The good news is that many organizations today understand the importance of diversity, equity and inclusion. However, many organizations still struggle to improve their diversity and inclusion. Personality assessments can help.
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Topic: Diversity, Equity and Inclusion
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Today’s workforce is more generationally diverse than ever. From highly experienced baby boomers to high school and college graduates of Generation Z, generational diversity means diverse ideas and experiences, making the workplace an exciting place.
Attracting, retaining and developing a diverse, qualified workforce is vital for companies to compete and succeed. Employees’ unique backgrounds, experiences and cultures help provide superior value to customers and investors.
It’s now generally agreed that maximizing profits is an insufficient achievement to offset harm to the environment, employee well-being and the common good. Companies are accountable to employees, shareholders, their communities and society at large.
In theory, diversity and inclusion should be simple: Create a culture that embraces differences and welcomes a diverse workforce that can thrive. However, diversity training is often ineffective due to oversimplification of the issue.
Traliant, a provider of award-winning sexual harassment training, today announced a reseller agreement with Back to Basics Learning Dynamics, a provider of comprehensive educational and tutoring services.
Joonko Diversity, Inc. (www.Joonko.com) announced it has secured $2.4M in a seed round led by the Alabama Futures Fund.
The USC Marshall School of Business in partnership with BTS USA, Inc, a global professional services organization dedicated to making strategy personal, announced the launch of a unique program to accelerate women to the executive level.
To address unintentional bias, we need to foster intentional behaviors that create change. Here are strategies, informed by clinical psychology, that both men and women can put it into practice every day to create a more equal working environment.
With a greater awareness of what’s holding women back, talent professionals can create more learning and development opportunities for themselves and for other women in their organization.