Corporations worldwide are embracing diversity, equity, and inclusion (DEI) through changes to their culture, hiring and promotion practices, and other actions. Making this shift requires training and tough conversations with employees. But getting started can be challenging. Many people feel uncomfortable, even threatened, by the prospects of DEI-related conversations, and they resist these efforts. But without active participation by employees, DEI efforts can’t progress.

It's no secret that our jobs have a significant impact on our lives. We spend a large portion of our waking hours working, and our jobs can affect our physical and mental health, social lives, and overall well-being. But did you know that your job can also shape your cognitive abilities?

April has been Autism Awareness Month, a time to raise awareness and understanding of Autism Spectrum Disorder (ASD). Autism is a neurological disorder that affects communication, social interaction, and behavior. According to the World Health Organization, it's estimated that 1 in 100 children in the world are diagnosed with autism, making it one of the most prevalent developmental disorders.

Many employers have committed to better representation and diverse, equitable, and inclusive workplaces. While there are many ways to approach this challenge, talking about the goal is only the first step. These commitments must be followed by action. Fortunately, diversity and inclusion best practices are available to organizations that want to create real change. 

If the only constant is change, then we have no choice but to learn how to change. But what does it mean to successfully navigate change in the workplace? And what does that look like inside your teams?

Every team invariably runs into communication issues in the workplace. No matter the cause — a language barrier, different communication styles, or simply a misunderstanding — effective teams must diagnose and overcome these communication challenges.

As organizations strive to build diverse and inclusive workplaces, it's important to understand the role that cognitive diversity can play.

Diversity. Equity. Inclusion. Belonging. Concepts that are finally appearing to get the long overdue attention that they deserve in the corporate world.  diversity and inclusion in the workplace than we have in years — maybe ever. Even so, in many organizations, it’s still an uphill battle to move beyond a statement of commitment to actual action.

If you’re struggling to get top-level buy-in for broader diversity and inclusion efforts, it may be time to rethink your approach. Read on for some tips on how to be more persuasive in your conversations with executives and to learn how you can use technology and data to strengthen your argument.

Momentum for action on racial equity has continued to build around the world, and we like many others have spent the past few weeks in an ongoing discussion on what else we can do to help contribute to positive change. It remains remarkably difficult for organizations to have uncomfortable conversations about racial bias, so as a first step we’re spreading awareness of how cognitive diversity can be used as a powerful device to break down the walls in these conversations.

2020 was quite a year! From the COVID-19 pandemic and fundamental shifts in the ways we work, to significant social upheaval in response to racial injustices, the need for better, more inclusive thinking is greater than it has ever been!

Get ready for 2021 with our Top 10 most popular resources from 2020 – eBooks, white papers, and webinar recordings – with Herrmann's community of inclusive leaders, culture champions, and learning & development catalysts.