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.

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.