Diversity, Equity & Inclusion

One way to shore up both recruiting and innovation may surprise you: building a more powerful diversity, equity, and inclusion (DEI) program by including some key strategic steps in your recruitment and onboarding practices.

Kantola’s Alex Miller lays out the process of defining reputational risks related to DEI issues and how to mitigate those risks with a substantive commitment to DEI programs.

Absenteeism costs businesses billions each year. This article explores absenteeism as a symptom and microaggressions and discriminatory behavior as a cause. The solution: a focus on DEI with understanding, empathy, and inclusivity.

If your company already provides harassment prevention as a matter of compliance or policy, adding in DEI training can offer additional benefits to organizations, like mitigating legal risks, attracting and retaining employees, and improving workplace culture.

Whether you shift to a remote, in-person or hybrid workplace model, you have the opportunity to put diversity, equity & inclusion (DEI) to the forefront.

Hiring a diverse workforce isn’t enough to reap the benefits of DEI programs. The real work is in building workplace cultures of inclusion and equity.

Learn about the real costs of unconscious bias in the workplace and how high-quality, nuanced training based on real-life scenarios can help.

Rigid stereotypes about each generation can impede productivity, organizational growth, and employee satisfaction.

DEI programs not only reduce the risk of lawsuits, they address other strategic risks, from employee turnover to customer attrition.

Here’s why DEI training is so important: the elements of an effective versus ineffective training program, the outcome you can expect from it, and the risks of inaction.