Diversity, Equity, Inclusion & Belonging

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.

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.

Developing agility and adaptability in leaders is the name of the game for both individual and corporate growth.

Anti-harassment training is good. Anti-harassment combined with bystander communication training is better.

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.

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.

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.