diversity-equity-and-inclusion
Intersectionality at Work: Uncovering the Potential of Employee Sponsorship Programs to Impact Women in the Workplace
Note: HR Spotlight
Sponsorship supports career advancement by challenging external barriers for the sponsoree, identifying opportunities for them, and advocating on their behalf for a position, promotion, development opportunity, or similar goal. Sponsorship focuses on addressing systemic barriers at an...
What is intersectionality?In recent years, feminism, intersectionality, and leadership diversity have come to the forefront of public discourse regarding DEI. For example, the UMKC Women's Cen... The key to dismantling barriers and fostering a diverse, equitable, and inclusive environment is learning about intersectionality and how it contributes.
Introduction to Psychological Safety for HR
Blueprint: Culture
Use this guide to build a psychologically safe work environment where employees feel included and safe to learn, contribute, and challenge.
A guide to building psychological safety at work.
Use the Primer: Psychological Safety in Diversity, Equity, & Inclusion (DEI) Sessions to: Introduce the concept and stages of psychological safety to DEI leaders.Outline the connection between psychological safety and DEI at work.Equip DEI leaders with practical tips to build each stage of psychological safety in DEI contexts, specifically in.
Primer: Psychological Safety in Diversity, Equity & Inclusion (DEI) Sessions
Note: Culture
Equip leaders of DEI efforts across the organization with tips on building psychological safety in DEI sessions.
Create a People-First Diversity, Equity, and Inclusion Strategy
Blueprint: Culture
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.
Use this document to make the case to your executives for creating a Diversity, Equity, and Inclusion strategy that addresses systemic inequities. This document includes:A summary of the benefits of a people-first diversity, equity, and inclusion (DEI) strategy.Recommendations on how to implement a DEI strategy across the organizationMcLean &.
Create a People-First Diversity, Equity, and Inclusion Strategy Executive Briefing
Note: Culture
Use this document to make the case to your executives for creating a Diversity, Equity, and Inclusion strategy that addresses systemic inequities.
Workshop Overview: Create a People-First Diversity, Equity, and Inclusion (DEI) Strategy
Note: HR Strategy
Engage McLean & Company facilitators to lead your team through the Create a People-First Diversity, Equity, and Inclusion (DEI) Strategy workshop.
Job Aid: Diversity, Equity, and Inclusion Governance Framework
Note: Culture
Use this job aid to identify the right DEI governance model for a sustainable DEI strategy.
Introducing LynnAnn Brewer, Executive Advisor at McLean & Company
Note: HR Spotlight
In this Q&A, LynnAnn talks about her career, what drew her to this role, and what challenges are top of mind for HR leaders.
In this Q&A, LynnAnn talks about her career, what drew her to this role, and what challenges are top of mind for HR leaders. Once the company was acquired, I leaped into HR consulting, then moved into HR leadership roles ... Most recently, I have developed and led HR and diversity, equity, and inclusion (DEI) transformations, helping those.
Inclusive Onboarding
Note: HR Spotlight
In a competitive talent landscape, inclusive onboarding both improves the employee experience and helps the organization become an employer of choice. Every onboarding program has an opportunity to be more inclusive.
In a competitive talent landscape, inclusive onboarding both improves the employee experience and helps the organization become an employer of choice. Written by Mathula Chandramohan and Erin ShepherdIn a competitive talent landscape, inclusive onboarding both improves the employee experience and helps the organization become an employer of.
Close the Gender Wage Gap: Organizational Strategies Built for 2023
Note: HR Spotlight
Equal pay, gender equality, and protection from workplace discrimination have been the core pursuit of the women’s rights movement since its founding in the 1960s. Although we have made laudable progress on these fronts, significant systemic and structural barriers remain for women, with one of...
Equal pay, gender equality, and protection from workplace discrimination have been the core pursuit of the women’s rights movement since its founding in the 1960s. By Grace Ewles and Arushi Dawar. Here, organizations can prioritize t... For more information, see McLean & Company’s Create a People-First Diversity, Equity, and Inclusion.
Measuring What Matters
Note: HR Spotlight
What can organizations do to ensure their stated commitment to DEI is translated into meaningful action? Here are five recommendations for measuring and sustaining what matters most
...an into meaningful actionHere are five recommendations for measuring and sustaining what matters most. by Elysca Fernandes. Diversity, equity, and inclusion (DEI) is an important priority for many organizations – HR and DEI leaders recognize not only the benefits of DEI but also that there is a cost of failing to meaningfully address DEI.
Creating Inclusive Online and Blended Learning Spaces and Products
Note: HR Spotlight
To care for all learners and foster effective learning solutions, facilitators of remote courses must ensure virtual delivery channels, learning methods, and content are accessible and inclusive. This article reflects on how to create more welcoming learning spaces and promote a sense of...
By Hannah Allen. According to McLean & Company’s recent HR Trends Report, enabling learning and development remains a top priority for organizations in 2023, but their focus on the long-term work required for diversity, equity, and inclusion (DEI) is decreasing. Source: Reimagine Learning, McLean & Company Online and Blended Learning.
Moving Toward a Shared Win for All Women
Note: HR Spotlight
This International Women's Day, to ensure our gains as a collective are equitable, we must communicate unequivocally through our words and actions that it is okay to take a chance on women, especially racialized women.
This International Women's Day, to ensure our gains as a collective are equitable, we must communicate unequivocally through our words and actions that it is okay to take a chance on women, especially racialized women. By Obie Odunukwe Obie is a Director of HR Research & Advisory Services at McLean & Company, with a focus on diversity,.
Introducing Stacey Shepherd, Executive Counselor at McLean & Company
Note: HR Spotlight
In this Q&A, Stacey Shepherd talks about her career, what drew her to this role, and what challenges are top of mind for HR leaders.
