Diversity, Equity and Inclusion initiatives are a great way to build a welcoming work environment for everyone on your team, regardless of demographics. But even the best DEI programs can’t solve the day-to-day issues facing some groups of employees.
Every new team member needs certain things to happen before they get started. They might require an ID badge to enter the building, a computer to access your systems, and somewhere to park their car.
Every day, we partner with leaders who strive to become more inclusive employers. They know that diverse teams can benefit their company in many ways, from offering different perspectives, being more innovative, and driving business performance – not to mention that it makes work more interesting and fun!
August 26th is Women's Equality Day, which is an excellent time to reflect on the progress we've made on issues like the Gender Wage Gap.
Diversity, Equity & Inclusion (DEI) is becoming something companies can’t ignore any longer. Candidates can now check an employer's DEI ranking on Glassdoor before they apply for a vacancy, which means DEI is not just internal—it’s part of your public employer brand.
We have all heard of the glass ceiling, the invisible barrier that prevents equal opportunity. But what is the Paper Ceiling, and how does it affect your Diversity, Equity, Inclusion and Belonging (DEI&B) strategy?
