Articles Tagged With diversity and inclusion

As head of talent management at Invitae, Jewel Celestine uses her people-first approach to tailor programs to the exact needs of the organization and its people.

Sameer Maskey, CEO and founder of FuseMachines, says talent leaders can use AI systems to make the future of work more equitable.

Tara Jaye Frank, equity strategist and author of “The Waymakers: Clearing the Path to Workplace Equity with Competence and Confidence,” speaks about why marginalized groups might be leading the Great Resignation.

Talent leaders must understand generational differences and move beyond a one-size-fits-all approach to talent development.

Tova Sherman, CEO and founder of reachAbility Association, speaks about the importance of inclusive onboarding and how talent leaders can best support employees with disabilities.

Human alignment presents a tangible opportunity to instigate shared reality as a means of achieving increased and sustained performance.

When young people feel empowered, they’re more likely to contribute unique thoughts and viewpoints, leading to innovation and increased engagement. Talent leaders must convince their youngest members that speaking up is worth the risk.

Using a holistic approach to recruiting, retention, promotion and protection can transform your organization.

Combining a top-down and bottom-up approach to high-potential programs democratizes the selection process, resulting in a more equitable system.

The rise of the hybrid workplace offers an opportunity for organizations to recommit to an inclusive work environment and address the special challenges that this new workplace model may pose. This article offers guidance to help you put the focus on inclusivity and equity to make the most of your hybrid workplace model.

Talent leaders have a profound opportunity to meet today’s hiring needs while building a stronger workforce. At Lockheed Martin, building more inclusive talent pipelines is vital to the success of the company and its mission.

Diversity, inclusion and equity should be the epicenter of every business. These values are the backbones of an open-minded company that celebrates differences and knows how to leverage them to establish a happy workplace.

In part two of this series on DEI, we’ll explore how organizations can make enterprise-level changes to demonstrate advocacy in their community, the nation or even on the global stage.

The journey to advance DEI applies both at the micro-level and the macro-level. In part one of this series, we’ll explore how individuals can support each other and contribute to an inclusive culture.

Financial security is a critical but often-overlooked dimension of social identity. Talent leaders must work to recruit, retain and re-energize emerging leaders from all economic backgrounds.