Diversity is being heralded as a smart business decision for employers. But does the data show widespread diversity in the workplace yet?
The outcome of the #MeToo movement should be the creation of opportunities for all employees to thrive.
The toxic masculinity ad is designed to spark debate. So let’s have a debate. Defend your position that the ad insults men. Without debate nothing will change.
What happens with a heterosexual employee claiming discrimination because of her anti-LGBTQ views?
Expecting anything less than these keys from D&I professionals is to diminish the quality of expertise and its importance to the success of organizations.
English-only requirements have been struck down as discriminatory where the policy included lunch hours, breaks and even private telephone conversations.
Don’t ignore the power of the D&I naysayer. Instead, use the skills and energy of the natural D&I champions and focus your efforts on the undecided.
The mood seemed subdued at this year’s HR Tech Conference. Maybe it was more talk and less action.
In the Check Your Blind Spots mobile tour, employees, students and passersby learn about unconscious bias training as a stepping stone for further diversity and inclusion actions.
Companies must pay attention to their internal policies, benefits and communication practices in order to tackle roadblocks to acquiring and retaining diverse talent.