How companies get inclusion wrong — and how to get it right
Companies can improve inclusion and diversity by reforming decision-making processes to eliminate biases, write Andrea Kramer and Alton Harris.
Horace Mann award winner shares how she helps bridge divides
Horace Mann Award finalist Natalie Johnson-Berry has an extensive background that allows her to build bridges to diversity and inclusion.
4 ways blind hiring can improve workplace diversity
For organizations looking to grow and diversify their staff, blind hiring can shake up the recruitment process in all the right ways.
Latino leadership practices: Building an inclusive America
Embracing Latino leadership principles can help leaders put their people first, lead across generations and increase a sense of belonging in their workforce.
Still questioning diversity? Maybe you’re asking the wrong question
Diversity is more than a category, writes Larry Robertson, which is why leaders need to question their biases.
Use intentional mentoring to help professionals of color
Professionals of color can benefit from Intentional Mentoring that builds on principles of trust and intentionality, writes Errol Pierre.
Q&A: MFHA’s president on the 2022 DEI Survey Report’s most surprising findings
We asked Gerry Fernandez, president of MFHA, a few questions about the survey, the state of DEI in the industry today and what’s next.
We’ve returned to in-person events. Here’s what we’re learning
Our team recently attended the ASAE 2022 Marketing, Membership & Communications Conference, which provided unique insights into the association world.
How to implement effective DEI marketing strategies
Marketers play a central role in company diversity, equity and inclusion initiatives, and more brands are investing in DEI initiatives. What are some of the hurdles companies face when it comes to implementing effective DEI marketing strategies? And how can they overcome them?
HR: A critical lever for progress in diversity, equity and inclusion
Real gains in diversity, equity, inclusion and belonging require the C-suite's empowerment of HR, not removing HR from DEIB, argues this Robinhood executive.