Bridget Murray
From break rooms to boardrooms, diversity, inclusion, and equity are dominating workplace conversations in 2018.
Diversity of thought and background leads to teams to make better decisions.
Challenge unconscious bias, promote inclusive leadership, work flexibility and cross-cultural awareness.
Leaders may think awareness programs are suitable for quelling unconscious bias, but they are just the start.
It sounds like an impossible paradox: How do you create one big in-group without downplaying difference? These researchers believe they’ve found a way.
By itself, mandatory racial bias training like the one that Starbucks has planned could be counterproductive.
Once we are aware of the shortcuts our minds take when deciding who to listen to, we can take steps to block those shortcuts.
In study after study, researchers are piecing together evidence for the profound ways that holding power—whether through experimental manipulation or real-life experience—changes the way people process their worlds, in ways that explain not only corporate greed or erratic executive behavior, but sexual harassment.
To explore this question, Shane Snow, Co-Founder of marketing technology firm Contently, and author of the new book Dream Teams, set out to look for commonalities between very different but remarkably effective teams throughout history.
So were we. That’s why we brought over 200 D&I professionals together for NLI’s Diversity & Inclusion Insight Lab last month. It was a full day of learning, sharing, collaborating, and preparing.
Many organizations have chosen to formally address the unconscious biases that impact decisions. But few organizations are getting the results they want from their efforts. In this session, we separate the signal from the noise by exploring the science of bias mitigation, and dig into data from year one of a new, annual research study that explores the wins, challenges and opportunities for businesses.
There are many ways to build an inclusive onboarding process, from the company level to the team and individual level. Here are a few ways you can make employees feel like they belong at your company from day one.
There are many ways to build an inclusive onboarding process, from the company level to the team and individual level. Here are a few ways you can make employees feel like they belong at your company from day one.
What managers should keep in mind if they want to be fair.
People, their stories and their dreams fascinate me.
My interest and specialty has always been about maximising the potential of people at work and home.
Which really means I help people to be ...
