According to the US Department of Labor, 47 million Americans voluntarily left their jobs in 2021. The number one reason these employees joined the Great Resignation was because they worked for employers that fostered toxic cultures – cultures where exclusion and othering thrive.

If you too have joined the Great Resignation and are seeking your next great career opportunity, you likely are also a part of the “Great Reflection.” This collective reflection period encourages many of us to reimagine the kind of culture we desire – one where our values fully align with our employers’ values.

You will learn 5 simple actions you can take to earn your next great career opportunity. As you listen, you may want to write out your top 5 – 10 personal values that guide how you live and work. Knowing your personal values will help you get the most out of today’s content, as you identify prospective employers that prioritize building more safety, trust, and belonging at work.

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?

For many LGBTQ+ employees, the vision of showing up as authentically as we want in order to do our best work, helping our organizations succeed, has historically felt far away and inaccessible. Today, however, something significant has changed. In a 6-3 Supreme Court decision, LGBTQ+ workers in the United States are now protected from job discrimination. While it’s tempting to believe this monumental decision signals that we have achieved LGBTQ+ inclusion in the workplace, the reality is that our work is just beginning. Read more and learn more about what you can do!

Microaggressions are verbal & nonverbal behavioral or environmental acts of disrespect targeting people with marginalized identities or others perceived to have less power. What happens when they go virtual? How do we recognize them in this context, what can we do to effectively disrupt them, and whose job is it anyway to be the disrupter? This post offers 5 ways you can disrupt them. If you find them helpful consider registering for the next community call this Monday at 1 pm Pacific and 4 pm Eastern Time.

How do we keep our diversity, equity and inclusion goals on track during COVID-19? This past Monday, diversity, equity and inclusion leaders from across the United States offered their ideas on how to answer this question. This post offers a few strategies to help you keep your organization’s DEI goals at the center of decisions made during COVID-19. If you find these strategies helpful, consider registering for the next community call this Monday at 1 pm Pacific and 4 pm Eastern Time.