In today's rapidly evolving workplace, static, one-size-fits-all training is becoming a relic of the past. For organizations to thrive and meet the needs of their employees, especially as they navigate complex challenges, they need to embrace a more flexible, action-oriented approach to learning and development.

Traditional approaches often involve lengthy timelines that delay the impact of these initiatives. Design sprints offer a powerful alternative—a structured, time-bound process that enables organizations to rapidly prototype, test, and refine DEI solutions.

Traditional approaches to DEI often involve long, drawn-out processes that struggle to keep up with the changing needs of the workforce. Enter agile methodology—a dynamic, flexible approach that can accelerate your DEI initiatives and ensure they remain relevant and effective.

This is where co-creation comes in—a transformative approach that not only engages employees but also drives meaningful, sustainable change. In this post, we’ll explore how co-creation can revolutionize your DEI efforts and why it’s the future of inclusive organizational culture.

Different recommends leveraging “work with me” guides as a consistent practice for all employees to systematize the gathering of this information. These guides are a great tool for fostering greater collaboration, communication and cohesion within teams.

Is your organization focused on neurodiversity as part of its diversity, equity and inclusion (DEI) efforts? If not, your team is most likely missing out on the competitive advantages that come with embracing neurodivergent employees in the workplace. 

There is no one-size-fits-all approach to DEI work. Every organization is at a different point in its journey. However, regardless of where your team stands, there are core tenets to keep in mind to ensure meaningful progress.

Senator JD Vance's recent comments about Vice President, and now presidential candidate, Kamala Harris have sparked outrage and revealed deep-seated prejudices that extend beyond politics. By calling Harris a "childless cat lady" who lacks a stake in America's future, Vance's remarks underscore a broader societal bias against women who do not conform to traditional family roles.

Our response to SHRM’s recent decision to remove equity from its DEI lexicon. Different DEI is doubling down on our commitment to equity.

Alex Suggs, Co-Founder at Different, shares insights on SHRM’s recent decision to remove equity from its DEI lexicon.

Alex Suggs, Co-Founder at Different, shares insights on SHRM’s recent decision to remove equity from its DEI lexicon.

Alex Suggs, Co-Founder at Different, shares insights alongside other co-founders, CEOs, and Chief People Officers on how businesses can value and respect employee PTO.

Don't miss this crucial read! Milka Milliance, co-founder of Different, shares her expertise in a recent Reworked article, "Make Skill Agility Your Currency for Success".

Our co-founder Alex Suggs was featured in a recent article from HR.com: "The Future Of LGBTQ+ Inclusion: 12 Trends And Opportunities For Improvement".

Big congrats to our co-founder Alex Suggs, MBA and all the award recipients for being recognized by San Diego Business Journal as 2024 LGBTQ+ Leaders of Influence!

Don't miss this crucial read! Milka Milliance, co-founder of Different, shares her expertise in a recent Fast Company article, "How to inspire your staff without burning them out".

Download our free workplace guide to learn how your organization and its leaders can engage more intentionally in your DEI efforts so that employees at every level are informed, engaged and effectively contributing to greater workplace outcomes.

Don't miss this crucial read! Milka Milliance, co-founder of Different, shares her expertise in a recent Reworked.co article, "5 Ways to Be a More Inclusive Boss".

A guide to supporting your non-binary and trans employees when you witness them being misgendered in the workplace.

Today we’re sharing 3 ways you might be eroding trust with your team and how to change it.