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Our DEI blog features varying viewpoints on inclusion, leadership, social psychology, design thinking and more.
Collage of articles representing our DEI blog

Latest Posts

Graphic with a pink frame and a clock at the bottom. The headline asks: How much time do your people leaders spend navigating “awkward” or inappropriate workplace interactions?
Leadership & Culture

How much time do your people leaders spend navigating “awkward” or inappropriate workplace interactions?

https://dialectic.solutions/wp-content/uploads/2026/09/awkward-or-inappropriate-workplace-interactions.mp4 From oversharing in Monday morning check-ins to unintentionally crossing lines during casual small talk, subtle communication missteps create friction across teams. The Inspector: “How much did you spend on that vacation?” The Political Commentator: “I would never vote for that idiot!” The Unsolicited Body Critic: “Wow, you look so

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September 10, 2026
A graphic that states: Since 2022, manager engagement has dropped by nine points, and it tends to decline with larger spans of control, according to Gallup. Image in the bottom right corner shows a manager helping a struggling employee.
Leadership & Culture

Manager engagement is declining

https://dialectic.solutions/wp-content/uploads/2026/09/Manager-engagement-has-dropped.mp4 Since 2022, manager engagement has dropped by nine points (https://bit.ly/SGW-2026), and it tends to decline with larger spans of control (https://bit.ly/4zNFMyL), according to Gallup. Why? Because managing more people usually means spending less time on strategic leadership and more time on putting out tiny fires. This problem is of

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September 3, 2026
Retro pixel art of an old computer on a desk with a blue screen that shows an enveloppe and the title "Email". A man stands beside the computer shrugging his shoulders with a thought bubble that reads “Why don’t my employees know how to use email?”
Leadership & Culture

“Why don’t my employees know how to use email?”

“Why don’t my employees know how to use email?” If you hear your managers complaining about unprofessional digital communication, you’re not alone. They’re probably dealing with overflowing inboxes from “Reply All” emails, inappropriate use of Slack or Teams, and a lack of digital hygiene. When onboarding early-career talent, employees from

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September 1, 2026
A plain white title slide with the text: “Workslop” is quietly destroying team productivity.
AI

“Workslop” is quietly destroying team productivity

https://dialectic.solutions/wp-content/uploads/2026/08/Workslop-is-quietly-destroying-team-productivity.mp4 Defined as AI-generated content that looks polished on the surface but is bloated, unhelpful, or low-quality, “workslop” is clogging up inboxes everywhere. The core problem? Most organizations handed out AI tools without teaching employees evaluative judgment. When someone dumps unedited AI outputs onto their team, they’re shifting the mental

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August 27, 2026
A pink slide titled "Most Teams Think AI Is Neutral." It warns that AI defaults to a Western lens and boosts majority opinions, creating knowledge gaps, above a photo of three diverse colleagues at a computer.
AI

Most Teams Think AI Is Neutral

https://dialectic.solutions/wp-content/uploads/2026/08/Most-Teams-Think-AI-Is-Neutral.mp4 In reality, it defaults to a Western lens and boosts majority opinions, which creates massive knowledge gaps for global businesses.  When you ask an LLM to draft marketing copy, analyze customer feedback, or evaluate strategy, it doesn’t give you a neutral, universal perspective. It gives you the default setting

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August 20, 2026

AI

A plain white title slide with the text: “Workslop” is quietly destroying team productivity.

“Workslop” is quietly destroying team productivity

https://dialectic.solutions/wp-content/uploads/2026/08/Workslop-is-quietly-destroying-team-productivity.mp4 Defined as AI-generated content that looks polished on the surface but is bloated, unhelpful, or low-quality, “workslop” is clogging up inboxes everywhere. The core problem? Most organizations handed out AI tools without teaching employees evaluative judgment. When someone dumps unedited AI outputs onto their team, they’re shifting the mental

Read More »
August 27, 2026
A pink slide titled "Most Teams Think AI Is Neutral." It warns that AI defaults to a Western lens and boosts majority opinions, creating knowledge gaps, above a photo of three diverse colleagues at a computer.

Most Teams Think AI Is Neutral

https://dialectic.solutions/wp-content/uploads/2026/08/Most-Teams-Think-AI-Is-Neutral.mp4 In reality, it defaults to a Western lens and boosts majority opinions, which creates massive knowledge gaps for global businesses.  When you ask an LLM to draft marketing copy, analyze customer feedback, or evaluate strategy, it doesn’t give you a neutral, universal perspective. It gives you the default setting

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August 20, 2026
A teal slide featuring the white text "How does your team decide which tasks to delegate to AI?" above a photo of a woman with gray hair and glasses shrugging in confusion. A white pill-shaped banner at the bottom reads, "Most AI training teaches employees how to write prompts, not when to trust the output." with the latter half emphasized in pink text.

