Respectful Workplace Blog

  • What Diversity and Inclusion Means in a Respectful Workplace

What Diversity and Inclusion Means in a Respectful Workplace

By |April 20th, 2015|

The more you can leave your pre-conceived ideas and perceptions behind and open yourself up to new ways of thinking and doing things, the greater the rewards will be.
  • Legacy Business Cultures Awarded GSA Schedule Contract

Legacy Business Cultures Awarded GSA Schedule Contract

By |April 16th, 2015|

Legacy Business Cultures has been awarded a GSA Schedule Contract effective March 24, 2015, making it fast and easy for any federal agency to order consulting and other services directly from the company.
  • How to Seek Executive Support of a Diversity and Inclusion Effort

How to Seek Executive Support of a Diversity and Inclusion Effort

By |April 14th, 2015|

Obtaining executive sponsorship is a key component to kicking off any diversity and inclusion strategy. To be successful you need to show that your initiative is taken seriously and has the support from the top levels of the organization. The following are tips to ensure executive support for your next diversity and inclusion initiative.
  • Increasing Self-Esteem to Increase Productivity

Increasing Self-Esteem to Increase Productivity

By |April 10th, 2015|

Why is self-esteem important in a respectful workplace? Employees who feel good about themselves are typically able to focus better, need less time off, and generally get along well with coworkers.
  • Respectful Communication and the Disabled

Respectful Communication and the Disabled: An Interview

By |April 7th, 2015|

An interview with Michele Walsh, PT about being respectful of and communicating well with people with disabilities. The following candid answers will reveal a glimpse into the day in the life of the disabled.
  • workplace violence

Examining Ways to Prevent and Respond to Workplace Violence

By |April 3rd, 2015|

Workplace violence is a concern that each employer should address. While acts of violence cannot be eradicated totally and no one is immune, proactive measures can be taken by every employer. With the support of senior management, organizations can make and communicate plans for preventing and responding to workplace violence. Here are some questions and answers to assist employers in making preparations for their workplaces.
  • Legacy Business Cultures

Fernando Serpa Joins Legacy Business Cultures

By |April 2nd, 2015|

Fernando A. Serpa will put his nearly 20 years’ experience in Diversity and Inclusion strategy, education, outreach and training to work for Legacy Business Cultures where he will lead the Diversity and Inclusion Practice.
  • bullying

Are you too aggressive? If so, it might be killing you

By |April 1st, 2015|

As aggressive behavior is studied more frequently, especially relating to bullying, the focus has tended to be on the long-term effect on mental health.
  • ATD2015

Legacy Business Cultures to Sponsor, Exhibit and Present at ATD 2015

By |March 25th, 2015|

The ATD 2015 International Conference & Exposition is fast approaching and the Legacy Business Cultures team will be returning as a Bronze sponsor to showcase their services and host a session on a core component of the Connecting With Respect curriculum – the “12 Rules of Respect.”

The conference and exposition will be held in Orlando Florida, May […]

  • Race Together

#RaceTogether: More than just a slogan scrawled on a cup

By |March 24th, 2015|

By now, you’ve undoubtedly heard about Starbucks’ Chairman and CEO Howard Schultz wanting to start a discussion about race in America. He started by holding forums over the past three months in which more than 2,000 Starbucks partners (their term for employees) discussed racial issues in Oakland, Los Angeles, St. Louis, New York and Chicago.