-
Four Advantages of a Multigenerational Workforce
A multigenerational workforce is one where the employee population comprises people from various age groups. We currently have at least five different generations active in the workplace: the Silent Generation, Boomers, Gen X, Millennials, and Gen Z. Gen Alpha, the generation following Gen Z, is just entering the teenage years but will soon be entering into the workforce. In the past, we’ve written about how to support a multigenerational workplace. Now let’s review why it can be a crucial advantage.
-
Strategies for Overcoming Resistance to DEI Efforts
One of the biggest challenges in implementing diversity, equity, and inclusion (DEI) initiatives you’ll likely encounter is resistance to change. Here’s a practical guide to help you navigate it and keep your DEI boat moving forward: Listen to understand the “Why” Resistance rarely starts with disliking the concept of DEI itself. More often, it stems from concerns and anxieties. These could include: Instead of dismissing these concerns, actively listen and seek to understand the “why” behind them. Addressing these anxieties with empathy and understanding is the first step towards building trust and overcoming resistance.
-
The Power of Investing in Women’s ERGs
Women’s Employee Resource Groups (ERGs) can be powerful spaces within organizations that promote inclusion, support, and career advancement. When done well, ERGs can also be instrumental in creating a workplace where women feel psychologically safe, a key factor in their well-being, engagement, and success. A psychologically safe workplace is where employees feel comfortable speaking up, sharing ideas, and admitting mistakes without fear of judgment, reprisal, or negative consequences. For women, this means feeling safe to voice concerns about microaggressions, unequal opportunities, or workplace biases. ERGs promote psychological safety by: The benefits extend beyond individual women.
-
Five Leadership Styles for Inclusive Leaders
Inclusive leadership isn’t limited to one specific method or leadership style. Rather, we follow the Center for Creative Leadership by defining inclusive leaders as “individuals who are aware of their own biases and actively seek out and consider different perspectives to inform their decision-making and collaborate more effectively with others.” This approach allows for a wide variety of leadership styles that can all be considered ‘inclusive.’ While the core principles of inclusivity remain constant – valuing individuals, encouraging diverse perspectives, cultivating a culture of equity and belonging, and promoting contribution – the “how” unfolds in many ways.
-
What Does It Mean to Lead DEI Conversations at Work?
So you’ve just joined your company’s DEI committee or signed up to lead an employee resource group (ERG), and though you’re excited to start doing the work to advance DEI at your workplace, you may be experiencing a bit of trepidation. How do I participate in hard conversations about race and equity? What do I even know about inclusion and how to foster belonging? What do I say when someone reports experiencing a microaggression? First things first, friend, BREATHE. All of these are natural questions that arise when people engage with DEI initiatives that require them to have potentially challenging…
-
Navigating DEI Backlash in 2024
One of the hot topics this year so far is the current DEI (diversity, equity, and inclusion) backlash. DEI has been blamed as being the driving force behind everything from military deaths to plane safety incidents. The majority of Americans see the value of diversity, but it’s undeniable that we’re seeing a pullback on corporate efforts in the DEI space after such a strong focus for the first few years after George Floyd’s murder. This is partly due to DEI fatigue.
-
How to Check if Your Organization’s DEI Initiatives Are Making an Impact or Simply Performative
As workplace diversity, equity, and inclusion (DEI) efforts and initiatives have risen in visibility over the past few years, companies have started to realize that not all DEI initiatives have an impact. Unfortunately, some efforts end up being more surface-level, as opposed to initiatives that are engaged with creating and fostering real change. The critical question for many organizations and employees is: are our DEI efforts making a genuine difference, or are they merely performative gestures? Let’s start by defining what performative DEI looks like.
-
Expanding on the Importance and Current Climate Surrounding Black History Month
As a diversity, equity, and inclusion (DEI) consultancy, we’re frequently approached with questions on how to discuss racism or celebrate Black History in the workplace. While we’ve offered several insights in the past, we’re taking a more personal approach. This Q&A format features the perspectives of two of our team members, Fatima Dainkeh, Director of Training, and Rachel Sadler, Senior DEI Facilitator. As Black women in the DEI space, Dainkeh and Sadler share their insights on Black History Month, strategies to foster inclusion for Black employees, navigating challenges, and offering actionable steps for organizations. 1.
-
Three Key Strategies for Creating an Inclusive Culture
Inclusive workplaces attract top talent and enhance innovation, employee satisfaction, and overall organizational success. However, inclusive culture is a nebulous concept for many and can be challenging to understand, define, and foster. In short, we know it when we see it (and especially when we don’t!), but we don’t always know how to get to where we want to be. Let’s review three ways that we can approach creating and sustaining an inclusive culture. 1.
-
How Managers Can Embrace the Platinum Rule
For centuries, the Golden Rule – “Treat others as you want to be treated” – has served as a cornerstone of ethical conduct. Management often translates this into a one-size-fits-all approach: providing feedback as you’d like to receive it, delegating tasks based on your preferred working style, and offering rewards aligned with your own motivations. However, in today’s workplaces, clinging to this universal principle might miss the mark.
-
Creating a More Supportive Environment for Black Professionals
Author’s Note: Drawing from my experiences as a Black professional, I aim to blend personal insights, professional knowledge, and relevant data in this discussion. Rather than offering an exhaustive list or attempting to represent the views of all Black employees, my focus is on presenting potential solutions and suggestions. While conversations about racism and anti-racism have gained momentum in recent years, the detrimental effects of racism still endure for Black individuals, both within the workplace and across our broader society.
-
Making Hybrid Workplaces Work for Everyone
As the push to return to the office continues, many employers are embracing hybrid work schedules as they try to meet the diverse needs of their employees. While some may perform better working from home, others may need to be in a physical office space to be more productive. While scheduling and location are usually top of mind when considering hybrid options, one aspect often overlooked in the discussion about hybrid workplaces is the role of social interactions. While remote work offers flexibility and autonomy, it also poses the risk of isolation and disconnection.