On World Kindness Day, Rhodes Perry moderated a panel discussion with some of today’s most inspiring diversity, equity, and inclusion thought leaders. Together, they discussed how workplace leaders could cultivate workplace cultures of belonging after the midterm elections. If you were unable to participate in the November 13 discussion, you now have the opportunity to watch a recording of the panel and learn how political changes impact workplace culture. You will also gain insights on how to navigate politics and lead on workplace belonging.

Save the date! Belonging at Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization, launches November 13th! Join the movement! Share what belonging at work means to you by using the hashtag, #belongingmovement, and #belongingatwork on your social media platforms. Then register for the November 13th panel discussion with workplace thought leaders featured in the Belonging at Work book by visiting: www.rhodesperry.com/register.

On National Coming Out Day (October 11), I had the honor of moderating a panel discussion about dismantling workplace barriers for transgender and non-binary (TNB) people at Portland State University’s School of Business. The event was organized for participants interested in learning more about the workplace barriers TNB people in the Portland Metropolitan Area endure, and how community members can help dismantle them. Students, business leaders, elected officials, and government executives all showed up to the event to gain new knowledge, skills, and support in being a part of a community effort to expand economic opportunities for TNB people.

This October, let us celebrate, remember, and honor the sacrifices and hard work of the many LGBTQ people, and our allies, who have come before us to help make the workplace a more welcoming and inclusive environment for so many within the Rainbow Family. For ideas on how to talk about the importance of this month at work, please review this great list.

Celebrations and September go hand-in-hand. This year is especially worthy of celebrating. Why? September is my birth month, and this month marks the completion of writing my first book, Belonging at Work! l wrote the book to help leaders, and those on their way to joining them, build diverse and inclusive workplaces. The stories, case studies, and research featured in the text offer everyday actions you can take, no matter your role, to build a more inclusive organization.

#ImmigrantHeritageMonth is celebrated to recognize the significant contributions immigrants have made and continue to make in the United States. Now more than ever, diversity, equity, and inclusion champions must amplify the importance of this month at work. It's on us to be the change we want to see in the workplace and the world. The time is right - right now - to #KeepFamiliesTogether, advocate for the rights of our colleagues no matter their national origin, and defend our values.

Happy Pride! This post is written especially for those DEI champions ready to take their efforts to the next level. These leaders understand the compelling business case for LGBTQ inclusion, and are ready to begin taking action to build a more inclusive organization. Before getting started, it’s important to understand the common mistakes executive teams often make, and learn the strategies available to avoid them.

Good news – 23 days from today, the 30 Day Pride Challenge kicks off! The challenge offers proven strategies any employee can take action on, no matter their position within an organization. For only $27 - less than $1/day - you will gain support, simple actions, and the confidence needed to cultivate inclusive workplaces for your LGBTQ colleagues. Through these efforts, you will make significant contributions that will signal to your LGBTQ colleagues that they are respected, valued, and belong at work. Enroll today!

This Saturday I’ll be speaking at the University of Notre Dame’s 30th Anniversary Celebration of its Gender Studies Program. I am so honored to join a panel discussion with five fellow graduates of the program. Together we will share how our gender studies degrees have shaped our experiences in the world since graduation. We’ll be joining students, faculty, and staff in celebrating the extraordinary accomplishments of the Program over the past three decades, while connecting with students and learning more about their scholarship.

This Saturday, Rhodes Perry Consulting collaborates with the Portland Area Business Association (aka the City’s LGBTQ Chamber) and NedSpace to host a community listening session focused on dismantling workplace barriers organized by and for transgender and non-binary Portland residents. Community leaders seek community-informed recommendations as to how to dismantle these barriers with the goal of educating local businesses, government officials, nonprofit organizations, and funders. There’s still a few free tickets available to participate, and local transgender and non-binary folks along with allies can secure seats here.

Earlier this year, the Belonging at Work team developed a blog series exploring emerging trends for diversity, equity, & inclusion (DEI) professionals. To connect with fellow professionals, we’ll be offering a live webinar next Thursday, April 12 where participants will have an opportunity to further explore these trends. The learning kicks off at 11 am Pacific/2 pm Eastern time, and DEI professionals along with anyone else interested in the concept of how to cultivate workplace cultures of belonging are encouraged to register here: www.rhodesperry.com/register.

