diversity-equity-and-inclusion

Every decision we make is informed by biases and heuristics. They enable people to make quick and intuitive decisions but also lead to rash and misinformed choices. In an organizational context, misinformed or suboptimal decisions can significantly impact organizational outcomes.

Use nudges to shape employee behavior in a way that benefits both individuals and the organization.

Most organizations recognize that there are a number of benefits that come from being inclusive to diverse groups of employees. However, despite the implementation of numerous diversity, equity, and inclusion (DEI) initiatives, organizations are still having trouble with making progress.

Build a sustainable DEI strategy by focusing on real people’s experiences to uncover and address systemic inequities.

All organizations have a responsibility to ensure the health and safety of employees, including promoting health and supporting the recovery of trauma survivors. This resource helps HR leaders foster a more trauma-informed workplace and adopt trauma-informed practices at work.

Adopt trauma-aware and compassionate practices to foster a safe workplace for all.

Many organizations are mandating that employees return to the office despite the popularity of remote and hybrid work and are facing employee backlash. Create and roll out a flexible RTO policy that balances organizational and employee needs.

Create and roll out a return-to-office policy that balances employee and organizational needs.

The purpose of this research is to help organizations foster a healthy emotional culture by navigating the impact of emotions at the individual, team, and organizational level.

Challenge perceptions of emotions at work to unlock the potential of a balanced and healthy organizational emotional culture.

Effective culture change hinges on leaders’ role modeling, strategic culture initiatives, and HR alignment, all of which reinforce the desired culture.

Manage culture change by influencing desired behaviors and aligning efforts to achieve organizational outcomes.

Engagement positively impacts organizational outcomes and is positively related to employee and organizational performance. Engaged employees are more committed, innovative, and customer focused. Yet work on engagement often stops with surveys.

Avoid analysis paralysis with a timely and tailored employee engagement action plan.

Organizations see the benefits of hybrid work but often miss its complexity and leaders’ roles. A toolkit helps leaders optimize practices, uphold values, and drive results.

Provide people leaders with the necessary tools to successfully lead.

Exit survey data offers insight into the top drivers of turnover at your organization and provides departing employees with the opportunity to share feedback on engagement and retention.

Prepare to implement an exit survey and action plan to retain top talent and reduce turnover.