One of the diversity, equity and inclusion (DEI) areas that is top of mind in the work that we do here at bci is the critical importance of teaching leaders how to be inclusive in their coaching efforts — especially when coaching team members from equity-seeking communities.
Lately there’s been more and more talk about the world opening up, with many workplaces starting to make plans for a return to in-person work or, more likely, some form of hybrid work environment this fall. Although there is plenty of excitement around “getting back to normal”, after over a year of working remotely during the pandemic, the prospect of returning to the workplace is feeling daunting for many.
In workplace DEI efforts, often times there’s less discussion about inequities that people experience when they come from religious minority groups. But in the wake of continued attacks on Muslims and other religious communities, we must make this a focus.
As a diversity, equity and inclusion (DEI) professional, I’ve been teaching about allyship for years. However, it feels as though allyship has never been as important as it is right now, after a year of having a glaring spotlight on racial inclusion and the urgent need to interrupt anti-Black racism in particular, in addition to anti-Asian racism, and to disrupt white supremacy on a whole.
Although more and more organizations are looking to incorporate inclusive mental health strategies into their DEI efforts, we’re still repeatedly hearing that more guidance is needed on how to make this happen. We’re also hearing from leaders about how they can be more inclusive as it relates to mental health, on an individual level.
For many people of Indian descent, watching the farmers’ protests in India over the last several months has been very difficult because of the spotlight on injustices, violations of human and civil liberties and more. Here’s what you can do to be an ally to your Sikh colleagues during this difficult moment.
In the almost eleven years that bhasin consulting inc. has been delivering equity, diversity and inclusion programming, a common refrain from clients across sectors has been, “We’ve been successful in attracting and recruiting women professionals, but they often leave because of ‘work-life balance’ issues. What are we doing wrong?”
February is Black History Month, a month when we celebrate the contributions and achievements of Black communities throughout history and present day, in addition to exploring how to interrupt anti-Black racism through our equity, diversity and inclusion efforts.
The last year has been a tumultuous and heart-wrenching time, with many of us facing a seemingly endless procession of inclusion challenges. Here are five of the strategies we can all focus on as leaders, team members and allies in order to keep pushing for a more inclusive world.
In this moment of heightened stress, longstanding social inequities have been thrust into the spotlight. It is more important than ever for leaders, mentors, sponsors and team members to take action and step up as allies.
Get in touch to learn about our allyship and anti-racism training and how it can benefit the equity, diversity and inclusion efforts within your organization.
