Diversity and inclusion (D&I) stretches across the whole organization, so D&I success metrics should too. Specific D&I success metrics indicating both micro and macro organizational impact is necessary to show the value of your program and measure the outcomes of D&I projects.Read More
Creating and executing inclusive events requires a dedicated attendee focus. This can initially be time consuming, but embedding D&I into your event process will build the habits necessary to host amazing, inclusive events.Read More
Building for inclusion is fundamentally about ensuring the maximum number of people possible can use your product.
Add in the fact that marginalized communities have huge buying power - for example Americans with disabilities alone have $175 billion dollars in discretionary spending and global LGBTQ+ buying power is estimated at over $1 trillion dollars - building inclusive products has a direct revenue connection.
Inclusive writing is about focusing on what the reader needs and how the reader interacts with content. As language evolves, content marketers and writers alike must learn new ways to continue producing content that resonates with a wide customer base.Read More
You’re likely already employing parents. Millennials are now in the 22-36 age range, and while it is true that many are delaying parenthood, these remain the most common years to start a family. Good policies will enable you to retain top performers through this life phase. Parents are skilled prioritizers, and many of them claim to be even more productive in their work than they were prior to parenthood. Supporting parents doesn’t have to be difficult or expensive, and great policies can help you stand out from the pack as an employer of choice.Read More
Diversity and inclusion is about a lot of things, chief among them creating work environments where all types of people are welcome and can thrive. Said another way, it’s about creating a work environment optimized for sourcing talent and increasing productivity.
When asking for money, resources, or even just executive support (which means asking for their time) for your diversity and inclusion strategy, be aware that you are competing against other corporate initiatives asking for resources. It may not be fair – buying new pens with logos on them can hardly feel comparative to a D&I program – but it’s the reality of budgets.
So, you’ve decided to embark on the journey of creating a diverse and inclusive organization - but where do you start? Knowing which strategies to implement can be daunting, as can figuring which organizational actions will be or have been effective. At the same time, how do you create an approach that is specifically and uniquely tailored to your organization?
To help answer some of these questions, we have compiled a list of measurement tools that can help in various areas of your particular diversity and inclusion program.
In keeping with the title of most diverse city in the world, Toronto has many organizations working to fight injustice, discrimination, and build community for under-served groups. Each group on this list has a unique angle or way of working to support its community.
The organizations listed here are by no means exhaustive, nor does this list imply they are the only ones doing the work they do. The vast network of organizations in the city often collaborate, helping in many different ways that contribute to change over time. Crescendo highlighted a few organizations doing interesting, impactful work in the following communities:
More studies on diversity and inclusion are published seemingly every week, each discussing its benefits and fallbacks with intensity. To the D&I practitioner, this can seem like a great thing - visibility and data for the cause is suddenly everywhere.
However, this is a double edged sword for people hoping to start inclusion initiatives in their business. While there’s visibility, it’s easy for detractors to say D&I is just a fad.Read More
Instead of starting with the intent to “have an activity about D&I,” thoughtful leaders and diversity champions should begin with the end in mind. Set the goal of activities to be both increased interpersonal understanding and increased awareness of invisible things like privilege, not either / or, in order to get the most from your time with the fewest possible side effects.Read More