Team Effectiveness Touchpoints are a curated series of brief, actionable tips designed to embed inclusion and connection into how your team communicates, collaborates, and makes decisions. Each Touchpoint encourages team members to co-create a space where everyone feels heard, respected, and empowered to contribute. Delivered in bite-sized moments, Each Touchpoint offers a simple, practical way to build team effectiveness — one conversation, decision, or action at a time.

Team effectiveness is a cornerstone of sustainable success for any organization because high-performing teams consistently deliver value, adapt to change, and uphold the cultural and operational foundations necessary for long-term growth

Understanding these four stages of team effectiveness—Forming, Storming, Norming, and Performing—can help leaders and team members navigate the complexities of group dynamics.

The Getting to Know You Bingo game is a great icebreaker or team building exercise.  The Bingo squares are designed to help employees get to know teammates and coworkers.

This well-known exercise is a fun, interactive team-building exercise used to help teams uncover individual strengths in order to improve overall team effectiveness.

The guidebook provides a framework for assessing policies with an inclusion lens, what to look out for, and questions to ask when reviewing a policy.

When you think about your employee handbook, what comes to mind is probably a collection of rules, policies, and procedures — a document that outlines what’s expected of employees and what they can expect in return — from behavior and dress code to communication standards and performance. But your handbook can be something much more meaningful: it can reflect who you are, what you believe, and how you work together.

While it is important to set clear expectations for employees, when done with care and intention your handbook also provides a great opportunity to actively shape culture and foster belonging. Your handbook can be something much more meaningful: it can reflect who you are, what you believe, and how you work together and support each other.

As part of your DEI journey, it’s important to provide a forum for employees to ask questions and voice their concerns. Below, we’ve provided sample responses to common inquiries and pushback. We encourage you to engage in the difficult conversations and please reach out to HR if you require additional support or resources.

The growing attention placed on misguided claims against DEI poses a threat to hard-won progress and may even lead to a reversal in the strides that have been made toward more equitable workplaces. Those of us committed to this work need to stay steadfast in our mission. Below are some tips for navigating uncertainty with clear, actionable strategies to sustain commitment to DEI.

The growing attention placed on misguided claims against DEI poses a threat to hard-won progress and may even lead to a reversal in any strides that have been made toward more equitable workplaces.  While the long-term implications are still uncertain, the political and legal challenges we are currently facing are already reshaping how we talk about and approach this work. Corporate America is at a crossroads, and those in the field must decide where they stand, how vested they are in DEI, and if and how they will sustain their commitment to equity and inclusion. For DEI practitioners, we’re left to wonder what the specific implications are, how we navigate these unsettling and uncertain times, and how we safeguard this work while safeguarding ourselves.

The Charting a Course to Success: Overcoming Career Limiting Barriers interactive workshop is designed to help women identify, understand, and overcome the barriers that can limit career growth. Participants will explore the unique obstacles faced in the workplace and gain practical tools to navigate them.

Use this model to say NOPE to the things that are getting in your way.

Gender pay and opportunity gaps still exist in all workforce sectors including the government, higher education and corporate America. And the gender parity gap cannot be attributed to just one factor or one phase of the journey. While career limiting barriers do exist at the individual level, women face institutional barriers that lead to a lack of opportunities for career advancement.

Women’s careers are influenced by a combination of systemic barriers that arise from social structures and societal norms and personal barriers or individual factors that can affect how women approach their careers. This article shares some proactive steps you can take to navigate existing challenges while advocating for systemic improvements.

When dialoguing across difference, applying the bridges model can help you guide the conversation toward more positive and productive outcomes.  The model is found in our Dialogue Across Difference training.

As divisiveness has escalated, so has the need for meaningful dialogue and connection where people can share what they are feeling and experiencing both in and outside the workplace.  We need to renormalize dialogue where we strive for compassion and understanding and where different ideas and perspectives are viewed as opportunities to learn, grow, innovate, and improve.

The Dialogue Across Difference training is designed to help participants understand how different life experiences and cultural influences can shape our perspectives, opinions, and what we prioritize in our lives – and that no one opinion is either right or wrong but a window into our shared humanity.  Participants will explore how what we say and how we say it impacts the people around us and will explore and practice strategies you can use to interact respectfully and effectively across difference.

The Intent Versus Impact Training is a 90-minute training that can be leveraged by DEI practitioners as part of their training offerings. The Intent Versus Impact training will help participants more fully understand the dynamics and characteristics of a respectful workplace and the steps each of us can take to ensure the impact of our actions more closely matches our intent.

Ageism is a type of discrimination based on age and can affect everyone both young and old. If organizations fail to address ageism in the workplace it can have a negative impact at the individual and systemic level. Here are some things you can do to spot and stop ageism in your own workplace.

When it comes to diversity, equity, and inclusion, the discussion cannot focus solely on race and gender. DEI must take an intersectional approach, meaning they acknowledge and work to combat the multiple systems of oppression that exist.

Spotting ageism in the workplace is just the first step. To stop ageism, we need to take proactive steps…

This microlearning and discussion guide explores the concept of ageism, shares examples and discusses actions we can take to mitigate our biases toward ageism.

The DEI Council Strategy Development Toolkit is a series of handouts and exercises that can be used by an existing council to assess their effectiveness and determine their plan for moving forward.

This PowerPoint can be used to as a tool to communicate the role of a DEI Council.  The deck includes areas of impact, sample strategic priorities, key success factors and best practices.

The Launching a DEI Council Toolkit is a series of handouts and exercises that can be used to launch or relaunch a DEI council. The activities are designed to help the council think through their mission and purpose and to define their strategic priorities.

This tool is designed for ERG leaders and ERG executive sponsors as a reference guide to help connect the work of the ERG to four key areas – People, Productivity, Profitability and Community.

Bias can occur at any stage in the talent acquisition process and can impact where we source talent, how we describe the job opportunity, the interview process and how we assess a candidate. We know bias can and does happen when screening resumes and whether an individual progresses to the interview stage can be influenced by their name, gender, age, if and where they attended college and even where they live. If individual bias goes unchecked, candidates who do not meet the recruiter’s preset idea of who is right for the job can be prematurely overlooked even if they have the right qualifications.

The Inclusive Hiring: Managing Bias in the Hiring Process training is designed to help recruiters and hiring managers recognize situations where bias may have impacted their decision-making process and behaviors and how those decisions can impact others.

Bias throughout the hiring process can impede our ability to choose the best candidate for the job and even worse can lead to disparity and discrimination in our workplaces. There are some simple steps you can take to help eliminate the impact biases can have in your hiring process.