Tracey L. Rogers, Activist and Facilitator Introduces the concept of “allyship” and shares how to transition to allyship “in motion” as an individual within a corporate setting and offers tools to support corporate-wide allyship initiatives within our communities.
Richard Schaeff, Senior Consultant, White Men as Full Diversity Partners Examines the dominant culture of U.S. businesses and challenges assumptions typically not examined. The webinar looks at the impact of Outsiders (typically women and men of color or white women) having to fit into the dominant culture as well as ways leaders, individuals and organizations can be more inclusive.
Dr. Edward Hubbard, President and CEO, Hubbard & Hubbard, Inc Measuring the impact of D&I initiatives and demonstrating the financial return on investment is crucial to maintain funding, gain support, and assess progress of the programs. The webinar provides an overview of how to calculate the ROI of D&I initiatives to demonstrate the impact on organizational performance.
Farzin Farshad, founder of Critical Equity Consulting explains the importance of understanding systems of oppression and discusses the foundations of diversity, equity and inclusion – power & responsibility.
Farzin Farshad, founder of Critical Equity Consulting discusses diversity as an organization value, recruitment strategies, and increasing diversity in leadership.
Farzin Farshad, founder of Critical Equity Consulting explains the fundamentals of psychological safety and the importance of inclusion.
A FRAMEWORK FOR DEI STRATEGY – Your organization is ready to get serious about Diversity, Equity & Inclusion (DEI). But what does that mean? What departments does that include? How do you start? Download this visual tool to help you better understand what’s included in a DEI plan and where you can start. Ask Big Questions
These guides are free and offer everything you need to start a reflective conversation where participants can share stories to build connection, trust and understanding.
Key trends and recommendations as your organization heads into the new decade of the ongoing journey towards Diversity, Equity, and Inclusion.
This article offers a framework for how companies can change DEI work from an unrewarded side hustle to a merit-worthy practice that is valued across the company.
(Showing Up for Racial Justice)
This article lists characteristics of white supremacy culture which show up in our organizations.
Diversity efforts often fall under the banner of “Diversity and Inclusion,” but new research shows that inclusion may also fall short because it does not necessarily lead to a sense of belonging
Lily Zheng describes a growing change for companies from practicing Corporate Social Responsibility to one of Corporate Social Justice that works to make positive change of the experiences of groups harmed and disadvantaged by society
(Center for Talent Innovation)
The report is the first of its kind to define, measure and quantify what it means to belong at work — with insights into race, gender, ethnicity, generation and other demographic identities
For people that still don’t think micro-aggressions are a problem: just imagine that instead of being a stupid comment, a microaggression is a mosquito bite (8 min)