Effective diversity, equity and inclusion programs go beyond stale compliance training and help ensure that everyone is treated fairly.
To help cultivate a sense of belonging for all employees, companies should adopt three key facets of inclusion: awareness, authenticity and accountability.
Lead Inclusively, a technology-enabled Diversity, Equity and Inclusion Consulting Firm, raised $1.5 million in a funding round.
For an organization to be truly inclusive, supporting all employees and becoming a more supportive and more effective place to work, leaders must have certain traits and skills.
As humans, we want to be included in decisions that impact us, our teams and our organizations as a whole, but often, we leave out integral people. Intentional or not, this exclusion leads to disengagement, turnover, office gossip and avoidable errors.
If we are to train leaders to be inclusive, we need to know what makes people feel included. And it comes down to the most important human drive: to be a unique self while belonging to a group.
#MeToo has lifted a burden of pain and shame for millions of female employees, empowering many to demand justice and safe working conditions. But #MeToo has also led many men to feel scared to mentor, sponsor or even work with women.
New buzzwords regularly enter the workplace. The phrase “psychological safety” is taking the corporate world by storm. What does it mean in the broader discussion about workplace diversity, and how can organizations achieve it?