Move organizational commitments to action by focusing on the how of your work.

The key to sustainability is for exeuctive leaders to recognize resistance to racial equity and create a plan for working through it.

Culture fit is often used to disguise bias. This blog post by Dr. Joanna Shoffner Scott offers one way to know the difference between culture fit and bias in hiring.

Many of us are working through fatigue. This blog post offers leaders practical questions to ask themselves, as well as powerful insights on how to move forward with their work.

The experience of trauma in the workplace can have a lasting impact on employees. It's important to recognize and address the reality of organizational trauma.

Creating a clear, shared “Equity Why” anchors your organization’s racial equity approach and provides direction for new practices.

As anti-transgender legislative activity continues, I believe there are equity considerations for leaders of nonprofits, philanthropies, government agencies, and private businesses, particularly for in-person meetings or other on-site work.

This week, I’d like to share three lessons for organizations I've learned as a consultant and after another year of guiding the hard work of organizational change.

As 2022 closes, it is not too late to honor the equity commitments you have made to yourself and your staff.

Organizations yearn for accountability in their implementation of DEI approaches but often are not sure how to create it.

Shifting from racial equity as a theory to an organizational practice means changing the way you work. Here are five actions to take to help you build a sustainable organizational practice.

Identifying where your organization stands in its journey toward racial equity is important for setting realistic expectations and making progress. Based on my experience, each stage of growth comes with its own set of opportunities and challenges.