How does your team decide which tasks to delegate to AI?

Most AI training teaches employees how to write prompts, not when to trust the output. The result? ✉️ High-risk client emails sent with mistakes. ⚠️ Sensitive data fed into public models. ⌛️ Hours wasted trying to get AI to do high-judgment work it can’t handle. If you’re an L&D or

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August 6, 2026

Neuroinclusive Leadership

An infographic with a teal background. At the top, a map icon shows a winding path leading to a red, heart-shaped location pin. Below, white text reads, "The journey toward neuroinclusion starts with..."

The journey toward neuroinclusion starts with…

📍 The journey toward neuroinclusion starts with awareness. The first step is basic training on neurodiversity for managers and teams. Why it matters: ➤ It raises understanding of different ways people think, learn, and process information. ➤ It challenges assumptions about “normal” and helps leaders recognize hidden barriers. ➤ It

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October 30, 2025
An infographic that presents a common myth. At the top, an orange banner with a white "X" reads "MYTH". Below the banner, the text says, "Neurodivergent means autistic." Under the text is a stylized icon of a brain colored in a rainbow gradient, representing the spectrum of neurodiversity.

Myth: Neurodivergent Means Autistic

❌ Myth: Neurodivergent means autistic. ✅ Fact: Neurodivergence encompasses any differences in neurological development or functioning that diverge from the “typical.” This can include dyslexic or dyspraxic people, ADHDers, Autistic people, and folks with intellectual or learning differences or mental health conditions. 👉 Why does this matter?Leaders need to think

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October 28, 2025
Infographic on language. Myth: Person-first language ('she has autism') is most respectful. Reality: The way to respect someone is to ask them how they want to be referred to. Many neurodivergent people prefer identity-first language ('she's Autistic').

Myth: Person-first language (“she has autism”) is most respectful

❌ Myth: Person-first language (“she has autism”) is most respectful. ✅ Reality: The way to respect someone is to ask them how they want to be referred to. Many neurodivergent people prefer identity-first language (“she’s Autistic”). Why does this matter? 💬 Language is not one-size-fits-all. When leaders assume there’s a

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October 27, 2025
An infographic with a red banner that reads, "Approaching Neuroinclusion with Cultural Humility." Below, a thought bubble contains an analogy about attending a dinner in another country and approaching the experience with curiosity and humility.

Approaching Neuroinclusion with Cultural Humility

Imagine attending a dinner in another country – you wouldn’t expect the food, customs, or language to be the same as home. You’d approach the experience with curiosity and humility. Organizational psychologist Ludmila Praslova, Ph.D., suggests we bring the same mindset to neuroinclusive leadership. She frames neurodivergence as a culture

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October 22, 2025
Speech bubble on pink background with the text “My boss doesn’t know that taking care of myself is my other full-time job.”

Invisible Disability Awareness Week

The Invisible Disabilities Association started Invisible Disability Awareness Week to bring awareness to the prevalence and impacts of non-apparent disabilities. 👉 About 80% of people who have disabilities have non-apparent ones, including medical conditions like chronic pain and diabetes, mental health conditions like bipolar disorder or depression, and learning disabilities

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October 20, 2025

What the Research Says: Neuroinclusive Leadership

The EY Global Neuroinclusion at Work Study 2025 reveals that just 25% of neurodivergent professionals feel truly included at work today. Without changes, the impact of colleague behaviors threatens to stifle innovation and prolong disengagement. More than a third (39%) of neurodivergent professionals report an intention to leave their current

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October 16, 2025
An infographic titled, "An Introduction to Neuroinclusive Leadership." Above the text, an illustration shows five diverse people collaborating to hold up large, interlocking puzzle pieces that form a single arrow pointing right, symbolizing progress.

An Introduction to Neuroinclusive Leadership

Most workplaces are built on neuronormativity – the assumption that there’s one “right” way to think, learn, communicate, or work. But truly neuroinclusive leadership starts with a mindset shift: ➤ Redefining “normal” as a broad spectrum of human brains, behaviors, and strengths. ➤ Recognizing that different processing styles, communication preferences,

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October 6, 2025

Difficult Conversations

An infographic titled, "How Microlearning Supports Difficult Conversation Skills." Below the text is an abstract illustration of a hand holding a magnifying glass over a brain icon, surrounded by various learning and data icons like a book, computer, and percentage sign.

How Microlearning Supports Difficult Conversation Skills

1. Microlearning Focuses on Specific, Observable Behaviours Instead of saying “Build trust”, it says: “In your next meeting, thank someone for raising a concern, even if you disagree.” Learners get clear actions they can immediately apply, reducing ambiguity around what “being safe” actually looks like. 2. Normalizes Common Mistakes Without

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September 29, 2025
A graphic with the text "Why are Difficult Conversation Skills Hard to Train?" overlaid on a photo of a woman and man having a serious discussion in an office. The top of the image has the words "GO DEEPER."

