While there is ambiguity for the future, L&D professionals are finding ways to pivot and address best practices for creating a diverse, equitable and inclusive workforce.
Embrace diversity of thought to push your teams to new heights of creativity and authenticity.
Culture is tangible and intangible. It is in what is seen, but more importantly it is in what is experienced in nearly every interaction that occurs. Even in a seemingly mono-cultural group of people, cultural considerations must be taken into account.
Oprah Winfrey often talks about what she refers to as “teachable moments” – moments when something bad occurs and you can turn that bad situation into something positive. Basically, the lesson in the message.
When it comes to diversity and inclusion (D&I), having an aligned strategy is of critical importance. D&I are essentially standalone concepts.
Experiential learning is the process of learning through experience. It’s been around since about 350 B.C. when Aristotle wrote in the Nicomachean Ethics, "for the things we have to learn before we can do them, we learn by doing them."
Throughout history, there have been various gaps: racial, gender, income, education, skills gaps, etc. Society today is not any different.
A trending and hot topic in the world of Diversity & Inclusion, D&I as its affectionately called, is unconscious bias.
In the business world, women leaders are still a minority. This statement comes as no surprise to most of us; what is surprising is that men outpace women in leadership roles across every sector in the world:
Rich Sheridan, CEO of Menlo Innovations, uses Cognitive Collaboration™ to make his company "a workplace people love," solve challenging software problems, and deliver Menlo Innovations' mission