diversity
My brain is racist. Does that mean I am?
To be human is to be sentient but also capable of change. To change, however, I must first willingly recognize the ways in which my brain has been molded and influenced by my race.
The Sherlock Holmes effect
Three clues worth investigating to solve the mystery of D&I.
Bionic learning: Promising Lazarus drug to revive the overdose of ineffectual D&I
With 6 decades of data, the failure of diversity and inclusion initiatives is perennial.
Video: Overcoming the narrative of racial difference: Why the controversy?
Diversity has become a controversial topic amid today’s political climate. At the same time, many organizations feel that deeper discussions about diversity, race and unconscious bias are due.
Mitigating the effects of implicit bias
By its very nature, implicit bias operates in the subconscious — a challenge to overcome for learning leaders.
Who leads your DEI function, and how do you support them from an organizational perspective?
Evidence suggests a gradual increase in organizational support for initiatives that promote diversity, equity and inclusion, as well as the individuals who run them. What does DEI look like when it's supported organizationally, and through L&D?
Understanding implicit bias and its detriment to organizations
Organizations are starting to realize that bias and stereotypes, especially those that are not at a conscious level, are severely limiting organizational performance and growth. This article is the first in a three-part series on implicit bias.
The critical first step to building strong organizational DEI
You can't make DEI a priority in your organization if you aren't first addressing racism, discrimination and bias.
8 steps white leaders can take to affect change post-diversity training
Here are 8 steps white mid- and senior-level leaders can take in their organizations to lead inclusively and equitably — to start changing the system.
Video: Positioning remote learning for diversity, equity and inclusion
A well-designed learning program can help bring diversity, equity and inclusion to the forefront.
Video: Striving for inclusive diversity
Aisha Ghori Ozaki, Allstate’s manager of inclusive diversity, talks about the company's treatment of inclusive diversity as a core value.
The kids are alright
Rather than focusing on differences that are irrelevant to the company’s mission, focus on the energy and fresh talent that every new generation brings. Channel this toward ways to keep the organization competitive and vibrant while also doing a better job of retaining new talent with meaningful work. Here are 4 strategies for leaders to get the best from their younger workers.
There’s no excuse for lack of diversity in talent sourcing
There are many simple actions organizations can take to help attract more diverse candidates.
To embrace D&I, addressing unconscious bias is only the first step
D&I trainings and workshops are useful tools for businesses hoping to change workplace culture and retain a more diverse workforce, but the remaining question is how to deliver the intended message in a way that resonates with individuals in a sustained and impactful manner.
Diversity and leadership development go hand in hand
Organizations looking at changing and improving leadership development should be including diverse individuals in the process and developing leaders who are consciously inclusive.