Inclusion work is constantly evolving. Rarely do people intend to be exclusionary, yet intentions do not always match actions. A term that has gained significant attention is microaggression, originally coined by Harvard psychologist Chester Pierce in the 1970s to...
The terms “mentorship” and “sponsorship” are often used interchangeably, yet they represent distinct relationships with different dynamics, goals, and impacts on career progression. While both are invaluable for professional development,...
As leaders, we often pride ourselves on fostering environments where our teams feel comfortable taking risks, speaking their minds, and even admitting mistakes. We read the articles, attend the workshops, and genuinely believe we’re building psychologically safe...
Engaging front-line workers in allyship and inclusion initiatives can be challenging. Diversity, equity, and inclusion (DEI) initiatives are critical to creating an equitable workplace where everyone feels they belong. However, getting front-line workers involved in...
Are your meetings truly engaging for everyone, or do they inadvertently exclude certain voices? The way we conduct meetings is a powerful indicator of how much inclusion is present within a team, and it’s a prime opportunity for individuals to practice allyship....
How to Be an Ally Across Generations In my talks about diversity and inclusion in the workplace, we often liken diversity to gender, race, and/or ethnicity. We like what our brain thinks it can see. Yet, diversity and inclusion are much broader than these visible...
