In the final post of our series on building an anti-racist workplace, we discuss the importance of intentional leadership and cross-organizational commitment to root out harassment and discrimination in the workplace.
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As you reimagine workspaces, gatherings, benefits programs, and prevention wellness be sure to include physical safety and mental health among your priorities.
The benefits of onboarding practices, or an intentional re-onboarding, may extend to supporting your current team members as they return to work.
Leaders need to communicate effectively and transparently in order to build an anti-racist workplace culture.
Despite high levels of awareness, companies continue to report that they do not feel their DEI training efforts are achieving the desired outcomes.
In the first blog in our ongoing series, I posed the question of whether our culture encourage leaders to “be right” or “be effective” as they seek out...
“Our country is in trouble and the basic reason is race” These were the words of San Antonio Spurs basketball coach Gregg Popovich when asked about the...
Does unconscious bias training work? Yes, but only if it is part of ongoing, strategic initiatives to reduce unconscious bias in the workplace.
Employees returning to the workplace face challenges beyond normal health and safety issues. Does your return to work plan consider these risks of reopening?
Move the dial on harassment and discrimination in your workplace. Start by influencing the discussion and behavior around culture and how people feel.