Topics

  • Successful allyship involves taking meaningful actions to promote equity across the diverse makeup of an organization, which can happen on an individual level or across a company. We want to empower everyone to acknowledge and understand differing identities to become allies in the workplace, which we know is possible for employees of all backgrounds.

  • Being culturally competent means understanding, appreciating and interacting with people from various cultures while being aware of our own cultural beliefs and values. Ensure employees have a deep understanding of those around them and what they bring to the table to help create an inclusive work environment for all.

  • Diversity, equity & inclusion progress relies on three core pillars: strategy of how the work gets done, measurement of effectiveness of said strategies, and leadership that understands the systemic challenges of their community and how to operate on the principle of equity. A successful foundation for an equitable and inclusive organization isn’t possible without all three facets—learn how to tackle them here.

  • An organization is nothing without employees who feel comfortable, empowered and engaged at work. The employee lifecycle consists of attraction, recruitment, onboarding, development, retention, and separation—and it’s imperative to ensure talent has a positive experience throughout their entire tenure at an organization for a resilient, productive staff for years to come.

  • Establishing Employee Resource Groups (ERGs), or clusters of voluntary people who share certain characteristics to create a safe space within an organization, is a keystone to fostering an inclusive and supportive work environment. They may be religious, ethnic, lifestyle or gender-based groups, and utilizing and supporting them correctly is a powerful way to drive positive impact within your organization.

  • The post-COVID workplace will never be the same, and at Seramount, our mission is to help you navigate the ever-changing landscape of diversity, equity and inclusion in the workplace. The onus is on organizational leadership to take charge of the current transformational shift and to lead the next wave of inclusive efforts at work.

  • Throughout the year, specific days, months and time periods are dedicated to recognizing, celebrating and acknowledging different ethnic or marginalized groups. Stay on top of upcoming cultural holidays and heritage months and how to appropriately honor them in the workplace, from time off to company-wide efforts.

  • Creating connections in the workplace is a valuable way to encourage career growth and engage a workforce. Sponsorship allows ambitious, less senior employees to learn from and grow with more senior employees, leading to an enriching and beneficial relationship for both parties; unlike mentors, sponsors are often able to give input and feedback to directly influence a sponsee’s career trajectory.

  • While there’s no simple way to identify and eradicate all underlying beliefs and stereotypes we as humans may hold about certain groups, learning how to mitigate and manage their impacts is critical to nurturing a healthy work environment. Through education, accountability, and holistic practices, we can minimize the biases at play, as well as their harsh effects.