The first step to building equity throughout our society and its systems is to develop an awareness of inequity and its impact on diverse populations.
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As we end another annual celebration of Black History and turn our attention to Women’s History Month, we must continue to examine the many ways in which marginalized groups are denied access to resources that empower them to not only survive, but also thrive.
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Compounding their Emotional Tax and further decreasing their earnings, Black workers often feel pressure to combat generational wealth disparities by providing financial support to friends and family members, even when such support means the workers themselves live paycheck to paycheck. This phenomenon, known as the Black Tax, leads to Black employees having little to no income to use for savings, life insurance, investments, or higher education, the tools their white counterparts use to build generational wealth for their children.
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The idea of privilege goes against the lore of the American Dream, the notion that we all can achieve success with hard work regardless of our background or income…Let’s face the truth: opportunity inherent in the American Dream has never been evenly distributed.
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With workers spread out in their various home environments and likely feeling anxious about their health and job security, maintaining a strong office culture built on belonging may prove difficult. Here are five tips to strengthen your employees’ sense of belonging until they can return to their desks.
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To bolster engagement and commitment from their teams, employers must look beyond diversity and inclusion to belonging.
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Listen in! As a featured guest on “Leadership Tidbits” by Coach Tee Wilson, you will hear more about the leadership journey of Robin Shabazz, Principal, The Eastledge Group, and her practical tidbits of information that may encourage you to both live out your personal and professional dreams and share your insight with others.
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As Diversity & Inclusion professionals (or HR professionals with D&I responsibility), we have witnessed the “highs” and “lows” of mainstream support of diversity and inclusion programs in nearly every professional context (business, government, nonprofit, education, etc.).
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Robin DiAngelo, author of White Fragility is a trailblazer! As a former Diversity & Inclusion professional, she speaks from her unique lens as a white female, who has experienced privilege her entire life and yet seeks to fully understand the racial history of America.
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You know the cliché “work smarter not harder,” so after 30 years on the corporate grind, I left the global, billion-dollar window view to launch my own business.
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