Diversity, Equity, Inclusion & Belonging

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.

Offering benefits such as student loan repayment assistance and contributions to 529 college savings plans can help improve employees’ financial wellbeing, strengthen their commitment and loyalty and distinguish employers in the competition for top talent.

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.

Globalization followed by the COVID-19 pandemic has forced many changes to tech company workforce norms. The focus is now on the skillset and value-add that a prospective employee can bring to the business. This article discusses some issues resulting from this change in method of operation by many companies.

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.

HR managers must help talented women seize the current opportunity for advancement with as much vigor and determination as their male counterparts.

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.

In a multicultural atmosphere, employees must understand, respect and appreciate each other’s differences.

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

Build the capabilities that will make your organization resilient and inclusive by challenging the structures, systems and processes that carry bad assumptions forward.

Black Lives Matter marches, #MeToo conversations and the volatile recent election are triggering difficult conversations in the workplace about what companies stand for — and whether leaders are demonstrating the values they purport to hold true. Here’s how five companies have transformed employee engagement by tying leadership to organizational values.

According to McKinsey’s 2020 Women in the Workplace survey, as many as 2 million women are considering leaving the workforce.

We all experience our abilities and impairments differently, and we all have unique learning needs. Only by asking team members about their individual needs — rather than making assumptions — can we truly create more accessible and inclusive learning environments.