This report, produced in partnership with Burning Glass Technologies and the National Fund for Workforce Solutions, provides a comprehensive analysis of long-standing racial gaps in labor market outcomes, the economic impacts of Covid-19, and the racial equity implications of automation

McKinsey and Company’s report explores Black workers in the private sector in three parts: first, their participation in the entire US private-sector economy; second, their representation, advancement, and experience in companies; and third, a path forward that includes the key challenges to address, actions companies can take to accelerate progress on DEI.

As difficult as it seems, racism in the workplace can be effectively addressed. Because organizations afford leaders a high level of control over norms and policies, they are ideal sites for promoting racial equity.

Your people are your company. They want to feel that their managers genuinely care and are committed to supporting their professional advancement and even their personal growth. The article highlights 5 ways to improve employee development, which could help inform your ERGs member development plan.  

4 leaders make a compelling case for diversity.

Diverse teams can produce better results for your company. Here’s how to incorporate diversity—and individuality—to create a more innovative business.

Source: Inc.com

Workplace bullying can be found in many different situations and has become a more common topic of discussion, with estimates suggesting that somewhere between 25 and 50% of the workforce has been subject to some form of bullying in the workplace. Workplace bullying can take many forms, is generally intentional, and costing organizations millions. This article explores the impact of workforce bullying.

Diversity misconceptions are not necessarily born out of malice or prejudice but rather ignorance or misinformation. This article offers ten powerful questions for addressing someone’s diversity misconceptions.

Source: Diversity Officer Magazine

Successfully creating a diverse organization requires census-building, collaborative effort,and  financial and time commitment. ExecSearches looks at midterm strategies that successful companies have used to achieve their goals.

Source: ExecSearches

Are diversity awards a help or a hindrance to true diversity and inclusion success?

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.

Sorting out hybrid work arrangements will require managers to rethink and expand one of strongest proven predictors of team effectiveness: psychological safety. When it comes to psychological safety, managers have traditionally focused on enabling candor and dissent with respect to work content. The problem is, as the boundary between work and life becomes increasingly blurry, managers must make staffing, scheduling, and coordination decisions that take into account employees’ personal circumstances — a categorically different domain.

Social justice issues are now more pervasive than ever before in the workplace. Today’s leaders should aim to tackle social justice issues in a way that moves their culture forward while helping retain key talent. Here are five things that leaders can do today.

This 2 hour virtual training is designed to help employees at all levels recognize their individual positions of privilege and how they can leverage that privilege on behalf of others and in efforts aimed at creating more fair and equitable workplaces.

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.

The Recognizing and Managing Unconscious Bias training focuses on raising awareness of unconscious bias and the steps individuals can take to prevent biased attitudes and behaviors from interfering with workplace decisions and interactions.

The Inclusive Leadership Training has been updated with new content and new interactive activities better aligned with today;s DEI challenges and opportunities. This is a full-day training but is designed so you can easily customize and pull content to adjust the length of the training

The Connecting Diversity to Middle Manager Priorities Training is designed as a half-day workshop to help middle managers make connections between diversity and inclusion and achieve overall business goals as well as individual goals.

The Overrcoming Biastraining is designed as a 2-hour workshop to help individuals recognize situations where bias may have impacted their career progress. Additionally, the conversations and exercises built into the agenda will help participants mitigate and deal with bias in a productive way. As a subset, the tool will also help participants recognize and manage bias within themselves.

The Making it Count for Sales: The What, Why, and How of Diversity & Inclusion is a 75-90 minute training designed to help sales teams recognize and understand how they can best support the diversity and inclusion strategy.

The Making it Count for People Managers: The What, Why, and How of Diversity & Inclusion is a 75-90 minute training designed to help people managers recognize and understand how they can best support the diversity and inclusion strategy

The Making it Count for HR: The What, Why, and How of Diversity & Inclusion is a two-hour training designed to help Human Resources recognize and understand how they can best support the diversity and inclusion strategy.

The Making it Count for ERG Leaders is a two-hour training designed to help ERG leaders recognize and understand how they are uniquely positioned to support the diversity and inclusion strategy.

The Bystander Conundrum: How to Be an Effective Ally is a two-hour training designed to help employees across the organization recognize and understand how they can further diversity and inclusion as an ally.

This 2-hour virtual classroom is designed to deepen awareness and understanding and to help individuals recognize and manage bias within themselves and others.

Respect in the Workplace Virtual Classroom is a 90-minute training that will help participants more fully understand the dynamics and characteristics of a respectful workplace and the steps each of us can take to ensure all individuals are treated with dignity and respect.

Inclusion & Identity: Building Awareness and Understanding Virtual Classroom is a 90-minute experience that will help participants more fully understand concepts associated with diversity and inclusion and explore the intersectionality of identity, privilege, and equity.

This 2-hour virtual classroom introduces participants to the concept of belonging and explores not only the importance of belonging but shares specific steps everyone can take to create belonging in your own organizations.

This 5-minute microlearning explores the difference between equity and equality and why we need to address equity in our workplaces to achieve inclusion. Consider using the below facilitator guide to host a dialogue session after watching the video.

This short microlearning helps learners understand what psychological safety means, why it matters and how to promote it in the workplace. Consider using the below facilitator guide to host a dialogue session after watching the video.