Data may reveal gaps in such things as women or people of color in leadership. But policies and processes perpetuate inequities and changing them will help bridge those gaps, too.

For instance, we looked at our job descriptions and found that the use of words like "strong" spoke more to men...

Meet people where they are. If your organization thrives with collective learning, great. But if you have people in different time zones, working different schedules, give them multiple ways to access learning, including in micro-segments, which can be as short as three minutes. Allow for mistake...

Being more inclusive starts by recognizing biases that work against inclusion. We all have biases, often because of how we were raised. We counteract biases by watching and changing our behavior.

Calling out microaggressions is also a proactive act of inclusion. I once led a meeting on DE&I...

Change starts with leadership voicing support for DE&I initiatives and creating a runway for employees to drive efforts forward on the front lines. These individuals will carry out the mission because they connect with more people, day in and day out. At my workplace, we got this started by assem...

The social justice protests of recent years spurred many companies to make public statements supporting diversity, equity and inclusion (DE&I). But new research into the state of DE&I efforts at companies shows that the real work has only just begun.

Just 49 percent of employees say th...