Over the past year, corporations have grown more cautious about following through on DEI efforts as businesses cut costs and conservative activists, lawyers and lawmakers seek to purge the concept from workplace life. That caution, along with the Supreme Court’s ruling last year ending affirmative action in college admissions, has created more speculation over how DEI work might change – and what might be lost in the process.

The Understanding the Impact and Power of Micromessaging Virtual Classroom is a 90-minute training that explores micromessages, the impact they can have in our workplaces and what we as individuals can do to mitigate the impact of microinequities and contribute to a culture of inclusion.

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.

As individuals we need to be more aware of how the little things that are said or done on an individual basis impact overall corporate culture and personal well-being. We must stop tolerating microaggressions in our workplaces.

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.

Here you will find sample trivia questions that Veteran ERGs can use as part of their Heritage month offerings and to build awareness across the organization.

Here you will find sample trivia questions that LGBTQIA+ ERGs can use as part of their Heritage month offerings and to build awareness across the organization.

Here you will find sample trivia questions that Indigenous ERGs can use as part of their Heritage month offerings and to build awareness across the organization.

Here you will find sample trivia questions that Hispanic/LatinX ERGs can use as part of their Heritage month offerings and to build awareness across the organization.

Here you will find sample trivia questions that Disability focused ERGs can use as part of their Heritage month offerings and to build awareness across the organization.

Here you will find sample trivia questions that Black/African American ERGs can use as part of their Heritage month offerings and to build awareness across the organization.

Here you will find sample trivia questions that AAPI ERGs can use as part of their Heritage month offerings and to build awareness across the organization.

For our Inclusion Learning Loop quarterly ERG Leader Learning Circle we engaged participants in an End in Mind Innovation exercise. We presented a desired future state (The Dream Outcome) for ERGs and asked participants to think backwards and ask themselves what challenges might get in the way of reaching that dream outcome. Participants worked in small groups to turn those challenges into problem statements and then worked together to brainstorm solutions to each of those problem statements.

This tool outlines a full calendar of events that ERG leaders can use as a guide when planning.

Are you committed to creating a more inclusive and equitable workplace? This guide provides a roadmap for effectively using eLearning as a tool for building DEI awareness, competency and buy-in.

This microlearning and discussion guide explores the concept of bias, why we have it and what we can do to manage the impact of our biases using our STAND model.

This short, interactive microlearning and discussion guide will help participants understand unconscious bias and what they can to do to mitigate the impacts of bias.

We all have bias and although having bias doesn’t make us good or bad, we do have a responsibility to manage the effect of bias on our decisions and actions.

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.

Bias is a very real part of life and every corporate culture and significant research shows a connection between our biases and our actions and decisions. However, we can take some steps to recognize our biases and limit the impact on our decision-making process.

The Leveraging Your ERG presentation and exercise provides a framework to strategically leverage your engagement in an ERG in support of your personal development and career goals.  The goal is to boost ERG engagement by demonstrating the benefits.

This tool is designed for ERG leaders and members.  ERG leaders can deliver this to members as a way to encourage active participation in the ERG.

The role of an ERG leader requires a lot of passion, time and commitment. And most of us aren’t sitting around with lots of spare time on our hands. But all that effort and energy comes with significant ROI.

Connecting with the people you work with doesn’t just make your team stronger — it’s good for you too. Whether you’ve just joined a new organization or you’re managing a remote team, these three tips from collaboration expert Mark T. Rivera can help you strengthen your ties with your co-workers, so that everyone can thrive.

These days, everyone feels pressed for time. Duke University professor Dorie Clark reveals the hidden reasons behind why we’re all so busy, and why we struggle to break out of the cycle of overwhelm. This talk presents a new way to look at the choices we make, and how to create more space in our lives to think.

Joining and actively engaging in a company-sponsored Employee Resource Group can be a great development tool and career enhancer. Most Employee Resource Groups have specific goals in place to provide development opportunities to their members. Here are some tips and strategies you can use in order to make the most of your ERG membership.

Many times we hear from ERG chairs looking for ways to increase engagement of their executive sponsors and best leverage their power and influence in the organization. When asked, we learn that clear expectations have not been communicated with the executive sponsor and they do not realize what their role entails.

There are some basic standards we can adopt that can support a positive, healthy workplace culture. For starters treat your employees and coworkers with kindness and care. Recognize that we all have feelings and lives outside off work that can impact our lives in the workplace. A respectful work environment also acknowledges and values the different talents, skills, and experiences each of us brings to the table.

How we treat each other in our workplaces matter. What are the benefits associated with a respectful workplace and what can you do to help create a culture of respect?

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.

Intersectionality addresses the complexity of being an individual by recognizing that everyone has multiple aspects to our identity. “Intersectional Equity” is a term that was originally coined in 1989 by Kimberlé Williams Crenshaw. The theory behind intersectionality is that we cannot approach DEI with a singular lens because every individual encompasses many components of identity and cannot be reduced to just one-dimensional aspect.