Julie Kratz

Always being available, responding right away to emails and saying "yes" to everything have been long-time behaviors cherished in corporate America, yet these behaviors are not helpful for the overwhelming majority of today's workforce — especially for those that are caregivers, those with disabilities or those who are underrepresented in organizations. Here are three strategies to reward actual work over responsiveness, leading to higher engagement and retention.

Women's Equality Day serves as a reminder of the ongoing struggle for gender equality and women's rights. It is crucial to address issues like caregiving leave, sexual harassment and gender biases to achieve true equality.

Not everyone is on board with diversity, equity and inclusion initiatives. For those that are hoping it will fade away, it is time to engage them proactively before they disrupt the culture.

While most people consider themselves to be good people, many struggle to effectively show up as allies. Allyship is about consistent, intentional actions over time rather than one-and-done, check-the-box activities.

Meetings that do not have a unique purpose, warrant debate or specific action item decisions are not inclusive — and therefore tend to be unproductive. Here's how to make sure you're making the most of your meeting time.

Many people get overwhelmed with diversity language. Just two letters in the difference between equality and equity spell out two very different approaches — here's how you can understand how they're different.

Rather than simply honoring Juneteenth as a holiday, organizations that take a more comprehensive and systemic approach demonstrate real allyship, because real change needs action year-round.

Recent actions from Bud Light and Target have created more polarization on diversity issues in the workplace. Pride Month is a special time to celebrate with the LGBTQ+ community.

Having biases is an inherent part of being human, but that doesn't mean we don't have the responsibility to manage them and make sure they don't impact the way we lead.

One of the primary reasons that hold women leaders back is the so-called "glass cliff." Here's how it's keeping women from leadership roles, how it's different from the glass ceiling and what you can do to prevent it.

It's essential for business leaders to realize that it's the workplace that needs to change, not the employees. By doing these three things, leaders can meet employees where they are and create more inclusive workplaces where everyone feels seen, heard and like they belong.

DEI training can be great for any business, but only under the right circumstances from the top down.

DEI work continues to polarize the workforce into two sides — pro-DEI and anti-DEI — yet most people are in the middle. Let's illustrate how DEI can unite or divide organizations by tapping into the following three proven strategies.

The status quo is the enemy of diversity and inclusion. Leaders that truly lead inclusively know the power of challenging non-inclusive norms, disrupting the status quo and proactively engaging in healthy conflict conversations.

Biased statements are unfortunately commonplace. These often unintentional, yet harmful behaviors can signal to others they do not belong and reinforce harmful stereotypes. Simple phrases like these can open the conversation.

To bring more allies into the diversity, equity and inclusion conversation, you need to start incorporating this key concept. Here's why.

True allies don't just say they're committed to diversity and inclusion — they show it. Here's how you can spot a genuine ally vs. a performative one.

By including this essential piece of the overall diversity, equity and inclusion conversation, you bring more human experiences and potential allies into the work.

These flexible work environments have proven to help diversify workplaces — but it's important to ditch previously held beliefs for them to truly be successful.

Starting with a bite-sized approach is the key to authentically weaving diversity, equity and inclusion into the culture of your business, rather than implementing one-off DEI initiatives. Here's why.

DEI is a long game — one that requires nudges along the way. By continuing to emphasize the importance and commitment to DEI in 2023, organizations can achieve more. Here's how.

If you want to build a culture of inclusion where people feel like they belong, it starts with questioning assumptions.

The Great Resignation and "quiet quitting" are far from over. To keep good people, find out why they're leaving and design work with the purpose to center belonging.

More organizations are tying compensation to diversity, equity and inclusion goals — and they're seeing better results. Here's how to craft the right goals and help push the movement for systemic change.

Performance reviews are critical to pay, promotion and assignment opportunities — but they often hurt employees in marginalized groups, thanks to biases. Here are some to watch out for and how to remove them from your reviews.

The workplace was designed for men, and the last several years have only reinforced that notion. That's why women are leaving corporate America and opting to be their own boss — and why it's important for allies to educate themselves on the reasons why.

Marginalized groups are being overtasked with leading diversity work, which is driving them away from their jobs — and the No. 1 reason for leaving is burnout. It's time to engage more allies for positive change.

Words that used to be very commonplace are now recognized as exclusionary and have been replaced with more inclusive language. Here's why using that's essential to understand for your business.

If your organization has yet to send a message or make a statement about human issues affecting diversity, it's not too late.

Because diversity only gets harder as businesses scale, it is important to focus on diversity early.