Go Deeper – Why are Difficult Conversation Skills Hard to Train?

Conventional training on difficult conversations usually offers step-by-step models, with heavy emphasis on the “right” words to say and in what order. Leaders are expected to carry this blueprint into everyday conversations and apply it as a new skill. This often fails for a few reasons: 1. Low-stakes practice is

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September 25, 2025
A "Myth" infographic on a pink background patterned with bandages. The text reads: "Myth: Rip Off the Band-Aid. The best way to handle a difficult conversation is to 'rip off the Band-Aid' and get it over with." An illustration of two crossed bandages is in the corner.

Myth: Rip Off the Band-Aid

https://dialectic.solutions/wp-content/uploads/2025/10/MYTH-Rip-Off-the-Band-Aid.mp4 ❌ Myth: Rip Off the Band-Aid The best way to handle a difficult conversation is to “rip off the Band-Aid” and get it over with. ✅ Reality: Rushing in without preparation often makes the situation worse. Taking time to reflect, gather facts, and set the tone leads to far

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September 24, 2025
Cover image. Pink background icon showing 2 people talking. Title "How to Do It – Difficult Conversations"

How to Do It – Difficult Conversations

1. Prepare and self-reflect: Identify and process any strong emotions first. What buttons of mine are being pushed? Is my reaction proportional? What do I want to accomplish here? Considering the timing, the setting, and the tone of the conversation is also key to success. 2. Objectively describe the situation:

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September 19, 2025
A graphic with a magenta background covered in light pink question marks. An orange banner at the top reads, "WHAT WOULD YOU DO?". Below it, a white box contains the question in pink text: "Discuss things now or wait until after the conference?" The words "now or wait" are highlighted in orange.

What Would You Do?

Your two high performers are openly undermining each other in meetings and pulling colleagues into factions. You need to address this dynamic, but they’re both sensitive to criticism and you need them on top of their game for a conference happening next week. What would you do? Discuss things now

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September 17, 2025
A "Myth vs. Reality" graphic. Myth: Listening = Agreeing. Reality: Listening to fully understand the other person opens the door to solutions. The graphic includes an illustration of an open door to symbolize finding solutions.

Myth: Listening = Agreeing

❌ Myth: Listening = Agreeing Listening without correcting the person means you agree with them. ✅ Reality: Listening without correcting the other person helps you fully understand them, which opens the door to solutions. The other person’s perspective is not something that you should try to correct – it’s the

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September 15, 2025
Orange background with title "People want more feedback" closeup of a man at the bottom.

People Want More Feedback

Jack Zenger and Joe Folkman analyzed the responses of 2,700 respondents to a Harvard Business Review survey. What they found is that virtually every employee wanted more feedback. Of those who value corrective feedback, nearly two-thirds agree that “my performance and possibilities for success in my career would have increased

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September 11, 2025
A blue graphic with the title "Effective communication supports employee engagement" supports is underlined.

Effective Communication Supports Employee Engagement

https://dialectic.solutions/wp-content/uploads/2025/10/Effective-communication-supports-employee-engagement.mp4 Effective communication has been consistently shown to enhance employee engagement by fostering a supportive and transparent work environment (Men, et al., 2020). A big part of what makes conversations “effective” is when they are two-way, allowing employees to feel that their opinions are valued and considered. This is shown

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September 8, 2025
A "Myth" infographic on a red background patterned with yellow smiley faces. A central black box identifies the myth: "GOOD = FEELS GOOD," with a scribbled smiley icon. The text below reads, "A successful difficult conversation ends with everyone feeling good."

Myth: Good = Feels Good

https://dialectic.solutions/wp-content/uploads/2025/10/myth-good-equals-feels-good.mp4 ❌ Myth: Good = Feels Good A successful difficult conversation ends with everyone feeling good. ✅ Reality: Sometimes, the best outcome is clarity, not comfort. You can set expectations, agree on next steps, and still have tension in the air. That’s okay. The point isn’t to erase discomfort. It’s

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September 4, 2025
Orange infographic listing the 5 Keys to Difficult Conversation. Read the post to learn these keys.

5 Keys to Difficult Conversations

https://dialectic.solutions/wp-content/uploads/2025/10/5-keys-to-difficult-conversations.mp4 Every leader faces tough conversations about performance, behaviour, or workplace conflict. Conversations about these issues are not one-off events – they’re a continuous process that’s central to leadership relationships. Following a structured approach to difficult conversations can help leaders get over the initial panic of “What do I say?”

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September 3, 2025

Psychological Safety

Gradient graphic with the title "Psychological Safety, You Might Need This Program if..."

