With an increased focus on the importance and benefits of workplace diversity, organizations are experimenting to attempt to figure out the “secret sauce” to truly achieving a diverse and inclusive workforce. However, all too often, companies only tackle either...

You have been tasked with leading Diversity and Inclusion efforts with a caveat, zero budget. We get countless emails from people like you and know that you are restless because you have a bias for action. So, we decided to put together a shortlist of web-based...

What is Diversity? You want to be an ally, but don’t know where to being? Start with the basics by knowing what diversity, equity, and inclusion mean. When we talk about diversity, we are referring to the various characteristics your workforce possesses, including,...

Want to Drive Diversity Equity & Inclusion but Don’t Know Where to Start? I often hear from folks who want to start doing Diversity Equity & Inclusion (DEI) actions but don’t know where to start or think their only option is putting employees through...

The last few weeks, I was creating a workshop on Allyship and came across research on gender voice and decision making in organizations. It made me realized that a lot of effort goes on bringing more women to the table but there is little discussion about changing...

In my work in Diversity and inclusion, I see many companies adopting a one-sided approach to solve the challenges. For instance, they may choose to focus on gender equity, or disability or race but not all. My assumption is that the complexity and lack of resources...

Diversity and inclusion are key to making employees at all levels of an organization feel valued and heard. Unfortunately, many organizations think they are encouraging inclusion when in reality, their practices encourage exclusion daily. This is often due to...

PART 2 As institutional irrationality prevails, creating a truly diverse and equitable workforce will require Diversity & Inclusion strategies to champion decision-making systems that reward power-sharing. Remember, every single employee is making large and small...

Part 1 Think about everyone at work for a minute. And not just where you work, but all those people in offices across the world. Now consider that each of them—every single employee—is making large and small decisions all…day…long. From answering emails to delivering...

Several years ago, I worked for an organization that was male-dominated and I felt the need to bring women into the organization. It was a hard job since for every twenty-five male applicants there was one female applicant, clearly, we had a diversity issue. There was...

Are you preoccupied with meeting performance goals and increasing market share through your people? For the most part, people’s intelligence remains partially tapped because managers lack understanding of how to engage the organization’s whole brain and maximize their...

The rise of technology and big data has forced organizations to re-think their strategic objectives focusing more on driving change to remain competitive and relevant. A significant amount of time is spent on planning re-organizations to ensure changes are...

A leaders’ ability to function in a complex and uncertain environment requires a higher degree of adaptability and computational power. In a recent study, Mckinsey identified four behaviors that are highly correlated with leadership success. In this article, we will...

Are you tired of listening to the prescriptive resume narrative? It’s easy for the hiring manager and the candidate to become robots and function on autopilot, asking the same questions and generating very similar answers. As a hiring manager, I was interested not...

At 8:00 am you check your inbox and it has 50 new messages that arrived overnight. Diligently you prioritize and respond accordingly, but you get an unexpected call from an upset client asking for your time. Your attention shifts to the client issue and interprets the...

In the last few years, I have spoken with many women who successfully climbed the corporate ladder before becoming mothers. They now have the desire to re-enter the workforce but are afraid that they don’t have a worthy corporate story to tell. Contrary to their...