What does the chief diversity officer for one of the largest banks in the U.S. have to say about D&I? Hear Paul Francisco from State Street Corporation share how employee recognition fosters greater feelings of inclusion and belonging, how organizations can address microaggressions and unconscious bias, and how promoting D&I is important not only in the workplace, but also in our communities.
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It’s on HR and business leaders to ensure they’re acting to eradicate racism, sexism, and other inequitable business practices where they do have control: their organizations.
Why is mentoring young people from underserved communities so important, especially today?
How can we mitigate inequalities in our own organizations and keep the momentum for racial justice going?
Tamara Rasberry gets candid about what organizations can do to promote racial equity in recruiting and compensation, and how those employees can then reinvest in their own communities.
Hear what Brittany J. Harris has to say about disrupting culture to increase racial and social diversity in all levels of an organization
Ridding the world of systemic racism is a journey – and it means knowing history, building awareness and holding ourselves and others accountable for the role we each play.
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 is one company easing the lives of our nation’s homeless? Altruism meets apparel with Bombas where one item for every item purchased is donated to those experiencing homelessness
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?