This tool is designed to help you assess the effectiveness of your DEI leadership capability.  Upon completion, you can assess your results using the self-scoring guidelines.

This tool provides a framework for you to use in creating your own D&I strategy. Includes some examples as a reference.

Over the course of May through July 2021, VisionSpring conducted over 30 interviews with DEI practitioners to determine what are their biggest roadblocks to achieving their DEI goals.  The market research report includes our key findings, themes, stats & facts and our recommendations.

The Courageous Conversations Facilitator Toolkit is a guide to help you lead difficult conversations in order to deepen understanding across difference. This guide provides tools, tips and materials to help you prepare, host and lead a dialogue based on any topic aimed at understanding difference and resolving conflict. Throughout the year we will provide some facilitator’s discussion guides on specific topics.

Conversations that allow employees to share their experiences, their views, their concerns, and their ideas can be an important and effective way to not only build awareness but change hearts.  Even small five-minute conversations can expand our thinking and build comradery among team members.

Facilitation is the art of leading people through a process in order to collectively reach agreed-upon objectives in a manner that encourages participation, respect, and creativity by all those involved. These tips can help ensure your conversations are effective and productive.

The Addressing Hate and Discrimination Guide is a tool for leading a discussion to address the escalating events of hate and violence that occur in our community and in the media. The goal of the guide is to help foster an environment where employees can express their feelings and concerns, process their emotions and discuss opportunities and solutions for fostering psychological safety in the workplace and more broadly in the world.

The Addressing Hate and Discrimination Against AAPI Guide is a tool for leading a discussion to address the escalating events of hate and violence against Asian Americans and Pacific Islanders (AAPI).

With the constant barrage of news feeds, tweets and blog posts it’s almost impossible to keep discussions regarding charged topics such as politics, religion, race, immigration, gun control and women’s rights from permeating our workplaces. It can be tricky to navigate topics like these at work. But, with some basic ground rules, these discussions can be enlightening—no matter which side of the issue you’re on.

This eBook from River will describe questions you should ask yourself about starting a mentoring program, factors you will need to consider, and examples of how this can work in the real world.

Creating your diversity and inclusion strategy requires considerable time and thought and resources. Here you’ll find some tips for getting started and setting yourself up for success early on in the process.

There are many factors and components that contribute to a successful Diversity and Inclusion Strategy.  Those success factors will be different for every organization and there is certainly no silver bullet. That being said, there are three things we believe all DEI strategies must have in order to be effective and successful.

A shift from creating safe spaces to creating brave spaces may be a more productive approach for addressing challenges and opportunities associated with diversity, inclusion and equity. Here are some steps you can take to create brave spaces.

We focus so much on diversity and inclusion, combatting disparity and inequity, changing policies and procedures, that we totally missed the point. Maybe we need to make it more acceptable to talk about our feelings. To express our fears and our beliefs no matter how contrary or hateful they may appear to others. Even while I write this I shudder at the thought – honestly some of those feelings are better left unsaid. But really, are they?

Let’s start our diversity and inclusion strategy with the end in mind. Here are some questions to get you started.

The End in Mind Exercise is a quick 20-minute ideation activity to help participants create a plan or solution by starting with the end in mind and working backwards.

As a passion-driven group of leaders, DEI practitioners continue to push boundaries, strive for change and positively impact our work environments despite all challenges. To be truly successful in their work D&I leaders must stretch budgets, leverage every possible resource available to them and seek champions in all places.

This assessment form provides a set of criteria to evaluate current and potential membership organizations.

Organizations have been sharing best practices for decades. While all organizations approach Diversity and Inclusion differently, there are a few key tools and approaches that are consistently linked to success.

October is nationally recognized as Diversity Month. Some may ask why we need a month dedicated to diversity at all, while others may argue that diversity should be a priority all year long. While I am in the camp with those who believe diversity should be celebrated each and every month, I have to endorse an entire month dedicated to diversity for several reasons.

Heritage month celebrations provide an opportunity to step away from the “business” of diversity and truly celebrate the beauty and excitement that emerges when we learn and embrace new cultures. Heritage month celebrations allow us to experience the best of other cultures. To deepen our understanding of how and why people pray, eat, relate and think.

Heritage monthcelebrations provide an opportunity to step away from the “business” of diversity and truly celebrate the beauty and excitement that emerges when we learn and embrace new cultures. Heritage month celebrations allow us to experience the best of other cultures. To deepen our understanding of how and why people pray, eat, relate and think.