Diversity

true GET INSTANT ACCESS TO OUR [1 HOUR] DIVERSITY ROUNDTABLE >> How human resources can promote DEI efforts Posted by Gabrielle Reed, 20th December 2020 Are you a human resource professional wondering how you can contribute to the diversity of your organization? The human resources department is typically the front line for combatting issues of diversity, equity, and inclusion. As gatekeepers of coveted positions within your company, a lot of the responsibility for ensuring that you’re filling them with competent, effective, and diverse individuals rests in your hands. Heading into 2021, you’ll continue to be under a microscope; your recruiting...

Executive Summary As President and CEO of the National Urban League, Marc Morial saw the change that strength through compassion can bring at a young age, thanks to one man's courage to go against the flow. Showing compassion is a crucial leadership skill because it garners trust, revealing to those under you that you care for them as individuals, not just the work they can produce for you. Instead of responding out of anger when you face opposition, take a moment to understand the opposition’s point of view, and then look for a solution that could act as a bridge between...

Editor’s Note: Who does the responsibility for encouraging inclusivity and diversity in the workplace fall upon? That’s a question many of us are asking in light of continued calls for representation, influence, and understanding of minority groups at all levels of organizations. Laura Kriska, cross-cultural consultant and author of The Business of We, suggests there are invisible cultural norms that keep most of us from interacting effectively with others whether we are managing an international project, leading a group of subordinates of different ethnicities, targeting customers from different regions or countries, or courting potential B2B partners who speak a different...

Have you ever been trained on how to hire someone? Think about it… Doesn’t it usually happen this way? You’re sitting at your desk one day when your boss asks you to sit in on an interview for a new position the company is hiring. You get a sheet with questions to ask and you skim over the qualifications outlined in the job description. Your pen tries to keep pace with the candidate’s voice as you take notes diligently. At the end of the interview, the team debriefs. You’re expected to share what you liked and disliked about this person...

Executive Summary Business storytelling coach Paul Smith offers insight into approaching the challenging topic of diversity and inclusion in the workplace. Addressing the tension-filled and sometimes painful topics of diversity and inclusion may feel daunting, but they are vital to your team's health and morale. Using folktales is a great way to get your employees to consider the wisdom in valuing those who are different from them. The first step to cultivating inclusion in the workplace is to get your people talking.   Assembling and leading a team of people tasked with such an important but delicate task can be...

Executive Summary Having worked with leaders in over 100 countries across the world, David Livermore, President and Partner of the Cultural Intelligence Center, understands the necessity of being well versed in a culture before trying to do business in it. In order to lead with cultural intelligence, you must understand the six basic cultural systems within the culture and how they apply to everything from your personnel to your target audience. Before expanding your business to a new culture, don’t be afraid to ask for help. Consider hiring local experts who can help advise you on everything from the local...

Executive Summary Can you make an impact on an issue as large as workplace diversity if you’re a mid-level manager? Michelle T. Johnson is a diversity consultant who has had a diversity column called "The Diversity Code” in the Business Section of the Kansas City Times since 2008. She says diversity, discrimination, and harassment are not the problems of executives and high-level bosses because when HR comes around to investigate a complaint, managers will be the first people under the microscope. Frontline managers are the closest to their people, and therefore, have a responsibility of keeping a pulse on potential...

Executive Summary It’s a common belief and hypothesis of many studies that women earn less and occupy fewer leadership positions because they lack confidence, which is typically exhibited by men. Despite holding qualifications that are on par with their male peers, research shows that women consistently walk out of negotiations with less. Many experts attribute the outcome to the confidence gap theory, which Lean Out author, Marissa Orr, believes hinges on an assumption that confidence in a situation will outweigh the effects of talent, intellect, effort, and competence. When negotiations are approached from the male, win-lose point-of-view, women may lose...

Executive Summary As the executive director of the Global Learning Center, David Livermore asserts that a global leader can’t be identified by checking their credentials, examining their technical expertise, or blindly looking for specific character traits. The key is cultural intelligence. As someone who has conducted leadership training in over 100 countries around the world, Livermore has heard more than his fair share of myths centered around global leadership. Culture is key to the effectiveness, longevity, and success of a global leader. When choosing a global leader, you must keep in mind that different cultures demand and expect different things...