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While clear forms of discrimination are easy to spot and address, there’s a more hidden form of bias called microaggressions. These small actions or comments, even if unintentional, can affect
Did you know that organizations with diverse and inclusive leadership are 50% more likely to outperform their competitors in key metrices, including financial performance, innovation, and employee engagement
The hottest topics in many organizations today are diversity, inclusion, and belonging. Yet many people don’t understand the historical, cultural, and religious events of diverse groups. Click here to download the
No matter what industry you work in, productive and efficient teams are a must for success. Yet it’s not always easy to create and maintain a well-oiled team. That’s why
Successful Diversity, Equity, and Inclusion (DEI) is more than just checking off boxes about gender and race. It’s about new types of workplace conversations, personal self-awareness, courage to call out micro-aggressions, organizational culture change, increased innovation, and a thorough data-driven DEI approach.
Even today, you won’t hear many perspectives from black, women cosmologists/theoretical physicists. Not surprisingly then, this incredibly personal, emotional, and scientific work, The Disordered Cosmos, might be the most unique and original book you’ve read in years.
A few years back, I was yearning for a community to embrace me, a tribe that would understand and respect that I’m not just a few general categories of a person, including female, Latina, mother.
Diversity has been part of my life for as long as I can remember. We just never called it diversity when I was growing up. But it was there all along.
“What’s the business case for DEI?” is one of the most common questions we hear. Investing in diversity, equity and inclusion (DEI) leads to cost savings through reduced attrition and absenteeism, and faster, less expensive recruiting; it also contributes to the top line as well.
“How do we recruit people of color?”, “Why can’t we get better diversity representation at our leadership level? “or “What does an engaged and inclusive workforce look like?” My team has fielded questions like this for the past ten years.