Trust is the foundation for everything we do. But what do we do when it’s broken? In an eye-opening talk, Harvard Business School professor Frances Frei gives a crash course in trust: how to build it, maintain it and rebuild it.

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.

In this short video working parents talk about the challenges they face balancing work and parenting. Watch this video as a group and use the discussion prompts to explore reactions to the video and advance the dialogue – work-life is not just a working parent’s issue.

Better understand military veterans including the military experience, transition into civilian life and leadership lessons learned along the way.

Sample questions you can use to prepare short success stories that profile employees at your organization and share key success factors and lessons learned.

Many organizations are placing increased emphasis on including military veterans in their diversity and inclusion strategy. Here are some ideas you can adopt or adapt at your own organization.

This article explores how HR leaders and practitioners have the opportunity to champion and lead D&I efforts with inclusion-forward policies and procedures, by spearheading skill and competency development across the organization, and most importantly by leading through example.

Diversity and inclusion can be linked to organizational performance in 3 key areas workforce, workplace and marketplace and Human Resources has strategic responsibility for both the workforce and workplace pillars.

The Hiring Decisions Exercise is a 30-minute experiential activity designed to help participants recognize the existence of personal assumptions and unconscious biases and the impact on behavior and decisions.

Allies play a very important role in creating inclusive work environments. Allies can help amplify the message, break down barriers and secure support of the masses. So, when you’re ready to step into the role of ally, here are some things you can do to ready yourself and increase your effectiveness.

There are many ways to respond to the behaviors and actions we witness in our workplaces and our communities that range from supporting oppression to driving inclusion. Most of us would agree that it is far more appealing to support inclusion over oppression. Deciding to get involved and how we get involved is just that – a decision. Often what holds us back is fear and uncertainty. Here you’ll find several practical ways you can step up and get involved.

More and more clients are asking us for training and resources that addresses the Bystander Conundrum, recognizing that there is an opportunity for employees to be part of the solution rather than part of the problem. Most of us believe that when something bad is happening, it’s our responsibility to step in and that it’s better to serve as an ally than a bystander. We’d like to think that if we were witness to non-inclusive, inappropriate and in some cases even discriminatory behavior we’d step in and help. But the reality is that the majority of us don’t.

Allies can work to mitigate bias, eliminate prejudice and fight inequality in our workplace and societies. In addition, allies can help create an environment where everyone feels welcome, supported and can contribute their best work. Allies are also key to an organization’s ability to create a truly inclusive workplace. So what role can allies play in supporting your organization’s diversity and inclusion strategy?

The business case is easier to make in a consumer direct market but, certainly there is a strong case in the business-to-business market as well. We want to take a look at the business case in a sales organization from 3 different perspectives: Workforce, Workplace, and Marketplace.

Sales is the lifeblood of any organization. And our ability to generate sales is as dependent on our ability to build relationships with our clients as it is about the quality of the services and products we provide. The importance of cultural competence has never been more paramount than it is today.

The Making it Count for Sales: The What, Why, and How of Diversity & Inclusion is a 75-90 minute training that can be leveraged by D&I practitioners as part of their training offerings. The training is designed to help sales teams recognize and understand how they can best support the diversity and inclusion strategy.

A well-known and pervasive reality for ERG leaders is that they generally do not lead from a position of direct authority but rather indirectly through influence. So while the ERG leader is responsible for the performance of the ERG and delivering results, he or she has no real power or direct authority for getting things done.

The role of an ERG leader requires skill and competency in many areas. Most ERG leaders step into these roles with very little training or experience in some of these areas – yet surprisingly rise to the occasion. While some of the people skills require experience and practice, there are some guidelines that can help you manage any project.

The Project Planning Template is a tool to help you manage your project from design to execution.

An index by subject to various diversity and inclusion related organizations and resources. go to resources and links >

Leaders and managers can play a critical role in creating inclusive work cultures. Below you will find a few tips for helping you be a positive driver of change.  

Individual exercise exploring the concept of gender equity and what you can do to reverse the impact of bias.

A discussion guide for leading a Hidden Figures movie screening and follow up conversation.

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.

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

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?

Here are some tips to help you engage your ERG Members.

ERGs are just like any other team and ERG leaders can benefit from applying the concepts of Tuckman’s Team Development Model and the four-stages teams will experience on their way to high-performance: Forming, Storming, Norming and Performing.

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.

Your leadership style throughout your career often defines you. As we explore the concept of leading others inclusively, I would argue that defining your leadership style is the most important leadership success factor. Who do you want to be and how do you want to lead? Read more below…