Diversity, Equity, Inclusion & Belonging
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.
Psychological safety: an overlooked secret to organizational performance
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.
Mentors: Keeping talented women career-focused in uncertain times
Developing agility and adaptability in leaders is the name of the game for both individual and corporate growth.
From bystander to upstander
Anti-harassment training is good. Anti-harassment combined with bystander communication training is better.
Re-entry in a recession
This time is an opportunity to focus on outreach, inclusion and training.
A look at skills assessments, bias and stereotypes
Do strengths and skills assessments perpetuate gender bias and stereotypes? It’s a complicated question.
Video: Striving for inclusive diversity
Aisha Ghori Ozaki, Allstate’s manager of inclusive diversity, talks about the company's treatment of inclusive diversity as a core value.
Video: How can leaders better support Black employees in the workplace?
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.
Inclusion is practice
To create sustainable change, inclusion needs to become a mainstream part of organizational life.
Inclusion is the X-factor for agility and innovation
Embracing inclusivity does not necessarily require an entire reboot of a company’s culture. Rather, your company can become more inclusive by fostering a greater sense of innovation, inspiring engagement, accelerating your talent and building digital mindsets.
Accountability is key to enabling diversity and inclusion in organizations
Avoid these common missteps well-intentioned organizations and individuals take when it comes to D&I.
Embrace design thinking to advance diversity, equity and inclusion
Design thinking encourages a forward look, playing chess rather than checkers. And design thinking principles can assist us to holistically solve more complex and intertwined DEI challenges today.
To embrace D&I, addressing unconscious bias is only the first step
D&I trainings and workshops are useful tools for businesses hoping to change workplace culture and retain a more diverse workforce, but the remaining question is how to deliver the intended message in a way that resonates with individuals in a sustained and impactful manner.
Do your inclusivity initiatives measure up?
Intersectionality is key to breaking down barriers, increasing trust and fostering open, honest communication that supports all employees. This, in turn, leads to tangible business benefits.
L&D’s Diversity Dilemma
Lack of representation poses a problem for corporate learning teams viewed as ambassadors of culture and organizational strategy.