Blog

By Paula R Jenkins and DeEtta Jones 

The trials of the past several years have allowed for learning and growth, yet they have also, highlighted places where long-lived bias exists. Though bias is heavily discussed–seemingly everywhere and constantly–a lot of misconceptions continue to exist. A Psychology Today article defines bias as "a tendency, inclination, or prejudice toward or against something or someone." Bias results from our powerful brains’ ability to quickly scan incoming information, selecting what seems most relevant for us in a particular context, at a given time, and factoring in other previous experiences. Our brain then, just as quickly, filters out less relevant information or doesn’t align with our previously held notions about what is important, accurate, or safe. Consequently, bias isn’t always negative and doesn't always lead to disparity in the workplace or relationships. 

As a parent, for example, it is...

^{By Melissa Lamson & Jennie Walker}

Are you a global leader? In the increasingly globalized business environment, employees across organizations often work with teams of people from diverse backgrounds, cultures, and locations - a recent survey revealed that 89% of employees say they work “at least occasionally” on global teams. The concept and practice of leadership itself has also evolved, transcending hierarchy and role in many organizations to promote accountability, collaboration, and innovation at all levels. So, whether you’re working for a local or international company, as an executive or employee, you’re likely a global leader.
 
Research continues to find that working with diverse groups requires a global mindset – the agility to quickly recognize different beliefs, values, and approaches across cultures and to adapt behaviors accordingly. For example, when I (Melissa) travel to Singapore, I know I need to adjust my sense of time (not...

Like so many managers in today's new global environment, you've been tasked with the responsibility of leading a team of employees—many of whom report to you from multiple locations. Congratulations! You're a manager and you have one of the toughest jobs in the company…

Even with it being the new norm, leading a remote team is still challenging, maybe even more so. Research at Deloitte found that virtual distance can lower your team member’s trust by 83%, ability to innovate by 93%, and engagement by 80%.

As a manager, you're expected to maintain morale, keep communication open, overcome technological glitches, keep your workers on task, meet project deadlines, and manage diversity.

Let's talk about managing diversity 

With increased revenues by almost 20%, the good news is diverse teams financially out-perform more homogeneous organizations. We tend to think, communicate, and make decisions based on our backgrounds. And, when everyone on a...

Probably one of the most common questions I hear from established and aspiring leaders and those eager to make big impacts is “how do I get more power?”. Now, this may seem like the kind of question that will earn more than a side-eye or skeptical look, but I’ve learned this question doesn’t come from a diabolical power hungry intent, but of an intention most of us have; to have more power to enact change or make a difference through the roles we serve. 

Power to not only enact change in their organizations and roles, but more autonomy in their work that's driven by passion. 

With the millennial and Gen Z generation are now rapidly entering the workforce, this question brings a different kind of consideration.

They are less committed to models of work-life that are stagnant and inflexible, pursue power, movement, and expression at much higher rates - and quicker. Gallup reports have shown that this generation is the least engaged, quicker...

Microaggressions and How to Manage Them When They Occur

Microaggressions - a term that can send an electric shockwave of contention through any environment. As one of the top hot-button topics over the last few years, just the mere mention brings people to immediate attention, combat-ready. Though for this combat, both parties play a different defensiveness. One person is accusing another of committing a microaggression, though they wouldn’t be in an offensive attacking posture because they are essentially speaking up for themselves - defending themselves.

Then in the other corner, the person being accused becomes defensive of the accusation because, with microaggressions, they’re defined by them being unintentional or done unknowingly. 

What typically results is an automatic fight with everyone pointing fingers at each other. But if we sincerely want to resolve workplace conflict and foster an environment of understanding, communication, and safety, we must...

As much as I believe and have even written about pushing away from this sort-of check-the-box approach to EDI work, which generally looks like adding more diverse dates and celebrations to the calendar- I love International Women's Month. This year, the joy and gratitude come with a larger perspective of what Women's History Month means in a more contemporary context.

Women's History Month celebrates the contributions of women in a world that continuously and historically chooses to exclude, undermine, and overlook us. As women, we have endured some of the worst conditions, experiences, and abuses, continuing to march forward with our heads held high. With the weight of generations of women before us, our families, and our futures planted onto the soft grooves of our shoulders, none of the women I know slouch beneath this heavy understanding. I truly admire so many generations of women that stood for what they believed, backs straight and tall ready to face whatever the world had to...

Ableism is probably one of the least discussed topics in the diversity, equity, and inclusion conversations, yet it’s one that also affects an enormous portion of the population globally.  Racism and sexism are pretty simple to understand as a concept and something we are more aware of. Most people can say with some degree of confidence if they hold any of those mentioned above prejudices, but ableism and how it manifests itself, have been a bit more elusive. While racism, sexism, and discrimination against the LGBT community appear more evident as straightforward, demonstrable actions, behaviors, or beliefs, ableism is something that many of us have exhibited unknowingly and unintentionally. 

Think not? 

Consider how many times we say things like, 

“He’s can be a little bipolar.” 

“Sorry, I didn’t hear what you said. I was spaced out, haha, I’m so, ADHD.” 

Or the client...

As the nation has devoted more attention to racial and social injustice, that lens has also turned to inequalities and disparities in the workplace. Organizations have reacted, clamoring to increase and improve their diversity efforts. After the flurry of activity, now might be the time you ask yourself, what do I do now? 

Keep moving forward! 

And we want to help in any way we can. Earlier this year, we outlined a 3-step process taking EDI to the next level. We wanted to reshare it as it might particularly resonate with you now. The method of creating an action plan might help to energize your efforts.

Part of your action plan might include diverse hiring. An inclusive and diverse workforce that reflects new and differing views leads to innovation. Research by Deloitte reported, "Organizations with inclusive cultures are six times more innovative and agile, eight times as likely to achieve better business results, and twice as likely to meet or exceed financial targets...

I love holidays and celebrations as much as the next person. Any time for happiness, joy, togetherness, food, and activities are times that should be treasured and valued; they are the times that feed our spirits. But the only holiday that I dislike deeply is Groundhog Day.

 It's not necessarily the day itself but the concept of Groundhog Day as made fmous by the '90's movie In the film, the protagonist, the hilarious Bill Murry finds himself trapped in a time loop, reliving the same day over and over. And when I reflect on many of the "steps towards progress" made over the last couple of years, I can't help but think that I'm trapped in my own Groundhog Day story. 

When it comes to furthering practices around anti-racism, oppression, diversity, equity, and inclusivity, I keep having the same conversations to no avail, to no understanding, and little resolution. 

Last June of 2021, President Biden signed a bill to recognize Juneteenth as a federal...

I started my career, literally, as an undergraduate in college. Yep. I’ve basically been doing the exact same work since I was 18 years old. The formal starting point was when I participated in a course called the President’s Leadership Program. I was in the inaugural course and it was being facilitated by a woman named Barb, who I came to know as a preeminent facilitator, voracious learner, and way ahead of her time. Barb designed and facilitated a curriculum that covered interculturalism, leadership, and management, and in ways that connected the three topics. In the early 1990s, leadership, management, and what is now described as equity, diversity and inclusion were approached as wholly separate topics. The program included deep-dive explorations of culture and cultural identity, power and oppression, leadership philosophies, and a lot of self-assessment, role-playing, and simulations. In that year, I came to life intellectually. 

My enthusiastic participation...