Tips for Addressing Ageism in the Workplace
Tip Sheets
Tools
Diversity Dimensions
Generations
Unconscious Bias
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.
How Ageism Shows Up in Our Workplaces and What to Do About It
Article
Diversity Dimensions
Generations
Unconscious Bias
Spotting ageism in the workplace is just the first step. To stop ageism, we need to take proactive steps…
Spotting & Stopping Ageism Microlearning
Ageism
Microlearning
Training
Diversity Dimensions
Generations
Unconscious Bias
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.
ERG High-Impact Model
ERG Leaders Toolkit
How to Toolkits
Templates and Frameworks
Tools
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Strategic Planning
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.
Recognizing and Managing Bias in the Hiring Process
Article
Pipeline Development
Recruiting
Talent Management
Unconscious Bias
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.
Inclusive Hiring: Managing Bias in Hiring Process Virtual Classroom
Inclusive Hiring: Managing Bias
Training
Virtual Classrooms
Employee Resource Groups
Pipeline Development
Recruiting
Talent Management
Unconscious Bias
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.
Anatomy of Belonging: ERGs as Head, Heart & Hands Virtual Classroom
Anatomy of Belonging: ERGs as Head
Training
Virtual Classrooms
Belonging
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Organizational Culture
The Anatomy of Belonging: ERGs as the Head, Heart, Hands training helps participants better understand the dynamics and characteristics of a culture of belonging and how ERGs can drive belonging and connection.
Belonging Tip Sheet for ERGs
Tip Sheets
Tools
Belonging
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Organizational Culture
Belonging is being accepted for all of who we are – no need to hide or change. But that sense of community can be harder to find for employees who are not part of the dominant social group or do not easily conform to organizational norms. ERGs can be instrumental in providing that community and fostering belonging.
ERGs Role in Belonging
Article
Belonging
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Organizational Culture
Having a sense of belonging is one of the most important fundamental human needs and is directly tied to our physical and emotional wellbeing. Most people define themselves by their group membership and associations with their family, their spiritual group, local sports team, interests, even their political affiliations. The social connection that is fundamental to our sense of belonging is a protective factor that enables people to overcome challenges, manage stress and cope more effectively with difficult times in our lives. Almost every aspect of our lives is associated with belonging to something – and our workplaces are no different.
Respect is a prerequisite for a healthy, inclusive and professional workplace where all employees feel appreciated, valued and safe. We can help create a culture of respect by thinking inclusively with our heads, supporting respect and inclusion with our hearts, and acting respectfully with our hands.
Tips for Creating a Culture of Respect Microlearning
Microlearning
Respect in the Workplace
Training
Respect in the Workplace
Understanding My Role as an Executive Sponsor
Article
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Leadership
As a leader in the organization, you’re probably pretty accustomed to driving the strategy – but as an ERG executive sponsor, your role is to serve more as an advisor– and it can be difficult to find that right balance. Your primary responsibility is to provide enough guidance and autonomy, so ERGs have the tools and direction they need to lead successfully on their own.
Tips for Executive Sponsors on How to Empower ERG Leaders
Tip Sheets
Tools
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Leadership
Creating an environment where ERG leaders are empowered to make decisions and lead confidently requires the active, empathetic and engaged support of the Executive Sponsor. Here are some tips for empowering ERG leaders.
ERG Executive Sponsor Roadmap: Preparing for your New Role
Templates and Frameworks
Tools
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Leadership
The ERG Executive Sponsor Roadmap provides a framework for executives to evaluate and prepare for the role of Executive Sponsor.
Connecting ERGs with the Business Evaluation Checklist
Templates and Frameworks
Tools
DEI Practitioner Toolbox
Employee Resource Groups
ERGs
Leadership
Executive Sponsors can use this evaluation checklist to help them and their ERG leadership team determine if there is business value associated with the event or program they are evaluating.
Examining the DEI Push Back Hype: What is the Data Really Telling Us?
Article
Awareness/Foundation Building
Business Case/DEI ROI
DEI Practitioner Toolbox
Despite what is being reported in the media, much of what we are seeing from organizations and hearing from DEI leaders is more of a reset or recalibration. After the murder of George Floyd, many companies set lofty goals, increased the size of their DEI departments, and quite frankly bit off more than they could actually do.
The buzz around DEI’s ‘Great Retreat’ is overblown–and data-backed proof of the opposite abounds
Article
Awareness/Foundation Building
Business Case/DEI ROI
DEI Practitioner Toolbox
Media headlines about the creation and then elimination of corporate diversity, equity, and inclusion (DEI) positions at Big Tech companies have generated plenty of buzz. This kind of coverage can raise doubts about whether companies are committed to DEI in the long term. But these headlines aren’t telling the whole story.
DEI Is Under Attack. Here’s How Companies Can Mitigate the Legal Risks.
Article
Awareness/Foundation Building
Business Case/DEI ROI
DEI Practitioner Toolbox
The authors of this article identify three criteria that make DEI programs most risky and offer solutions to help organizations mitigate legal risk while maintaining the core project of building a more just future.
How CEOs and CHROs can Navigate DEI Backlash
Article
Awareness/Foundation Building
Business Case/DEI ROI
DEI Practitioner Toolbox
While managing DEI opposition can be challenging, CEOs and chief human resources officers (CHROs) can view this as an opportunity to reinforce their leadership roles by creating an inclusive and equitable culture linked to their business strategy.
Companies are pulling back on DEI. What will be lost in the process?
Article
Awareness/Foundation Building
Business Case/DEI ROI
DEI Practitioner Toolbox
Over the past year, corporations have grown more cautious about following through on DEI efforts as businesses cut costs and conservative activists, lawyers and lawmakers seek to purge the concept from workplace life. That caution, along with the Supreme Court’s ruling last year ending affirmative action in college admissions, has created more speculation over how DEI work might change – and what might be lost in the process.
Responding to DEI Push Back Question and Answer
Article
Allies & Champions
Awareness/Foundation Building
Business Case/DEI ROI
DEI Practitioner Toolbox
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.
Understanding the Impact & Power of Micromessaging Virtual Classroom
Training
Understanding Impact & Power of Micromessaging
Virtual Classrooms
Awareness/Foundation Building
Micromessaging
Organizational Culture
Unconscious Bias
The Understanding the Impact and Power of Micromessaging Virtual Classroom is a 90-minute training that explores micromessages, the impact they can have in our workplaces and what we as individuals can do to mitigate the impact of microinequities and contribute to a culture of inclusion.
Addressing Microinequities Tip Sheet
Tip Sheets
Tools
Awareness/Foundation Building
Inclusion
Micromessaging
Organizational Culture
Unconscious Bias
Microinequities are those small, commonplace things we do or say that make people feel less-than, uncomfortable or hurt. Because the impact of each act on its own appears minor, microinequities often go unnoticed by everyone except the target – and therefore can be difficult to address. As the name suggests, microinequities may seem small; but compounded over time, they can have a profound impact on the target’s physical, mental, and emotional well-being. Here are some tips for addressing microinequities.
Understanding the Impact of Micro-aggressions
Article
Awareness/Foundation Building
Micromessaging
Unconscious Bias
As individuals we need to be more aware of how the little things that are said or done on an individual basis impact overall corporate culture and personal well-being. We must stop tolerating microaggressions in our workplaces.
Here you will find sample trivia questions that Women’s ERGs can use as part of their Heritage month offerings and to build awareness across the organization.