When we kicked off the “Let’s Get Practical” series, it was in response to a common sentiment we’ve heard from clients and colleagues, alike, after they’d experienced new learning around diversity, equity, and inclusion (DEI): “What can I do now?”
We get it. Equity and inclusion can sometimes feel like abstract concepts—and when met with altruistic intentions and a greater sense of urgency to “make a difference,” action can feel overwhelming…
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This week, we explore practices for approaching training and curriculum design with an inclusive mindset. As I reflected on my experiences working with clients and designing learning sessions, three areas came to mind: ensuring accessibility, considering different learning styles, and thinking like a learner.
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Today, we’re experiencing diversity and inclusion work evolve and converge with social justice. Sure, the business case and representation aspects remain relevant, but our global, social, and political state of affairs call for intentional efforts and focus on equity and justice both, within and beyond our organizations. This has required new skills and emphasis on new competencies.
Read MoreNowadays, an increasing number of candidates list diversity as a major factor in deciding where to work. This is especially true for candidates who hold historically marginalized identities, and who want to know how diverse the organization is, and if diversity is indeed taken seriously. The result is clear: the more diversity you have, the more diverse candidates you are likely to attract.
Read MoreWith countless popular news articles (and popular opinions) announcing loudly that diversity training doesn’t work or is a waste of time, we as practitioners are left in the awkward position of proving that our work can, in fact, be worthwhile. With this formidable task at hand, today we’re addressing evaluations and metrics for D&I programs.
Read MoreThis week, I want to share key strategies for facilitating trainings and content in an inclusive manner. In considering what it means to facilitate inclusively, I want to take into account a few dynamics that exist in almost all DEI learning spaces: power, partiality, and polarization.
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I am frustrated that we continue to need new legislation to mandate pay equality for women. It seems like an easy fix to me. We do, however, have a long history in the US of legislative attempts dating back to World War II.
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While D&I is often centered in hiring and recruitment realms within organizations, one place it’s not always as salient is in day-to-day operations. For this reason, as part of our “Let’s Get Practical” series, we want to spotlight two such operations, with an eye toward tangible strategies for making them more inclusive: workplace meetings and events.
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Its 2019, and at this point, most people probably know that language matters. Words have the power to inspire, to shut down, to create and overcome conflict, but perhaps most importantly, words can invite us into alternative imaginations, new possibilities for how the world could and should look.
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