Creating an inclusive company culture is essential to the overall success of a company in the modern-day workforce. Through mindfulness and simple changes in leadership principles, you can make the shift to a more inclusive organization. What makes an inclusive organization and how can talent management affect its success? Effective talent management is defined and…
Six Specific Things You Can Do to Keep It Going There have been multiple Racial Equity and Social Justice challenges over the past couple of months. Many have been initiated by organizations. Some very powerful ones have been initiated by Dr. Eddie Moore, Jr. and the American Bar Association. Several of my clients have created…
There is a strong focus on learning how we can be more inclusive. Hundreds of articles and many challenges for digging in to gain an understanding on how to be more equitable have been published. And yet, there is still a statement I hear: “Tell us what to do.” This is a statement I heard…
The most recent events have shifted the focus. We must leave “business as usual” behind as it relates to changing the status quo in organizations. This must be a turning point in what companies do to create racial justice and truly inclusive environments. It is time for change! All too often, Diversity, Equity and Inclusion…
This is a call to action. The time is now to identify, transform and move from racism to anti-racism. I am grateful to my friend, Lisa Culhane, with whom I was discussing racism while in the midst of drafting this blog. She gave me the image of a ladder. A ladder of levels of racism.…
I usually do not like to use metaphors that bring to my mind any type of violence. Today, I am going to shift that habit because I find the idea of using the legend of the Gordian Knot intriguing as it relates to building an inclusive environment. It is often used as a metaphor for…
I recently listened to much of the Tory Burch Foundation’s Embrace Ambition Summit. It was a fabulous, well planned and interesting day of stories, tips and experiences to encourage and empower women and the men who are committed to step up, support and help empower them. For some, it is easy to embrace the ambition…
For a long time, the discussion of bias was somewhat taboo and I had clients who preferred not to include this discussion in my diversity and inclusion programs. It was okay if I mentioned bias, but that was sufficient and a deeper discussion or presentation was not to be on the agenda at that time.
Diversity is everywhere, and encompasses far more than what we typically think it does. Most often, we restrict diversity to race, gender, sexual orientation or religion, for example. But diversity also includes geographic and socio-economic backgrounds, education, personality, learning styles, communication styles and much, much more. Within an organization, too, there are additional layers of diversity,…
When we view the world and others through “dualistic” lenses, we may likely block inclusion efforts. It is not uncommon to automatically view options as either/or, good/bad, right/wrong, us/them, you/me, rather than a broad spectrum of choices. When we go into that mode it can result in a win/lose scenario rather than an opportunity for…