This year, our society continued to reckon with whether, and to what extent, we’ll live up to our ideals around diversity, equity, and inclusion. Increasingly, business leaders are expected to close the gap between what they say they care about and what they’re actually doing to create change.
Organizations are certainly talking a big game. Companies like Levi Strauss & Co. have voluntarily committed to publicly disclosing their representation statistics, and the Nasdaq now requires its companies to report the diversity of their boards. But to truly support employees from underrepresented groups, companies need to do more than talk — they also must define habits to build an inclusive environment and create systems to measure progress and ensure accountability.
Here’s some of our best advice on how to create lasting change:
Compelling Conversations on Allyship: Genuine or For Show?
NLI Vice President of Research Michaela Simpson and Global Head of DEI Janet M. Stovall draw important distinctions between performative and authentic allyship.
Five Ways Workplaces Can Become More Neuro-Inclusive, According to Neurodiversity Advocates
Three perspectives on how organizations can create more neuro-inclusive hiring practices and workplace cultures.
Is Your Activism Performative or Authentic?
How can companies take impactful actions to move the needle when it comes to showing support?
When Your Perspective Is Mistaken
When you misinterpret a person’s true perspective while being supremely confident you know what they want, it leaves employees feeling ignored and misunderstood.
The Burden of Belonging
Habituated inclusion is the key to creating both a sense and a space of belonging.
