With every training program, there is a push and pull between personalization and scalability — if you personalize to individual learners, that is difficult to scale; if you deploy something wide, that is difficult to personalize. For blended workplaces which have different groups of employees working in different environments, the added complexity of deploying these solutions across multiple platforms can be daunting. Take this sporting goods retailer, for example; with 8,000 employees in brick-and-mortar stores around the world and 700 office workers working out of headquarters in the USA ..read more

As the shift in attention towards DEI has changed over the last few years, neurodiversity has become a more common, but still underrecognized, part of DEI programming. Neurodiversity is used to describe the diversity in the ways our brains function. Through neurodiversity, these differences that exist between person-to-person are seen as healthy and typical of the global population. At work, neurodiversity is key to innovation, creative solutions, problem-solving and countless other professional skills. However, workplaces that lack flexibility and accommodations can create barriers for the s ..read more

Legislation governs the way we move and operate in the part of the world where we live. Whether we think about it regularly or not, we are always at least subconsciously referencing these rules as we go about our lives. So when changes to important legislation come into play, they can have resounding effects on our lives as we re-evaluate our rights and the options available to us as individuals. Now more than ever, our personal lives and our work lives are intertwined, so it is critical that managers and leaders recognize the impact legislative changes can have on our wellbeing at work.  ..read more

In 2022, Employee Resource Groups (ERGs) continue to be instrumental in fostering inclusion, equity and belonging in companies across the globe. In this article, we look at ways to drive more impact from the work you and your members are doing in your ERG this year.  P.S. If you’re interested in getting your own ERG off the ground, see our resource on how to start an ERG. If you’re a DEI leader looking to empower your ERG members, we also have a resource for great ways to do this.   1. Track the current interests, feelings, and needs of your members If you’re not already doing ..read more

Technology bridges the gaps between global teams and with the recent shift to remote working practices, it’s only become easier to close the divide. This is driving a growing demand for cultural competence which makes all the difference in working with diverse stakeholders. Cultural competence is the ability to recognize that people have different experiences than you, understand the social, economic, or political reasons why those experiences are different, and use that understanding to effectively empathize or build stronger relationships with people from those backgrounds. While 'culture ..read more

1:1s or 1-on-1 meetings are the perfect time to connect with your direct reports on both a professional and personal level. They’re also the best time to check in with your direct reports on diversity, equity and inclusion. Checking in with your team about DEI can boost empathy, collaboration, belonging and productivity.  Here’s what you can ask your direct reports in your 1:1s to learn more about the state of inclusion within your team - and what you can do to enhance it. How are you doing?/What’s going on? It’s as simple as that. Give your direct reports the chance to talk about what’s ..read more

DEI is at the core of people operations. It impacts your team’s productivity, satisfaction and psychological safety.  DEI reflection exercises are a useful way to step back and re-evaluate your leadership, along with its impact on your people. Engaging in regular reflections as a manager can strengthen your empathy for others, boost problem-solving and make you a better leader overall.  Start with the basics: What does DEI mean to me and my company? What does it mean for my team? What values do I want to keep top-of-mind? From there you can go into deeper thematic areas of leadershi ..read more

Getting real feedback from your direct reports is tough. Engagement surveys, and regular check-ins don’t always directly lead to genuine results that you can apply to enhance your leadership style. The biggest reason for this is the fear of getting in trouble for being honest. In the case of anonymous surveys, employees don’t always believe that they have full anonymity which makes them more likely to hold back. Face-to-face conversations can be equally difficult. While exit interviews can provide some much-needed insight, they are simply too late to serve any use to the employee.  Const ..read more

Ensuring the Psychological safety of your employees is key to excelling as a manager in today’s world. An employee feels psychologically safe when they are able to speak their mind, challenge the norm, ask for help, and make mistakes without the fear of being reprimanded. Teams with strong psychological safety perform better in many ways. They can: Challenge the status quo Take risks Be vulnerable Contribute to innovative solutions And bring their authentic selves to work In 1:1 meetings, you get the opportunity to check in with your employees on a more personal level. Here’s are f ..read more

Intention is key when centering diversity, equity and inclusion in your team. Instead of starting with the intent to “have an activity about DEI,” thoughtful leaders and diversity champions should begin with the end in mind. Set the goal of activities to be both increased interpersonal understanding and increased awareness of invisible things like privilege, not either/or, in order to get the most from your time with the fewest possible side effects. Here are some engaging DEI activities to try that will bring your team together.  Activities for increasing interpersonal understanding and ..read more