This week’s post examines several strategies designed to link the performance of the senior executive team to their ability in meeting the organization’s DEI goals. It concludes a six-week series examining emerging trends for diversity, equity, & inclusion (DEI) professionals. If you found this series helpful, register for the next RPC webinar, Exploring 2018 DEI Trends, scheduled for Thursday, April 12, and for additional support and strategies related to this work, subscribe to the RPC Belonging at Work Newsletter.

Belonging – it's the reason why I started my business, and it's the driving force behind why I've dedicated my career to inspiring others to open their hearts and minds to new people, ideas, and experiences. As I continue to build a purpose-driven business designed to make it easier for professionals to bring their whole selves to work, I am eager to learn more about the specific challenges you are looking to address, and how I can offer support or guidance. I encourage you to let me know how I can help by sending a quick email.

This week’s post examines several strategies designed to reduce unconscious bias during the interview process. It is a part of a six week series examining emerging trends for diversity, equity, & inclusion (DEI) professionals. After reading this post, register for the next RPC webinar, Exploring 2018 DEI Trends, scheduled for Thursday, April 12, and for additional support and strategies related to this work, subscribe to the RPC Belonging at Work Newsletter.

Last week I published the third of six posts exploring emerging trends for diversity, equity, & inclusion (DEI) professionals. This week’s post examines how we can effectively measure the impact of our DEI initiatives. The content specifically dives into how your firm can incorporate metrics to determine the true ROI of your organization’s DEI efforts. After reading this post, register for the next RPC webinar, Exploring 2018 DEI Trends, scheduled for Thursday, April 12, and for additional support and strategies related to this work, subscribe to the RPC Belonging at Work Newsletter.

Last week I published the second of six posts exploring emerging trends for diversity, equity, & inclusion (DEI) professionals. This week’s post examines to source candidates with non-traditional credentials to meet the high demand for talent in booming industries such as tech, healthcare, and green energy. As your firm continues to evolve and compete for high potential talent, subscribe to the RPC, Belonging at Work Newsletter, for more ideas, strategies, and solutions to help address your specific workplace inclusion challenges.

Last month, I co-facilitated a webinar for the International Association for Human Resource Information Management (IHRIM) where we discussed the power and pitfalls of artificial intelligence. Inspired by the conversation, I decided to take the conversation further by developing a blog series exploring some of the 2018 trends for diversity, equity, & inclusion (DEI) professionals. Over the next six weeks we’ll take a deeper dive exploring some of these trends. Be on the lookout for more posts every Wednesday, and if you like this content, subscribe to the RPC newsletter.

Last week I co-facilitated a webinar for the International Association for Human Resource Information Management (IHRIM) where we discussed the power and pitfalls of artificial intelligence. Inspired by the conversation, I decided to take the conversation further by developing a blog series exploring some of the 2018 trends for diversity, equity, & inclusion (DEI) professionals. Over the next six weeks we’ll take a deeper dive exploring some of these trends. Be on the lookout for more posts every Wednesday, and if you like this content, subscribe to the RPC newsletter.

Artificial intelligence is playing an increasing role in all aspects of Human Resources systems and everyday practices. Often, technology is making decisions before people are making them. But can technology be used to minimize unconscious bias in HR operations? Or does it reinforce stereotypes, and sabotage a company’s diversity, equity, and inclusion (DEI) strategy? If you are curious about these questions, consider attending an upcoming webinar I'll be co-facilitating with my friend and colleague, Bernadette Smith on Wednesday, January 31 at 12 pm PT for members from the International Association for Human Resource Information Management (IHRIM)

SOAR – it’s my official word for 2018, and it came about while I was dreaming big about what I want to accomplish this year. Read this post to learn more about how I came up with the word, and how you create your own word that can help you stay focused on accomplishing your business goals for this new year. After you finish reading the post, consider sending a quick email letting me know how I can help address the specific challenges you are looking to resolve when trying to create a workplace culture of belonging for you, your colleagues, and your organization.