Our lives, our cultures, are composed of many overlapping stories. Novelist Chimamanda Adichie tells the story of how she found her authentic cultural voice — and warns that if we hear only a single story about another person or country, we risk a critical misunderstanding.

For the first time ever, we have five generations in the workplace at the same time, says entrepreneur Chip Conley. What would happen if we got intentional about how we all work together? In this accessible talk, Conley shows how age diversity makes companies stronger and calls for different generations to mentor each other at work, with wisdom flowing from old to young and young to old alike.

Looking to get ahead in your career? Start by being respectful to your coworkers, says leadership researcher Christine Porath. In this science-backed talk, she shares surprising insights about the costs of rudeness and shows how little acts of respect can boost your professional success — and your company’s bottom line.

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.

Justin Baldoni wants to start a dialogue with men about redefining masculinity — to figure out ways to be not just good men but good humans. In a warm, personal talk, he shares his effort to reconcile who he is with who the world tells him a man should be.

This article challenges the concept of safe spaces, particularly when discussing issues relating to diversity and social justice, and argues that the focus needs to shift from ensuring a concept of safety to bravery.

Corporate America can have a big impact in creating workplaces that more equitably distribute power, opportunity, and the ability to earn income. While It is unrealistic to expect every employee to lead a movement, every single one of us can play a significant role in the pursuit of equity. The key is finding the role that’s right for you. Here are some roles to consider.

When someone says or does something offensive or hurtful, we can either give that person feedback or stay quiet. While it’s impossible to completely control the situation, the way we deliver the message can mitigate some of the risk and lead to productive outcomes. Here you’ll find tips about how you can provide feedback in a way that is respectful and can be heard.

It’s seems increasingly difficult to navigate social norms these days. We may find ourselves in a situation where we said or did something that unintentionally hurt or offended someone.  Here are some tips for respectfully responding to feedback that your words or actions were hurtful or offensive.

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.

Speaking up is hard to do, even when you know you should. Learn how to assert yourself, navigate tricky social situations and expand your personal power with sage guidance from social psychologist Adam Galinsky.

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.

This tool is a Diversity Council charter template to assist in the creation of your own council charter and strategy.

Like any strategy, the success of your diversity and inclusion strategy is dependent on setting the right goals.  Listen to this talk with your diversity and inclusion team and use the facilitated discussion and action planning worksheet to apply these concepts to your own goal-setting process.

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.

We often find ourselves stuck in narrow social circles with similar people. What habits confine us, and how can we break them? Organizational psychologist Tanya Menon considers how we can be more intentional about expanding our social universes — and how it can lead to new ideas and opportunities

The mere idea of self-promotion can be extremely uncomfortable for most people.  This exercise uses the art of storytelling – specifically telling someone else’s story – as a way to practice the art of personal promotion, view your success through another person’s eyes and utilize that story to craft a more powerful version of your own story.

ERGs often provide their members access to leadership through strategic networking events and activities. This guide provides a series of tips and conversation starters that helps your members properly prepare for a meeting with leadership.

The member engagement survey is a tool for ERG leaders to assess the needs of its member base in order to provide highly targeted and effective development opportunities, engage ERG members and enhance communication and outreach.

By making employee development a primary focus of your ERG, you can play a key role in cultivating the organization’s most valuable asset – it’s people. Here are five ways and five reasons why your ERG can and should support organizational goals through employee development.

The Making it Count for Sales Conversation Starter is a series of discussion prompts designed to help managers and their teams recognize opportunities to leverage diversity to improve client / customer relationships and business results.

The Customer Connections Worksheet is a tool designed to help individuals explore model behaviors in order to plan for an inclusive and productive client business interaction.

There are several types of biases that frequently show-up in our workplaces and can negatively impact progress made toward diversity and inclusion related goals and objectives. Learn more about them in this article.

The STAND Framework is a tool you can use to manage bias by rethinking and reevaluating your first impressions. It is a process you can refer to help guide your decision-making process

The We Choose You: Exploring Organizational Norms and Biases Exercise is a 30-minute experiential activity designed to help participants recognize the existence of organizational norms and biases that may be limiting the opportunity and success of marginalized employees.

The Intent versus Impact Exercise is an interactive exercise designed to help participants explore the unintended impact of their words, actions and decisions.

Organizations have struggled with the concept of middle manager engagement since middle managers were part of the picture. And this phenomenon is not reserved for Diversity and Inclusion practitioners alone. Too often organizations forget the simple things when it comes to middle managers like […]

Celeste Headlee has worked as a radio host for decades, and she knows the ingredients of a great conversation. Participants will listen to her Ted Talk and engage in interactive discussion and practice exercises to advance the concepts shared in her talk.

In this short video a group of hiring managers discuss the concept of cultural fit and how focusing on criteria when assessing candidates enables them to mitigate the impact of bias on their hiring decisions. The discussion guide can be used to further explore the concepts and practice applying them to real workplace situations.

A native of Turkey, Elif Shafak has experienced firsthand the devastation that a loss of diversity can bring — and she knows the revolutionary power of plurality in response to authoritarianism. In this passionate, personal talk, she reminds us that there are no binaries, in politics, emotions and our identities.