How is one company easing the lives of our nation’s homeless? Altruism meets apparel with Bombas – known for its socks – where one item for every item purchased is donated to those experiencing homelessness. To date, the company has donated more than 35 million items. Tune in for this open and vulnerable conversation with CEO and co-founder David Heath about why he started the company and how today’s racial and social issues have motivated him to be better.
During this new collective push for racial justice, we’re once again having the same conversations – but wh...
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Why is it so important for today’s organizations to understand microaggressions? Sarah Morgan has the answers
During this new collective push for racial justice, we’re once again having the same conversations – but what’s different this time?
How can companies do better when it comes to D&I? Real change means learning from the employee experience to move forward.
Shasta Nelson joins Steve to talk about the importance of maintaining our relationships at work – and in life – both virtually and in person
Racial inequities are reflected in business and financial services, and a broader set of people are starting to take notice – and take action.
Human-centered leaders are pausing and asking questions. They are bringing others to the forefront to talk about their experiences and reflecting on their own behavior and biases.
Make an intentional effort to listen and learn. Get comfortable being uncomfortable. Read books. Commit to becoming anti-racist and spread the word. We need all the true allies we can get.
It’s on HR and business leaders, as people striving to make the workplace more human, to ensure they’re acting to eradicate racism where they do have control: their organizations.
We revisit an interview with Deborah Tulani Salahu-Din, an exhibition researcher, who shared a story about the artifact that speaks to her most at the museum.
George Floyd’s death was not an isolated event. It is just one of the times when the ugliest face of racism has been caught on camera. As a society we need to stand together to fight against racism.
Against the backdrop of the past two weeks, I thought back to a post I wrote in February chronicling the remarkable life of Rosa Parks. As I reread her story, I was at once dismayed and inspired.
Asking this question alone is important because it suggests you know what continues to happen to African American people is wrong.
What happens after your recruiting team finds the most diverse and brilliant minds? What will their experience working at your company be like?
Rosa Parks refusing to give up her seat, the civil rights movement, the building of the NMAAHC, and navigating the minority experience are all rooted in a desire to belong and be recognized.
Let us not forget that not all history makers are well-known. Not all “firsts” are in the news. Not all heroes wear capes. Not all heroic gestures are grand.
In a time of dissonance in the world, how we treat our family members, colleagues, neighbors, and those different from us can have a profoundly positive effect on our world.
Think about the difference between being forced to assimilate into a culture vs. being a stakeholder in creating it. This is where we experience many of the benefits associated with inclusion.
While the D&I conversation often focuses on ethnicity, Workhuman Executive Forum attendees touched on inclusion challenges, including navigating old boys’ networks, hiring veterans, and LGBTQ allies.
How do we create a workplace where people feel seen and included? Take employee recognition out of a hierarchical structure and empower everyone to express gratitude and call out good work.
If inclusion is not one of the first products of your leadership, then your leadership has a decreasing return on investment and at some point will become a liability.