Unconscious bias has unquestionably played a role in your career development.

Unconscious bias is normal, and natural. But that doesn’t mean it’s healthy or productive.

Unconscious bias is in operation whenever we are making decisions—about hiring, promoting, evaluating—impacting everything we do without our conscious awareness.

What difference will coaching make in relation to Diversity and Inclusion (D&I) challenges facing your organization?

We open the New Year by continuing to explore the vast potential of our ever-growing, multi-generational workforce.

Managers need to embrace inclusivity and self-reflection to effectively navigate the diverse needs of a multi-generational workforce, ensuring authenticity, transparency, and adaptability in their leadership approach.

The global competition for skilled talent and the need for diverse perspectives is pushing organizations to rethink their strategies for recruiting and retaining a diverse workforce, requiring them to address unconscious biases, broaden talent pipelines, and foster inclusive cultures that embrace diverse backgrounds and experiences.

E-Learning can play an important role in effective Diversity & Inclusion (D&I) training.

The goal of diversity and inclusion (D&I) training is to shift your organization closer to its D&I and business goals.

Will shifting demographics challenge how effective employee engagement is implemented?

When asked which diversity topics were most important to them, many respondents to an IBIS newsletter-generated survey included on their list an examination of “Leaders as Diversity Champions.”

Global diversity training often focuses too much on U.S. concepts of race and gender, neglecting regional diversity issues. For diversity to be globally relevant, training must address region-specific challenges and move beyond a U.S.-centric approach.