Diversity, Equity, Inclusion & Belonging

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.

Creating inclusivity is more than just a nice feeling, it leads to higher employee engagement, motivation and synergy resulting in real business results.

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

Organizations can and should prevent and dismantle microaggressions, helping to build a foundation of trust and inclusivity that makes teams more productive while increasing retention.

Organizations must create better support systems for women and caregivers in the workforce. It’s time to invest in specific, evenly applied policy changes.

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.

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.