Designing Inclusion Programs: Are you Making this One Mistake?

Designing Inclusion Programs: Are you Making this One Mistake?

The time is now. Like so many leaders, you are thinking about meaningful inclusion and belonging initiatives for your organization. Your colleagues are eager to talk but don’t know where to start. And your commitment to diversity is strong and real.

There are many approaches to developing an actively anti-racist company. But to do it well – no matter what avenue you choose – you must avoid this one mistake.

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Black Life Matters

Black Life Matters

We need to stop the senseless murder of Black Americans. Right now.

But that’s not enough. We need to create a society that celebrates and honors Black life, to craft a shared future that builds on diverse experiences, cultures and perspectives. We must stand against every injustice, not just the most egregious.

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Making Virtual Work: It’s About Culture

Making Virtual Work: It’s About Culture

Let’s be honest: virtual connection just isn’t the same as human-to-human contact. But it can be a valuable tool for developing and sustaining workplace culture.

Virtual connection is an integral part of our organizational culture. We have learned that our mindsets and behaviors are more important than the software we leverage or the habits we practice.

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Pulling a Thread: Facilitating a Good Conversation

Pulling a Thread: Facilitating a Good Conversation

In deeply divided times, and with so many forces competing for our attention, a good conversation is rare. We can go days and months with only the most perfunctory interactions, often aided by social channels and digital devices.

Good conversations build trust, invite learning and break down barriers. But a good conversation takes work and practice – and, in today’s environment , a new set of skills.

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Pulling Back the Curtain: Building Conversational Muscles

Pulling Back the Curtain: Building  Conversational Muscles

Navigating today’s workplace takes the courage and conviction to call out behaviors that limit inclusion and the full realization of human possibility. But work can be the hardest place to take a stand. We are least comfortable “taking on” colleagues, let alone superiors, when we are keen to prove ourselves as “team players.”

How do we create the conditions to enable the courageous conversations we need for our organizations to benefit fully from the plurality of human perspective and experience? The courage to champion true belonging and inclusion – and to have the hard conversations – takes time and practice, and a commitment to a culture of openness and respect.

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Don’t Judge a Book by its Cover

Don’t Judge a Book by its Cover

Of the many metaphors we live by, not “judging a book by its cover” honors the people we encounter at work and in our communities, and acknowledges the depth and power of their stories and perspectives. By opening ourselves fully to the different experiences of others, we challenge our assumptions, view the world through other eyes and expose ourselves to new ideas.

But “don’t judge a book by its cover” also applies, quite literally, to books!

Participants often tell us that Books@Work introduces them to books they never would have picked up on their own. Reading with initial skepticism, some quickly discover themes and ideas that trigger interesting thoughts. Others are converted only in conversation, where the interpretations of others introduce them to viewpoints that they might never have entertained.

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Mindfulness as a Team Sport? Here’s How

Mindfulness as a Team Sport? Here’s How

It’s officially a “thing.” Many corporations have enthusiastically embraced mindfulness and meditation to enhance employee experience. With outcomes both promising and proven, it’s no wonder that the likes of Google, Apple, Nike, JP Morgan and General Mills have invested in the belief that corporate mindfulness improves workplace wellbeing. 

The numbers support the story. In a 2017 report on employer sponsored wellbeing, Fidelity Investments and the National Business Group on Health reported that 86% of the 141 employers surveyed include an expanded definition of employee well-being in their business strategy. Specifically, 61% were already engaged in or considering mindfulness classes or training, up from 43% in 2016.   

But meditation is usually a solo sport. Books@Work, like meditation, develops the skills to see things differently – but it allows colleagues to do it together.

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