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My brain is racist. Does that mean I am?
To be human is to be sentient but also capable of change. To change, however, I must first willingly recognize the ways in which my brain has been molded and influenced by my race.
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The Sherlock Holmes effect
Three clues worth investigating to solve the mystery of D&I.
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Bionic learning: Promising Lazarus drug to revive the overdose of ineffectual D&I
With 6 decades of data, the failure of diversity and inclusion initiatives is perennial.
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Video: Overcoming the narrative of racial difference: Why the controversy?
Diversity has become a controversial topic amid today’s political climate. At the same time, many organizations feel that deeper discussions about diversity, race and unconscious bias are due.
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Mitigating the effects of implicit bias
By its very nature, implicit bias operates in the subconscious — a challenge to overcome for learning leaders.
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Who leads your DEI function, and how do you support them from an organizational perspective?
Evidence suggests a gradual increase in organizational support for initiatives that promote diversity, equity and inclusion, as well as the individuals who run them. What does DEI look like when it’s supported organizationally, and through L&D?
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Understanding implicit bias and its detriment to organizations
Organizations are starting to realize that bias and stereotypes, especially those that are not at a conscious level, are severely limiting organizational performance and growth. This article is the first in a three-part series on implicit bias.
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The critical first step to building strong organizational DEI
You can’t make DEI a priority in your organization if you aren’t first addressing racism, discrimination and bias.
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