One of the most effective ways to develop yourself and move your career forward is to look for internal career mobility opportunities. Here are some tips and strategies you can use in order to make the most of these opportunities and to ensure you are seriously considered for internal promotion.

As diversity practitioners we are in a constant and never ending search for diversity champions – those in our organization who have the power, the influence and quite frankly the budgets to help drive our vision of inclusion. I might argue that the search is actually not the hard part. Every individual is a diversity champion in the making.

Navigating relationships across difference can pose challenges and requires some cultural knowledge to navigate this terrain. Here are some tips for developing cultural sensitivity in your patient/customer interactions.

In order to find return on recruitment dollars spent, organizations must ensure their D&I strategies include formal initiatives aimed at providing underrepresented employee groups with opportunities to connect with managers and leaders, develop and grow leadership capability and voice opinions and concerns. This article reveals five best practices for creating inclusive work environments that enable the growth, development and success of all talent.

This article highlights some traditional and non-traditional ways organizations can recruit diverse candidates and build its diversity brand.

This business alignment conversation starter is designed to help managers and their teams recognize opportunities to leverage diversity – particularly diversity of thought – to improve business results.

A micro-affirmation is a small acknowledgment of another person’s value. It’s a subtle act of inclusion and kindness and can be just as powerful as a micro-aggression.

This tool provides a framework for you to use in creating your own D&I strategy. Includes some examples as a reference.

Quick tips and how-tos to help you navigate diversity challenges and opportunities

Use this Take Fives as a quick and easy way to infuse conversations about diversity and inclusion into everyday meeting agendas.

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.

The Addressing Hate and Discrimination Against AAPI Guide is a tool for leading a discussion to address the escalating events of hate and violence against Asian Americans and Pacific Islanders (AAPI).

The Addressing Hate and Discrimination Guide is a tool for leading a discussion to address the escalating events of hate and violence that occur in our community and in the media. The goal of the guide is to help foster an environment where employees can express their feelings and concerns, process their emotions and discuss opportunities and solutions for fostering psychological safety in the workplace and more broadly in the world.

Facilitation is the art of leading people through a process in order to collectively reach agreed-upon objectives in a manner that encourages participation, respect, and creativity by all those involved. These tips can help ensure your conversations are effective and productive.

Conversations that allow employees to share their experiences, their views, their concerns, and their ideas can be an important and effective way to not only build awareness but change hearts.  Even small five-minute conversations can expand our thinking and build comradery among team members.

The Courageous Conversations Facilitator Toolkit is a guide to help you lead difficult conversations in order to deepen understanding across difference. This guide provides tools, tips and materials to help you prepare, host and lead a dialogue based on any topic aimed at understanding difference and resolving conflict. Throughout the year we will provide some facilitator’s discussion guides on specific topics.

Using someone’s correct personal pronouns is as important as remembering and using someone’s correct name. If this seems unusual, unimportant or unreasonable to you, then you are most likely coming at this from a place of privilege. Your assumed pronouns are aligned with how you identify and therefore are not a point of stress or concern – ultimately, they are in fact unimportant to you. But for nonbinary, transgender or gender nonconforming individuals, personal gender pronouns are immensely important and can be an enormous source of anxiety.

Out & Equal’s Pronoun Guide provides strategies for inclusion in the workplace.

MyPronouns.org is a practical resource dedicated to the empowering and inclusive use of personal pronouns in the English language. This website will help you understand why and how to use the pronouns someone goes by. In particular, we are focusing on pronouns used to refer to a singular human in the third person.

Language surrounding identity is constantly evolving. And while using non-binary pronouns might at first be challenging, using someone’s personal gender pronoun is as important as using their correct name. It takes awareness, understanding and practice. Here are some tips for getting it right.

Why is it so important for us to know someone else’s gender? We live in a gendered world, but for Audrey, gender is fluid at best, an uncomfortable construct for most of us. Is there a way to be less reliant on gender in our interactions with people?  Use this Ted Talk and Discussion Guide to host a conversation with your team.

The Addressing Anti-LGBTQ+ Legislation is a tool for leading a discussion to address the number of bills / legislation that is / will negatively affect the LGBTQ+ community. The goal is to provide a forum where employees can process their emotions, discuss their feelings and strategize actions and solutions.

Extensive research demonstrates that most employees cover to some degree at work and that covering
has a negative impact at both the individual and organizational level. By promoting psychological safety,
we can create a workplace where employees are more comfortable bringing their whole selves to work,
are happier, more fulfilled and engaged and are more committed to organizational outcomes.

To create an environment where employees truly feel safe being themselves, expressing themselves and challenging one another requires undoing a lifetime of learned behavior.

Over the course of May through July 2021, VisionSpring conducted over 30 interviews with DEI practitioners to determine what are their biggest roadblocks to achieving their DEI goals.  The market research report includes our key findings, themes, stats & facts and our recommendations.

This Exploring Microaggressions Conversation Starter is designed to deepen our understanding of how our actions and decisions effect colleagues on an individual level and impact overall organizational culture…. This content is for members only.Login Join Now...

Developing a new ERG may seem like a daunting task, but once a plan of action, with specific tasks, expectations and timelines is created, the process will be more manageable. This document provides a step-by step guided process for launching an ERG

A more equal world starts with you. Citing a formative moment from her own life, equity advocate Nita Mosby Tyler highlights why showing up and fighting for others who face injustices beyond your own lived experience leads to a fairer, more just future for all.