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.

Over the years, we have connected with many executive leadership teams about the profound impact DEI has on organizations. We have learned that no amount of data or evidence supporting the business case will convince a CEO to invest in DEI…

Have you ever given or received a genuine apology? What does it look and feel like? We won't tell you twice why this last conversation – part 3 of Different Discussions – is SUCH A GOOD ONE. We discuss the nuances of practicing vulnerability by asking ourselves: What can we do when it comes to repairing and amending harm done in the workplace?

In the first part of the series, we want to acknowledge the loss and grief coming out of the height of the pandemic, to better understand the tension that exists in our bodies, and the impact of how we address these things collectively – and asked ourselves: How can organizations prioritize mental health and wellbeing now that we are in the midst of some major social and economic shifts?

In this second part, we wanted to focus on the role that leaders play in practicing self-compassion and accepting oneself fully that models what it is to fully show up for others. Are they responsible for showing the same level of commitment to their internal landscape as they are to external business drivers and stakeholders?

We knew there had to be a different way for real, systems-wide change to happen for many of us who desired a better, bolder, more sustainable workplace culture…