The most important driver for team psychologically safety is a positive team environment. Above all, visible role-modeling of inclusive leadership mindsets and behaviors at the very top has the greatest impact on creating psychological safety in an organization: reinforcing expectations and setting a cultural tone of inclusion.
Leveraging Disability Inclusion In The Workplace: A Guide for Employers (Article)
Diversity in senior and C-suite leadership helps to create a culture where more people in the organization can envision their potential trajectories, feel supported, be able to fully contribute and feel free to be themselves. When DEI leadership is weak at the executive level, there’s no backbone to DEI efforts throughout the organization.