CHROs are increasingly at the center of the biggest organizational challenges – hybrid work culture and the employee experience, organizational health, DEI, and the future of work. Progressing diversity, equity & inclusion – there is increasing pressure for a more deliberate and outcomes-based approach to improving equity and inclusion within.
Introducing Shazia Mazhar, Executive Advisor at McLean & Company
Note: HR Spotlight
Shazia joined McLean & Company in September 2021 as an Executive Advisor. In this Q&A, Shazia talks about her background, what drew her to this role, and what challenges are top of mind for HR leaders.
Shazia joined McLean & Company in September 2021 as an Executive Advisor. Shazia joined McLean & Company in September 2021 as an Executive Advisor. My biggest passions are Culture, Diversity, Equity, and Inclusion, HR Change and Transformation, and leadership of large HR teams. To learn more about our Executive Services and how McLean &.
Embed Inclusion Into the Organization's Culture
Blueprint: Culture
The positive impacts of workforce diversity have resulted in diversity, equity, and inclusion (DEI) becoming a strategic priority for competitive organizations. However, organizations often concentrate their efforts on increasing diversity, missing the full benefits that cannot be realized...
Diversity on its own will not create inclusion.
Use this briefing to make the case to your executives for thoughtful inclusion initiatives that are reinforced by ... This executive briefing consists of a high-level overview of the impact an inclusive culture has on the organization. This document includes:A summary of the benefits of an inclusive culture.McLean & Company insights.Required.
Embed Inclusion Into the Organization's Culture Executive Briefing
Note: Culture
Use this briefing to make the case to your executives for thoughtful inclusion initiatives that are reinforced by the organizational culture.
Introducing Mardi Walker, McLean & Company’s Counselor to HR Executives
Note: HR Spotlight
Get to know McLean & Company's Counselor to HR Executives by reading this Q&A with Mardi Walker.
Get to know McLean & Company's Counselor to HR Executives by reading this Q&A with Mardi Walker. Mardi Walker has more than 20 years... Moreover, this is overlaid with the very real resilience, wellbeing, and mental health challenges which have arisen because of the COVID-19 pandemic. Diversity, equity, and inclusion: The pandemic and other recent.
Inclusive Language Guide
Blueprint: Culture
Embedding inclusive language in written communications ensures organizations use language that acknowledges the diverse identities of the audience to foster respect and belonging.
Embed inclusive language in written communications.
Use this infographic to embed inclusive language into written communications. This infogrpahic provides general best practices for inclusive language across demographic groups in written communications.
Inclusive Language Infographic
Note: Culture
Use this infographic to embed inclusive language into written communications.
Introducing Michelle Leedy, Executive Advisor at McLean & Company
Note: HR Spotlight
Michelle joined McLean & Company in January 2023 as an Executive Advisor. In this Q&A, Michelle talks about her career, what drew her to this role, and what challenges are top of mind for HR leaders.
Michelle joined McLean & Company in January 2023 as an Executive Advisor. Culture remains forefront given its relationship to:Talent attraction, retention, engagement, and experience across the employee lifecycle.Diversity, equity, inclusion, and justice.Perception with and support of the board, investors, business constituents and the.
Equip Managers to Adopt Inclusive Leadership Behaviors
Blueprint: Culture
Inclusion refers to an environment of mutual respect where differences are actively welcomed. Creating an inclusive environment is not a one and done exercise. It requires ongoing accountability, focus and behavior change. Managers play a critical role in the development of an inclusive culture...
Give your managers the tools to create an inclusive workplace environment.
Train your people leaders to Adopt Inclusive Leadership Behaviors that will support thoughtful people decisions, ramping up the impact their teams make on business outcomes. During the training session, managers will learn to: Describe the positive impact inclusivity can have on their teams. ...e how managers’ behavior affects the.
Online Leadership Training: Adopt Inclusive Leadership Behaviors
Note: Culture
Engage McLean & Company facilitators to guide managers through Adopting Inclusive Leadership Behaviors via blended learning. Help them build the skills for success from the comfort of their computers.
Create a Pathway for Employee Resource Groups (ERGs) to Connect to Organizational Support
Blueprint: Culture
Employee Resource Groups (ERGs) are growing in organizations as employees seek connections with one another based on common backgrounds and interests. However, as ERGs become a core component of DEI strategies, without access to resources they face barriers to long-term sustainability. HR has...
With organizational support ERGs can grow and be sustained.
E... McLean & Company’s workshop will create a pathway with guidance and resources for Employee Resource Groups to increase effectiveness and sustainment. During the workshop, our analysts will work with your team to: Establish an understanding of ERG’s current stateDiscuss the organizational DEI strategy and how ERGs can align with.
Workshop Overview: Optimize and Sustain Your Organization's Employee Resource Groups (ERGs)
Note: Culture
Engage McLean & Company facilitators to lead your team through the Optimize and Sustain Your Organization's Employee Resource Groups (ERGs) workshop.
Inclusive Spaces: Neurodiversity, Mental Health, and Inclusion
Note: HR Spotlight
There’s no better time than now to recognize the connection between mental health and neurodiversity, reduce stigma, and create a way forward through inclusive design.
There’s no better time than now to recognize the connection between mental health and neurodiversity, reduce stigma, and create a way forward through inclusive design.. By Casey Langley and Elysca Fernandes Mental health awareness: Mental Health America’s (MHA) 2023 Mental Health Awareness month theme is “Look Around, Look Within,” which invites.
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L&D Resource Center
Adopt a holistic approach to learning and development from planning to sustainment....
HR’s Role in Driving Meaningful Digital Transformation
Highlighting the importance of people in technological transformations.