Diversity & Inclusion

Overcoming the impact of blind spots in learning and development work will be no small feat. It requires a long-term, ongoing commitment that takes a systemic view.

L&D executives can help navigate social justice issues at work and be the catalysts for positive change.

Executed well, learning content can help organizations develop the knowledge and tools to build a better workplace for everyone, from uplifting voices within systemically silenced groups to leveling the playing field for job opportunities.

LGBTQ rights have evolved significantly in the past 30 years, but many STEM companies, IT departments and academic environments are still mired in a culture shaped by bias and exclusion. It’s not easy to rebuild company culture, but leaders who prioritize inclusion will reap the financial and strategic rewards inclusivity can bring.

Getting DEI right will require a top-down, sustained and quantified approach to successfully institute the organization-wide changes that are needed to get the most out of the increasingly diverse American workforce. The effective implementation of these three key practices is crucial for any organization operating in the 21st century.

As the role of CDOs evolves, collaborating with CLOs provides a greater opportunity to develop a more diverse and inclusive workforce.

In the rush to implement DEI into corporate culture, there are a bunch of questions I don't often hear anyone ask. And yet, because DEI can represent a fundamental sea-change in corporate culture, in the way we are expected to work, act and comport ourselves, and, indeed, in the way we should even think, difficult questions and conversations are more important than ever.

Now is the time to look long and hard at your learning strategy to ensure its approaches, practices and solutions are providing all employees with a safe, comfortable and dignified learning experience. Here are six ways you can build inclusion into the core of your learning strategies.

There are many strategies to successfully reduce bias when making internal talent career and development decisions.

Hiring and providing training and support to immigrants will not only help boost the career prospects of millions of workers, but will help create a workforce that better reflects the communities that companies and organizations aim to serve. In the aftermath of the COVID-19 pandemic and a national reckoning with structural racism, this is the path to a stronger and more inclusive workforce that leaves nobody behind.

Build the capabilities that will make your organization resilient and inclusive by challenging the structures, systems and processes that carry bad assumptions forward.

Helping women pinpoint and monetize the value of their contributions is crucial, especially as women are leaving the workforce at an alarming rate.

Five DEI learning leaders were asked how they thought 2020 went overall. Here’s what they had to say.

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.

Black Lives Matter marches, #MeToo conversations and the volatile recent election are triggering difficult conversations in the workplace about what companies stand for — and whether leaders are demonstrating the values they purport to hold true. Here’s how five companies have transformed employee engagement by tying leadership to organizational values.