The DEI Sample Scorecard provides a comprehensive list of both quantitative and qualitative metrics you can use to measure the impact of your DEI efforts.

The ERG Sample Scorecard provides a comprehensive list of metrics you can use to measure the impact of your ERG…. This content is for members only.Login Join Now...

Measuring the impact of DEI and progress towards your goals is a critical success factor. Metrics are the best way to solidify focus and commitment, to demonstrate ROI, and to signal when to pivot, where to stay the course, and what to change. Here are some tips for measuring DEI impact in your own organization…....

Metrics matter. It is the best way to solidify focus and commitment, to demonstrate ROI, and to signal when to pivot, where to stay the course, and what to change. But what we measure is just as important as the mere act of measuring in the first place…. This content is for members only.Login Join...

DEI is one of the most effective ways to increase innovative thinking, boost employee engagement, and ultimately drive performance and superior business results. Yet despite compelling data, organizations often struggle with the gap between effort and outcomes and can find it difficult to achieve sustainable change and demonstrate ROI. One key piece of the ROI…...

Calls for authenticity at work ask for passionate people with diverse, fresh perspectives who challenge old ways of thinking. But too often workplace culture fails to support the authenticity of professionals of color and other underrepresented groups, leading instead to backlash and fewer opportunities. Writer Jodi-Ann Burey outlines steps toward exposing privilege and achieving true equity on the job — and implores those in leadership positions to accept responsibility for change.

Supporting authenticity at work requires systemic change at the organizational level. Here are some tips to support authenticity in your organization.

Authenticity has long been the subject of conversations focused on leadership and more recently on the individual contributor. Research suggests that when employees feel like they belong and can bring their true authentic selves to work there are benefits. But simply inviting people to be authentic at work creates unrealistic expectations, putting the burden on the individual to shed their protective mask despite the consequences.

When we feel comfortable bringing our authentic selves to the workplace, we’re more effective at building meaningful relationships, we’re more focused on our work, we’re more successful, we feel better, perform better and are in overall better health. In short, authenticity is better. Furthermore, inclusion happens when and only when everyone feels comfortable being who they are, and everyone is accepted for who they are.

This exercise uses independent work and dialogue to explore the difference between sympathy, empathy, and compassion – and understanding that different situations may call for different reactions or responses.

This short, interactive microlearning explores how important empathy is in a hybrid workplace.

Empathy is the ability to recognize and share other people’s emotions, and to understand their perspectives and what they might be thinking or feeling. Empathy fuels connection and is driven by our ability to accept another person’s perspective without judgment or disregard.

Fostering belonging is challenging in the best of times. The new era of hybrid working has changed how we connect, interact, and socialize as employees. It’s changed how we experience ‘belonging’ but not our need for it.

Over the past decade or so, empathy has gained notoriety as an important leadership competency. It’s important to keep in mind that empathy means something specific and depending on the situation is not always the best response. This article explores the difference between sympathy, empathy, and compassion – and understanding different situations may call for different reactions or responses.

Research shows that most people tend to feel greater empathy for people that are most like themselves and may feel less empathy for those outside their family, community, ethnicity, or race – suggesting that addressing the connections between empathy and inclusion in DEI strategies could lead to more favorable outcomes.

We’ve all heard presentations about the importance of DEI. In this powerful talk, Carin Taylor shares why belonging should be the focus of any DEI strategy and the most important piece of the DEI discussion. She outlines the key ingredients needed to belong and how to create them. Leverage the discussion guide to host a conversation with your team after watching the Ted Talk.

This workbook was designed to help anyone in the organization support inclusion and belonging through bite-sized practical actions.

Any organization is not a mere concept but rather a collection of the people who lead, work, and interact on a daily basis. And belonging happens in an organization when those people feel acceptance, acknowledgement, and connection. While we can and should approach this work from an organizational standpoint, it stands to reason that creating a Culture of Belonging can be achieved one person at a time.

You may have heard the saying made famous by John Maxwell – “people quit people, not companies.” And while there has been debate on the validity of this claim, there is no denying that if we do not feel welcomed, valued, and liked by our coworkers, we are not going to feel good about going to work every day. And an individual’s sense of overall well-being is driven by our need for connection and belonging. So how do we foster a deeper sense of belonging in the workplace?

Belonging can be achieved one person at a time by making an effort to support and connect with others and making sure everybody feels like they’re part of a community at work. Every day is filled with personal interactions that provide excellent opportunities to cultivate a sense of belonging.

Allies play a very important role in creating inclusive workplaces, yet it has become more difficult in the virtual environment. Disconnecting from the physical workplace has posed new challenges and introduced new emotions. Everyone, from leadership down, can play a role in maintaining an inclusive culture – even while online. 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.

Over the last few years, the pattern of divisive issues pushing people apart has only become more prominent. Politics, climate issues, equity, and much more have divided people across a number of lines. Elizabeth Lesser suggests a new strategy for bridging the gap between individuals and groups. Having lunch with those you may disagree with opens the door for productive conversation and growth. Understanding leads to a lack of contempt that breeds change and action.

Stella Young suggests that in our society disabled people are viewed as exceptional and “are congratulated for getting out of bed and remembering our own names in the morning”. She believes that we need to rewire our perceptions and celebrate their accomplishments for what they are, not as impressive because of their disability. Her unique perspective inspires thoughtful reflection on how we treat people with disabilities, and how we can celebrate them more appropriately.

Imagine a workplace where people of all colors and races are able to climb every rung of the corporate ladder — and where the lessons we learn about diversity at work actually transform the things we do, think and say outside the office. How do we get there? In this candid talk, inclusion advocate Janet Stovall shares a three-part action plan for creating workplaces where people feel safe and expected to be their unassimilated, authentic selves.

What do you think when you look at this speaker? Well, think again. (And then again.) In this funny, honest, empathetic talk, Yassmin Abdel-Magied challenges us to look beyond our initial perceptions, and to open doors to new ways of supporting others.

An engaging video and discussion guide that explore steps an individal can take to create a culture of respect.

Respect in the Workplace Virtual Classroom is a two-hour training that is designed to help employees recognize and address inappropriate behavior in the workplace.

The Connecting Diversity to Improved Healthcare Outcomes Training Toolkit is an awareness-building workshop and addresses topics relating to the what, why, and how of diversity in healthcare. While some of the exercises require some diversity and inclusion competency and may result in heated debate, this workshop does not address particularly sensitive or charged topics.

Asian Pacific American Heritage Month

Facts, figures and ideas for celebrating Veteran’s Month