Despite some of the recent pushback that has been in the news recently, diversity training is as crucial in today’s multicultural and globalized society as it’s ever been. Why? For the simple reason that it leads to a workplace culture better suited for getting things done.
Updated: August 5, 2026 Respect in the workplace means engaging every colleague fairly and without judgment, regardless of background. It shows up in two forms: respect as a person (equal courtesy for everyone) and respect for professional achievement (recognition for good work). Workplaces with strong respect see lower stress, higher productivity, better collaboration, and [...]
There is no escaping the conclusion that we have work to do if we truly desire to create a more equitable economy and society. If inequity in our society is compelling enough for you to commit to take action, here are 4 examples of meaningful actions you can start doing to become an active inclusionist.
Updated: July 24, 2026 Employee disrespect includes behaviors like verbal abuse, bullying, offensive humor, and spreading rumors that damage trust and hurt productivity. Handling it effectively means addressing the poor behavior directly, documenting incidents, and escalating when the behavior doesn't improve. In serious or repeated cases, disciplinary actions, including suspensions and even termination may [...]
Every one of us has unique views and opinions. With over 7 billion people on this planet, it's no wonder that we see things differently from one another. These differing viewpoints can lead to disagreements, arguments, and even violence. Most of us like to think that we're open-minded and respectful towards those who see [...]
Sometimes the easiest things to do on occasion are the hardest to turn into regular habits. Why? Because developing new habits is tricky, requiring both intention and practice. This is particularly true when it comes to being more respectful, civil and inclusive in our work behaviors because our brains our constantly trying to balance doing what’s best for ourselves vs. what’s good for others. Here are 10 really basic things we can incorporate into our day-to-day interactions with co-workers that will benefit them and potentially help ourselves at the same time.
Most of us have had at least one opportunity to report to a truly great leader or manager. Great leaders inspire us, challenge us, help us see the big picture and find ways to get the best out of us (sometimes even more than we knew was there ourselves). Unfortunately, many of us have had [...]
We've all been a part of "meetings from hell" - late starting meetings with no agenda that run long and accomplish nothing. If this scenario sounds even a little bit familiar, have no fear. It turns out that science actually offers up some pretty simple and straightforward strategies that can benefit us all.
Sometimes, we humans have a tendency to make things more difficult for ourselves than necessary. We overthink, over-analyze and generally over-complicate the process of solving problems that have simple solutions. That said, simple does not mean easy. In fact, the simpler and more straightforward a solution, oftentimes the greater the mental and behavioral inertia is that has to be overcome. Such is the case of pursuing truly inclusive societies and workplaces. The good news is that that there is a relatively simple (not saying easy) process we can all commit to in order to become more inclusive and cultivate our sense of “us” and “we.” In a word, it’s RESPECT.
In the wake of increasing incidents involving police shootings of unarmed African American males, it seems logical that police forces across the country would benefit from training that addresses the impact of implicit bias amongst officers. But will that make a difference? Skeptics of implicit bias training raise valid concerns about its effectiveness, especially for police officers who are often placed in high-pressure situations in which they may be more likely than other professions to need to rely on quick judgments. The question discussed in the following article is whether or not training can be effective in helping to reduce or eliminate the negative effects that implicit biases can result in.
