I am occasionally asked by organizational leaders, “What should I do?” in response to societal issues involving bias and racism. Questions like, “What should I say?” or “How can I help?” come from compassionate well-meaning leaders and colleagues who sincerely want to know what to do. Read more
Recently, I trained for a group of leaders on unconscious bias and inclusive leadership. As we were discussing the impact of exclusion in work environments, particularly the impact of microaggressions, a leader commented, “Sometimes, I don’t have the time to worry about how I say something to a team member. Sometimes, they are wrong, and their ideas aren’t very good. Sometimes people are too sensitive. Where does it end? I worry that everything I say can be construed as offensive or microaggressive. How far is too far with all of this sensitivity and inclusion stuff?” Read more
In nearly every arena of our society, there is a measurable increase in “bad behavior.” From abusive relationships and marriages, bullying at every age in schools, rude and insulting co-workers, raging motorists, contentious politicians, ranting newscasters, and snarky comedians to abounding racists and supremacists, each are becoming all too commonplace in America.
In April 2018, Glamour magazine published an article, “Post-Weinstein, These Are the Powerful Men Facing Sexual Harassment Allegations.” The article referenced “legions of women” coming forward to share their #METOO stories of sexual harassment. With the recent news of allegations, convictions and the continued spotlight or sexual harassment, many companies are closely examining their work cultures, reiterating and reinforcing policy and requiring organization-wide training.
I trained a group of leaders last week on Improving Work Relationships and Company Culture by Conquering Hidden Bias. During the workshop, we had a tangential discussion about generational differences in the workplace. One leader felt that too much is being made about the challenges faced among generations — that we’ve always had multiple generations in the workforce and we’ve adjusted. Read more
For at least 20 years, labor bureaus, demographers, census researchers, and statisticians have predicted the rise in population diversity and its impact on the workplace. Seeing the handwriting on the wall, proactive companies have already begun working toward diversifying their teams, and grappling with: Read more
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