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.

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.

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.

We always hear of key areas for managers to improve in. Today we’re sharing 6 less common ways to be a better manager to your team.

Different’s Co-Founder, Milka Milliance, shares a personal reflection on her experience in navigating white workplaces as a Black woman along with some takeaways that can be helpful for your Black employees.

We’re sharing 5 mindset shifts (+ a bonus shift!) you can make as a leader or manager to increase employee productivity without leading to burnout.

The landscape of Diversity, Equity, and Inclusion (DEI) is reaching a critical juncture. The journey thus far has been marked by both significant milestones and setbacks and the rapidly changing societal, economic, and technological milieu we’re all witnessing demands a different (and better) approach.

We’re therefore sharing five key ways to make your organization’s DEI and culture efforts find greater success in 2024.

Leaders play a crucial role in shaping the culture of their organizations. A healthy organizational culture is one where trust, open communication, and collaboration are fostered among team members. These types of organizations not only hire leaders that demonstrate high levels of empathy, they also encourage a culture that is psychologically safe for teams to thrive. Let’s explore the importance of building a healthy organizational culture and the characteristics that leaders must possess and the behaviors they may model to to achieve this.

Leaders play a crucial role in shaping the culture of an organization. A healthy organizational culture that fosters trust, open communication and transparency encourages collaboration. This leads to increased employee engagement, productivity, and psychological safety in the workplace. However, some leaders, knowingly or unknowingly, create cultures of mistrust and fear within their organizations which can have damaging effects on employee morale, and ultimately – business outcomes.

Try these 4 activities you can incorporate at your next team retreat to identify team gaps, build awareness of team dynamics, repair and strengthen relationships, and commit to an action plan that benefits the entire group.

We share some important lessons we walked away with from our leadership retreat that facilitated greater connection, alignment and clarity with our team that can enhance your next gathering.

How does your organization respond to local and global events that affect employees? As humans and workers, we are all inundated with a world (and news cycle) filled with stressors that may impact us, our loved ones, and our communities.

It’s important that leaders have a rapid response approach to effectively engage and reassure team members to not fall into hopelessness or despair when tragic events disrupt employees ability to focus and perform.

Having stood up dozens of DEI bodies (e.g. ERGs, Councils, Equity Teams, Committees and BRGs), we're sharing three reasons why these groups sometimes don’t work – even when the organization has committed resources for these programs and employees are going to meetings regularly.

We believe it’s time to do DEI differently…but what does this mean? We’re sharing 5 ways we believe this work needs to look different in 2023 (and beyond) and what your organization can do to adapt.