It’s budget season, which begs the question, is your employer investing in your career development to help you lead more inclusively in 2023?

o Learn 3 reasons why professional development (PD) budgets are a key ingredient to belonging at work.

o Gain key strategies to help advocate for a PD budget (if you don’t yet have one).

o Recognize the 3 common reasons why many fail to utilize their PD budgets.

o Gain a framework to clarify the specific skills you will need to lead inclusively at work.

o Avoid paying money out of your own pocket to gain the leadership skills you desire.

What's the difference between the golden rule and the platinum rule?

Decentering yourself.

The golden rule asks you to treat others in a way in which you want to be treated, while the platinum rule asks you to treat others in a way in which they want to be treated.

The platinum rule reminds you that the pathway to building more safety, trust, and belonging at work begins by becoming curious about others.

In this spirit, ask yourself: who am I intentionally including in this work, and who am I unintentionally excluding?

Learn why the future of work will be increasingly queer, and recognize what inclusive leaders like you can do to prepare today. This article will help you avoid rainbow washing, or performative allyship, and instead encourage you to embrace four meaningful actions amplifying the wisdom and expertise of your LGBTQ+ colleagues. After you read this article, consider subscribing to the Belonging At Work Newsletter where you can access more great content just like this article at: www.rhodesperry.com/subscribe.

Does your organization have a long-term DEI vision? This long-term vision is one that can be developed using the Imagine Belonging transformation formula. Transformation = clarity to challenge the status quo + confidence to imagine a better culture + commitment to building a belonging culture. Yet, one of the primary reasons why an organization’s DEI goals stall out, or outright fail, is the lack of this long-term vision.

This reality begs the question, how can your workplace establish a long-term DEI vision that will lead toward a culture where you and your colleagues can not only survive, but thrive? This blog post offers three concrete strategies to help your organization answer this critical question, and activate a long-term DEI vision.

As a leader, it’s your responsibility to create a sense of psychological safety and trust, which create the foundation for building belonging at work. This means that each person on the team feels that they can contribute their ideas and lived experiences without fear of negative consequences.

Yet as ideas are shared, and perspectives inevitably clash, how do you as a leader help your colleagues stay focused on why they are working together in the first place? How do you help bridge across personal differences that - (if) left unchecked - could create a toxic environment that leads to personal harm and damages the team’s overall morale?

Since the start of the Pandemic, anti-Asian American & Pacific Islander (AAPI) hate has surged at an unprecedented rate. DEI leaders like you play a critical role in raising awareness and taking workplace specific actions to support your AAPI colleagues. Read this article for five everyday actions you can take to make a difference. Then consider joining the Belonging Membership Community to gain additional support from DEI thought leaders like Lillian Tsai. Thanks for growing the #BelongingMovement!