Picture the most admired companies in the world, and chances are they have an ERG - or ten. Sometimes that goal is social and fun, such as an ERG for vegans in the office. More commonly, though, ERGs create space for employees of underrepresented identity groups, such as LGBTQ+ people, women, or people of colour.Read More
Crescendo disclaimer: This policy is for example purposes only. It may not meet the needs of your organization due to jurisdictional or other legal framework differences. Any adoption of this policy should include a review from any relevant parties to your organization’s circumstances.
Commentary is underlined to offer context on some sections and can be deleted in the final product. All text within [square brackets] is intended to be replaced with your company name as stated within the bracket.
The sections in this sample policy are as follows:Read More
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
Hiring can be overwhelming, and when you have the added goal of hiring diversely, it can be hard to know where to start. It may be tempting to limit yourself to who happens to apply to your job, or to skim applications based on traditional measures like a degree from a top university. Unfortunately, that’s also a fast track to a homogeneous team.Read More
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
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