The world made a commitment to the Black Lives Matter movement – this month we are given an opportunity to reflect on our promise.
Learn how cultural influences from western ideals might be hindering your organization’s advancement when it comes to inclusion.
Reaching beyond the wildest expectations of our foremothers, women continue to create a future where the sky is no longer the limit for our careers.
Organizations can reduce microaggressions in the workplace through these actions: Leading by example, facilitating honest discussions, building a supportive culture, and committing to lasting change.
How to use talent data to provide new strategic value to business leaders and acquire a competitive advantage in the market.
Understanding the many manifestations of racism is the first step to dismantling it. We all must listen, learn, and contribute to positive change.
Cognitive diversity has major benefits for organizations, but leaders must acknowledge different forms of bias as a first step towards true inclusion.
How the SHL community encourages everyone to bring their authentic selves to work by supporting the LGBTQ+ community and the ‘Queer Art’ initiative.
Equity will only exist when everyone acknowledges and works on the implicit racism that exists in our own communities.
Reflecting, responding, and amplifying the historic and important Juneteenth holiday can help us learn how to build freedom and equity for BIPOC.
Our commitment to drive meaningful change by actively standing against racism, amplifying the voices of people of color, and holding ourselves and community accountable.
Respecting employee identity by using inclusive gender-neutral language positively effects community connections, employer reputation, financial outcomes, and employer talent.
“Racism isn’t just Black people’s problem; it’s everyone’s problem because it erodes the fabric of society.” How to combat racism and racial discrimination.
Most organizations say that their people are their greatest asset and yet how well do they truly understand the power of their people?
As our teams commit to diversity and inclusion, SHL’s Neurodiversity Research Program has made progress towards several goals.
How my mother’s tradition of women’s empowerment taught me to maintain hope for equality and keep the light burning brightly.
How SHL’s neurodiversity research program is considering the accessibility and experience of our assessment solutions for candidates with autism, ADHD, and dyslexia.
Awareness is not enough! Companies Need More Than Training to Encourage Diversity and Inclusion in the Workplace.
A single-minded focus on diversity in the workplace may have drawbacks if the total picture of organizational performance isn’t considered.
3 ways that organizations can create LGBTQ+ friendly workplaces, and 3 ways that SHL can help
Beyond the translation—the importance of careful assessment localization in selecting the best and most diverse, multi-cultural candidates.
Diversity is a hot topic, yet for many firms progress against targets is slow. Could strengthening inclusion initiatives get firms further, faster?
Find out why organizations must focus on agility, workforce diversity, and digitalization in order to flourish in the new world of work.
Ken Lahti explains how organizations can double their pool of leadership candidates and dramatically improve leader’s success in role.