In uncertain times, we may feel a lack of control, confusion on where to find accurate information, and heightened fear – all of which increases the risk of bias. In this post, learn how six key inclusive leadership traits can help you affirm, validate and allay these feelings in order to reduce bias in the workplace during COVID-19. After reading this post, consider registering for our next Belonging Community Call this Monday at 1 pm Pacific and 4 pm Eastern Time.

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.

Coming out to friends and family is a difficult choice and an important moment for members of the LGBTQ+ community – but doing the same at work is a different experience altogether. This post offers important guidance for those of you who want to do something more for your LGBTQ+ colleagues during these very uncertain times. After reading this post, consider investing in your own self-education and enroll in the 30 Day Pride Challenge. During the month of June, you’ll receive coaching, peer support and skills to put your allyship into action.

How do we give the most vulnerable stakeholders in our organization what they need when we aren’t sure who they are or what actions might help? 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 customize your own organization’s approach 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.

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.

In an effort to support those of us committed to building a sense of safety, trust and belonging at work, my firm is hosting six weeks of community calls designed to build social solidarity while sharing ways we can all lead inclusively during COVID-19. On our last call, the Belonging at Work Community developed five strategies you can build belonging in virtual work. If you find these strategies helpful, consider registering for the next community call this Monday at 1 pm Pacific and 4 pm Eastern Time.

Let’s establish a 2020 Belonging Vision this New Year. If you need support on clarifying this vision, be sure to explore several exciting activities our firm already has on the calendar. Save the date and be sure to bring a colleague or two along for the learning journey. As we enter the new “Roaring ‘20’s,” we have many opportunities to grow the #BelongingMovement, and we look forward to collaborating with you to build belonging at work for all of your stakeholders.

The Belonging At Work book celebrates its first birthday today, on World Kindness Day. In honor of today's #bookiversary, we're excited to announce a few exciting updates in this post including the upcoming release of audio and hardcover editions, over a dozen podcasts where Rhodes serves as a guest sharing the book’s mission, and a 2018 panel discussion focused on the book’s launch last year with DEI thought leaders including Jennifer Brown and Kylar Broadus! You can learn more about the book and what people are saying about it here.

There are only a few more days for you to join fellow leaders, visionaries, change agents, movers, and shakers in getting the support you need to grow the #BelongingMovement. The Belonging Challenge will clarify your vision of what it means to belong at work, offer one 5 minute action you could take each day during the month of November, and get connected to the mentorship and peer support you need to stay focused. If this sounds like a good fit for you, enroll in the program today! Registration for the Challenge closes on Friday, November 1 when the first belonging challenge begins. Together, let’s grow the #BelongingMovement!

Over the past week, we featured 21 diversity, equity and inclusion (DEI) thought leaders inviting us to look at many of the barriers that prevent each of us from feeling a true sense of purpose, meaning, and belonging at work. We also dreamed a bold vision of what we could do to make belonging at work more accessible for folks more marginalized than ourselves. We identified actions we could take to help make belonging at work a bigger, more expansive experience so that it includes the people who are often left out. We recognized our individual gifts, our superpowers, and our power to shift us towards the vision so many of the Summit speakers shared about belonging and the future of work. If you want to bring the Summit home you can grab your extended access pass here.

Back by popular demand, the 2020 Belonging Summit takes place July 13 - 17, and we hope to see you there! The Summit has two primary goals: 1) create an accessible learning experience where leaders, visionaries and change agents can come together to network and support one other no matter their physical location; and, 2) equip participants with the confidence, knowledge, and strategies necessary to build belonging at work, where each person on the team can show up as authentically as they want, do their best work, and help their organization succeed. Save your seat for the Summit here. Registration is FREE!

This simple quote about music is a powerful metaphor for diversity, equity and inclusion (DEI) leaders, encouraging us to prioritize our health and well-being. When we do, it strengthens our collective efforts to continue acting as the organizational catalyst necessary to ignite our colleague’s curiosity, courage and commitment to build belonging at work. We can take this metaphorical breath and rejoin the chorus after we consider adopting some of the basic self-care strategies offered in this article. After reading the post, consider registering for the free Belonging At Work Virtual Summit taking place July 13-17, and gain additional self-care strategies for #BelongingChampions.

Allies. We all need them, and we all have the potential to be one. When it comes to cultivating workplace cultures of belonging, allies are a critical component to advancing an organization’s diversity, equity, and inclusion commitments. But what does it mean to be an ally? This post will walk you through the basics, and empower you to step up and serve as a #BelongingChampion. After reading the post, consider registering for the free Belonging At Work Virtual Summit taking place October 7 - 11, and gain additional strategies on how to serve as a #BelongingChampion.

As we brace for what the future of work will be, we must prioritize our people by centering workplace diversity, equity and inclusion (DEI) commitments. By doing so, we will make more informed decisions valuing the people who continue to make our organization’s great. This post will empower you to prepare for your workplace’s future by offering guidance on how to navigate some of the most challenging changes. It is the second installment of a 5-part blog series related to some of the themes featured in Belonging at Work, an Amazon Best-Seller.

In the DEI world, this artistic concept of negative space translates into concrete guidance for leaders eager to construct their own definition of radical inclusion. This work gets an organization closer to establishing a culture where everyone wants to be radically included. This blog post focuses on how you can begin to leverage negative space to develop your own definition of radical inclusion. It is the first installment of a 5-part blog series related to the inaugural Belonging at Work Online Summit taking place October 7 – 11, 2019. Save your seat for the Summit here. Registration is FREE!

It all begins with an idea.

Want to serve as a workplace champion for LGBTQ inclusion and join fellow leaders, visionaries, change agents, movers, and shakers in getting support to grow the #BelongingMovement? If so, consider enrolling in the 30-Day Pride Challenge and connect with the mentorship and peer support you need to build a more inclusive workplace. Registration for the Challenge closes on Friday, May 31 and you can enroll in the program here! The first challenge goes out to the group on June 1, and we’d love for you to participate. Together, let’s grow the #BelongingMovement!

Let’s face it…keeping New Year’s resolutions is tricky, but it doesn’t have to be. If you have made a personal resolution to do more in your workplace to build an inclusive organization, and you aren’t certain where to start, look no further! The RPC Team has developed the 30-Day Belonging Challenge specifically to help you take everyday actions to cultivate a workplace culture of belonging. When you enroll in the Challenge, you’ll spend about 5 minutes each day (tops!) incorporating some of the concepts from Rhodes Perry’s new book, Belonging At Work. So what are you waiting for? Enroll today, encourage a friend or a colleague to join you, and together let’s grow the #BelongingMovement!

Today we celebrate International Transgender Day of Remembrance & Resilience. The day effectively raises visibility to the significant barriers transgender & non-binary people endure in all aspects of our daily lives; however, TDOR alone is not a panacea to dismantle them. Complimenting the day, we need more cisgender allies, accomplices, and champions committed to doing the day-to-day work required to improve the lives and well-being of our communities. This blog post offers more background about TDOR, and encourages you to consider what more you can do to support transgender & non-binary people.