The cheat sheet provides a framework that guides how to navigate conflict effectively through each of the three layers of a difficult conversation: The visible layer, the emotional layer, the core-values layer.

Storytelling is both an art and a practice. The most powerful stories are simple, personal, emotional and true. Below are practical tips to help ERG leaders craft and share stories that inspire, connect, and create understanding.

The Meaningful Coaching Conversations Field Guide is designed to help managers have more meaningful, growth oriented conversations without adding a lot of extra meetings or paperwork. It’s a quick, practical reference to make everyday interactions more intentional, supportive, and action-oriented.

To succeed in your role as coach, an effective people manager needs a combination of strong communication, interpersonal, and leadership skills. Here are some tips to help you empower your employees to pursue and achieve their goals.

The Reputation Integrity Script is designed to help leaders pause, reflect, and craft their response when navigating uncertainty, pressure, or competing demands. Take a few minutes to reflect on an upcoming interaction or recent moment of uncertainty where you feel/felt caught in the Reputation Gap. Then use the reputation integrity script to craft your response.

The Purpose Compass is a tool that can help you reflect on how you want to show up and how you can lead with more intention. Think of the Purpose Compass as a practical guide for navigating leadership challenges. Like a compass in a storm, it doesn’t give you step-by-step instructions but can help make sure you are headed in the right direction.

Purpose-driven leadership is a mindset and a set of practices that you can cultivate at any stage of your career. It’s about creating meaning and stability for your teams.  It’s about discovering what drives you, developing habits that reflect your values, and positioning yourself to lead with impact. It’s about leading from a deep sense of meaning, values, and long-term impact.  This workbook will guide you through an easy-to-use process of self-reflection, commitment and action.

This tool can be used by teams to reflect on where they are strong and where they need to improve.  Complete the assessment and then use the discuss questions to craft a plan moving forward.

Our B-R-I-D-G-E-S model is a simple, practical framework to guide teams in turning differences into opportunities rather than obstacles.

The Leadership Effectiveness Touchpoints are a curated series of brief, actionable tips designed to help leaders and people managers embed a people-first approach into their daily behaviors and team interactions. Delivered in bite-sized moments, each Touchpoint offers a simple, practical way to practice purpose-driven leadership — one conversation, decision, or action at a time.

Tips for pursuing self-awareness and deepening awareness of how your words and actions impact those around you.

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.

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.

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.

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.

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

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.

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.

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 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.

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.

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.

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.

The ERG Executive Sponsor Roadmap provides a framework for executives to evaluate and prepare for the role of Executive Sponsor.

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.

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.

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.