Articles Tagged With diversity and inclusion

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.

While hiring practices are a critical component of a DEI program, to be successful, they must be flanked by other efforts, including a comprehensive plan that creates a culture shift toward a more inclusive, diverse and equitable workforce.

Talent leaders must channel their fears effectively to demystify how to approach equity, diversity and inclusion in the workplace.

There are many strategies to successfully reduce bias when making internal talent career and development decisions.

Psychological safety is an essential foundational component for innovation, divergent thinking, creativity and risk-taking — but it should not be confused with comfort. There are a number of small behaviors leaders can cultivate to help their teams take more interpersonal risks to increase psychological safety.

This time is an opportunity to focus on outreach, inclusion and training.

Do strengths and skills assessments perpetuate gender bias and stereotypes? It’s a complicated question.

Aisha Ghori Ozaki, Allstate’s manager of inclusive diversity, talks about the company's treatment of inclusive diversity as a core value.

Rather than focusing on differences that are irrelevant to the company’s mission, focus on the energy and fresh talent that every new generation brings. Channel this toward ways to keep the organization competitive and vibrant while also doing a better job of retaining new talent with meaningful work. Here are 4 strategies for leaders to get the best from their younger workers.

During this very human movement — amid social demonstrations, protests for systemic change and public outcry against acts of violence and police brutality — it’s important to also think about how people are impacted in your organization. Leadership should create a safe space for meaningful conversation and posit the organization as a place where Black people and people of color can feel supported.

To create sustainable change, inclusion needs to become a mainstream part of organizational life.