Beyond Diversity Podcast

Despite companies’ pledges to change the workplace, 42% of Black women report feeling uncomfortable sharing their thoughts on racial inequity and 22% feel they can’t talk about the impact current events have on them or people in their communities. Organizations have been asked to stop expecting their Black employees to solve the problem or educate their colleagues. The backlash against organizations’ anti-racism efforts is causing some to retreat. So now what?

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Woods Kovalova Group

When leaders’ behaviors improve, team members report more belonging, greater team collaboration, avoidance of groupthink, and higher retention rates for their managers. But what happens when the leader's ego circumvents an organization's diversity and inclusion goals? Listen and submit your comments. 

When leaders’ behaviors improve, team members report more belonging, greater team collaboration, avoidance of groupthink, and higher retention rates for their managers. But what happens when the leader's ego circumvents an organization's diversity and inclusion goals? Listen and submit your comments. 

Schedule an appointment
Woods Kovalova Group

Leaders and employees who are different from their colleagues in religion, gender, sexual orientation, economically, and generationally often hide important parts of themselves at work for fear of negative consequences. This can make it difficult to know how employees feel and what they want. Which increases the likelihood of their leaving your organization.

The vital aspect of inclusion is understanding who your employees are.  For more training please join our 1-hour webinar "Fostering Trust and Respect In The Workplace."

Leaders and employees who are different from their colleagues in religion, gender, sexual orientation, economically, and generationally often hide important parts of themselves at work for fear of negative consequences. This can make it difficult to know how employees feel and what they want. Which increases the likelihood of their leaving your organization.

The vital aspect of inclusion is understanding who your employees are.  For more training please join our 1-hour webinar "Fostering Trust and Respect In The Workplace."

Schedule an appointment
Woods Kovalova Group

 When leaders and co-workers communicate why they believe in inclusion, align anti-bias initiatives with their organization’s business priorities, and do the strenuous work of identifying and repairing barriers, they’re more likely to get buy-in. Otherwise, their well-intended lip service will reveal itself in other areas. Join our latest program Daring Inclusive Conversations®.

 When leaders and co-workers communicate why they believe in inclusion, align anti-bias initiatives with their organization’s business priorities, and do the strenuous work of identifying and repairing barriers, they’re more likely to get buy-in. Otherwise, their well-intended lip service will reveal itself in other areas. Join our latest program Daring Inclusive Conversations®.

Schedule an appointment
Woods Kovalova Group

Managers are powerless to effectively implement critical advocacy and progression-related activities if they fail to have a consistent working rapport with their workers. This is considerably more difficult when supervisors and employees come from unique backgrounds.

• Instruct managers just how to build individualized support for their employees while empowering them to be influential mentors.
• Build leadership awareness of the experiences of underrepresented employees.

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