If leaders can make their organization a psychologically safe place to speak up, they can tap into a wellspring of new ideas from otherwise quiet folks.
Inclusion is proven to be good for business, but it's also been shown to afford employees a host of psychological and physical benefits.
Leaders who practice optimal inclusion—that is, deploying the right people for the right jobs—can create more efficient, effective teams.
Unconscious bias lives in everyone. For leaders, it’s exceedingly important to learn to mitigate that bias before it negatively impacts decision-making.
For over two years, Microsoft has been on a journey of cultivating allyship in its leaders and employees, and CDO Lindsay-Rae McIntyre has led the charge.
A recent Wall Street Journal article put Google’s diversity struggles on full display: Googlers of all ideologies and political leanings are finding it difficult to
On Tuesday, Sephora closed stores for 2 hours to educate employees about racial bias — here’s how the cosmetics giant is proving its fight against discrimination is more than just lip service
Sephora is making concerted efforts to halt discrimination at its stores and within its corporate offices as the retail industry continues to experience a reckoning
Bias and inclusion may appear together in D&I conversations, but from a scientific standpoint, they are undeniably different.
Priorities aren't enough to make lasting changes to diversity and inclusion. Leaders must also focus on building the right habits and systems.
Any business leader will tell you the right team is essential for fostering innovation and success. But is talent development an art or a science?