DEI: Page 4
2022 was the first year of DEI Accountability for inclusive leaders. Our future will be filled with increasing expectations from employees, customers and business partners, looking for us to step up and courageously respond to societal needs and problems across human differences.
If your organization is facing a pipeline problem in regard to hiring more diverse talents, it is essential that you take the corrective steps to fix this issue as a pipeline problem is a symptom of areas that need work in the organization. Here's how to help you troubleshoot what might be causing the pipeline problem.
'No One Believed' This Black Founder Was the Owner of a Liquor Brand in 2012. He Launched to Great Acclaim — Then Lost It All. Here's How He Made a Multi-Million-Dollar Comeback.
Jackie Summers, founder of Jack From Brooklyn, Inc. and Sorel Liqueur, has a big story to tell — and it begins thousands of years ago.
Women Are Being Pushed Out Of The Workforce, and It's Time Employers Do Something About It. Here's How.
How can employers better support the women who work for them?
The traditional definition of time theft is related to the modern "quiet quitting" movement in that it puts the focus of bad behavior on employees who "steal" time from businesses. But have you considered the myriad of ways employers steal time from employees?
To make the most of diverse teams, leaders need to foster solidarity and a culture of community and belonging. But, it also comes down to individual employees to play their part in acknowledging and respecting differences.
More organizations are tying compensation to diversity, equity and inclusion goals — and they're seeing better results. Here's how to craft the right goals and help push the movement for systemic change.
If CEOs want to promote racial equity in their workplaces, they need to do much more than just hire a few Black and Brown people for token positions.
Stop Expecting Marginalized Groups to Lead Diversity Efforts. It's Time For Allies to Step Up and Put in the Work.
Marginalized groups are being overtasked with leading diversity work, which is driving them away from their jobs — and the No. 1 reason for leaving is burnout. It's time to engage more allies for positive change.
There is no single "right" approach to DEI because it constantly evolves. We should be developing alongside it.
To make lasting change, leaders must be aware of the barriers to achieving a truly diverse and inclusive workplace.
If you don't have a corporate social responsibility program in place, you're setting yourself up for failure.
If your organization has yet to send a message or make a statement about human issues affecting diversity, it's not too late.
'I Don't Accept Bullshit Like That': This Executive Director's Family Doesn't Support Her Work, But She Won't Stop Fighting for Underrepresented Creators
Executive director of Free the Work Pamala Buzick Kim isn't afraid to have the hard conversations that drive long-term change.