Diversity, Equity, Inclusion & Belonging
Diversity, equity, inclusion and belonging are essential for creating a safe and engaged workplace. Talent and HR leaders can help ensure DEIB principles are embedded throughout the organization.
How to build a strong culture of diversity and measure your efforts
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.
Support employees by leveraging tax-free student loan repayment and college savings benefits
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.
Observer, ally, advocate: Seizing the moment and committing to DEI
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.
Hiring, retaining and remaining compliant: Insights on the borderless workforce
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.
Observer, ally, advocate: The journey of advancing diversity, equity and inclusion
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.
Ask the Career Doctor: Helping women advocate for advancement in a post COVID-19 era
HR managers must help talented women seize the current opportunity for advancement with as much vigor and determination as their male counterparts.
Do your D&I efforts consider socioeconomics?
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.
DEI: Why hiring alone isn’t a magic fix
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.
Failure: The key to success in overcoming bias
Talent leaders must channel their fears effectively to demystify how to approach equity, diversity and inclusion in the workplace.
Managing cultural diversity in today’s workplace
In a multicultural atmosphere, employees must understand, respect and appreciate each other’s differences.
How to reduce bias in talent review meetings
There are many strategies to successfully reduce bias when making internal talent career and development decisions.
A robust response to what COVID-19 revealed: a path to resilience and inclusion
Build the capabilities that will make your organization resilient and inclusive by challenging the structures, systems and processes that carry bad assumptions forward.
The values-driven leader
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.
Video: The pandemic is abating gender equity
According to McKinsey’s 2020 Women in the Workplace survey, as many as 2 million women are considering leaving the workforce.
5 things you, as a learning professional, need to know about disability
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.