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

Facts, figures and ideas for celebrating Women’s History Month

Hispanic Heritage Month

Pride Month

National Disability Employment Awareness Month

Indigenous People’s Heritage Month

Facts, figures and ideas for celebrating Black History Month

Here are some tips to help you grow your ERG member base.

Redesigning your role after maternity leave can lead to career acceleration but it means setting clear goals, forensically analyzing how you spend your time, consciously not doing things that aren’t core to meeting your goals, over-communicating, and then course-correcting when required.

As you’re navigating the choppy waters of a recession, don’t lose sight of your larger goal, which is to find work that aligns with your skills, values, and passions.

Provides great background / foundational knowledge of bias, stereotypes and prejudice and the effects it can have in communities and workplaces.

10 women of color were interviewed in order to understand the challenges they face in the workplace, how they cope with those challenges, and how those coping mechanisms affect their chances of long-term success.

Fixing performance reviews won’t magically change these dismal numbers overnight. But it’s an important step toward building a culture of mutual respect, inclusivity, and psychological safety for all. So how to take that step?

A unique and fascinating data set allowed us to explore the language used to describe individuals in subjective performance evaluations and provides evidence that, as we suspected, language in performance evaluations is applied differently to describe men and women.

The most visible aspect of hiring that influences the makeup of your candidate pool is your job descriptions. In job descriptions, words are your primary tool, and academic research has shown that many common words used in job descriptions have male or female associations.

Organizations have struggled with the concept of middle manager engagement since middle managers became 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 respecting their knowledge and ideas, and capitalizing on their potential. When organizations begin treating their middle managers like leaders, like the life blood of the organization, it will be a whole lot easier to engage them.

Source: Profiles in Diversity Journal

So how do we get more organizations to start walking the talk when it comes to bringing more women into leadership roles? One way is through mentoring. Here are three ways to use mentoring to help elevate your female employees. 

Increasing ethnic, cultural and gender diversity in leadership roles can have big benefits for those involved and your bottom line. 

This article answers some of the most common questions people ask when launching a mentoring program.  

New research shows a direct link between inclusive decision making and better business performance.

If inclusive leadership feels easy, you’re doing it wrong. It takes effort, and because it’s worth it, leaders need to embrace the inevitable discomfort that comes with leading inclusively. 

Why are certain leaders more likely to create an inclusive culture? Fortunately, scientific research provides a great deal of evidence to answer this question, and there are three specific traits that stand out.

Great article that provides an overview of what six companies are doing to support inclusion with links to the more in-depth case studies.   

This article takes a fresh look at the business case for inclusion and what may be holding leaders back.