This involves establishing at the outset, why the team exists, what defines its measures of success and how it intends to work together to pursue those measures (goal clarity).

It acknowledges the personal attributes each person brings to the team and what each person needs from others on ...

An ally actively works at inviting other people into the conversation. A straight ally, for example, would invite a queer person into a forum where decisions are made. An accomplice is a person from a non-marginalized group who uses their unearned privilege to dismantle the structures and systems...

As a leader, your unconscious biases may cause you to build a team in your own likeness.

Resist the temptation to surround yourself with others who have similar skills, backgrounds and experiences to your own.

Focus on “culture add” rather than “culture fit” when hiring. Difference ...

While you must have diversity to have inclusion, you must have inclusion to have belonging. When you facilitate diversity in hiring practices and instill inclusive policies, procedures and behaviors, your organization has its best chance of creating a culture that supports a sense of bel...

If you really want to create belonging, consider these four key approaches to establishing diversity and inclusion in your workplace:

1. Work to build a Diverse Team
2. Help to Ensure Team Cohesion
3. Dismantle Structures that Distribute Power
4. Model Up-stander, Ally and...

At a minimum, inclusive practices should involve training in understanding and exploring unconscious bias. But it needs to go further. As an HR leader, invite your employees (not just management level), into learning spaces that facilitate dialogue and education about the experience of minority a...

Belonging. It’s the archetypal experience we all seek. When it’s not there, we know that it’s missing, and when we feel it, we really feel it.

But what actually is belonging? And how does it relate to HR buzzwords that have all had a massive uptick in recent years: diversity and inclusion?

Organizational leaders need to learn how to help team members go from being bystanders to up-standers, and create allies and accomplices A bystander is a well-intended onlooker who hears or witnesses micro-aggressions but doesn’t do anything about it, such as listening to a co-worker’s joke about...

The connectedness felt amongst team members and the psychological safety that comes from that connectedness supports a sense of belonging. Team cohesion comes from having goal clarity, role clarity and decision-making clarity.