You might need Psychological Safety Learning Snippets if…

https://dialectic.solutions/wp-content/uploads/2026/01/Psychological-Safety-You-might-need-this-program-if.mp4 1) People Don’t Listen To Each Other If team members frequently dismiss ideas or ignore different viewpoints, trust erodes over time. Leaders can foster psychological safety by making it clear that everyone is expected to contribute to the discussion and every idea will be considered with respect. When a

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January 28, 2026
A graphic reading "Psychological Safety BUILDS RESILIENCE in Times of Change." An illustration shows a person standing firm and stopping a row of falling red dominoes from collapsing.

Why does psychological safety matter? It builds resilience in times of change.

Why does psychological safety matter? It builds resilience in times of change ✅ Teams with psychological safety navigate crisis and uncertainty more effectively. ✅ During COVID-19, healthcare workers who felt supported showed significantly lower levels of stress, burnout, and PTSD. ✅ Safety supports agility, collaboration, and clear thinking when stakes

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January 21, 2026
A graphic titled "WHY IT MATTERS." Large text reads "Psychological Safety STRENGTHENS Inclusion and Belonging." Below, a crowd of diverse hands with varying skin tones and clothing styles reach upward against a light blue background.

Why does psychological safety matter? It strengthens inclusion and belonging!

Why does psychological safety matter? It strengthens inclusion and belonging! ✅ People speak up more when they feel seen, respected, and valued. ✅ Psychological safety benefits everyone, but it’s especially powerful for employees from underrepresented groups. ✅ It enables diversity to translate into better collaboration and decision-making. See how Learning

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January 19, 2026

EASY FIRST STEP: Model Vulnerability.

https://dialectic.solutions/wp-content/uploads/2026/01/Easy-First-Step-Model-Vulnerability.mp4 Showing you’re human makes it safe for others to do the same. Say: “I don’t have all the answers” or “I made a mistake on that, here’s what I learned.” Learn and apply soft skills with Learning Snippets. See how they work: https://bit.ly/LSInAction Linkedin Follow us on LinkedIn

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January 12, 2026
An infographic with a pink to orange gradient background with the title: MYTH Psychological safety is in opposition to accountability.

Myth: Psychological Safety is in Opposition to Accountability

https://dialectic.solutions/wp-content/uploads/2026/01/MYTH-Psychological-safety-is-in-opposition-to-accountability.mp4 ❌ MYTH: Psychological safety is in opposition to accountability. ✅ REALITY: Accountability is ‘psychological ownership’ which is dignifying and allows people to ‘own’ their part in the team’s success. It is not ‘punishment’ for doing wrong or taking risks. When you understand accountability with this frame, it’s easier to

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January 8, 2026
An infographic with text: "Your organization needs psychological safety training and it's your job to supply it. How can you pick effective training from a sea of bland options?" A search bar icon is shown with the words "psychological safety training."

Your Organization Needs Psychological Safety Training, and It’s Your Job to Supply It

https://dialectic.solutions/wp-content/uploads/2025/10/Pick-Effective-Training.mp4 How can you pick effective training from a sea of bland options? Look for: Behaviour-based, not buzzword-based: Learning Snippets teaches specific, observable actions and strategies. It focuses on what people should do differently, not just what to believe. Experiential and interactive: Learning Snippets involves practice, feedback, and reflection, not

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August 27, 2025
Blue infographic that looks like a blueprint, with the title "The Psychological Safety Learning Snippets Program Was Built For…" Planning icon in the bottom right corner with a gear, pencil, right angle ruler and scroll.

The Psychological Safety Learning Snippets Program Was Built For…

Previous Next The Psychological Safety Learning Snippets program was built for: 1) People Managers and Team Leads They’re the ‘first line’ of leadership. They have daily opportunities to respond to questions or new ideas, to manage performance, and to hold people accountable. These leaders set the tone for team culture

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August 25, 2025
An infographic with the text "Easy First Step" in a pink circle. Below, a speech bubble says, "Thank People for Speaking Up." The graphic has a purple background with icons of a pointing hand and clapping hands.

EASY FIRST STEP: Thank People for Speaking Up

https://dialectic.solutions/wp-content/uploads/2025/10/Easy-First-Step-Thank-people-for-speaking-up.mp4 Thanking people for speaking up reinforces that raising issues is welcome, not risky. Even if you disagree, say: “I appreciate you bringing that up.” Learning Snippets help you learn and apply soft skills. Learn how they work: https://bit.ly/LSInAction Linkedin Follow us on LinkedIn

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August 21, 2025
Cover with the title "PSYCHOLOGICAL SAFETY, Why Are These Skills HARD to Train?" on a white background with pink pixel border.

Psychological Safety – Why Are These Skills Hard to Train?

Previous Next Leaders might know that they want to create psychological safety, but it doesn’t bring them any closer to knowing how, exactly. Awareness doesn’t automatically translate into knowing what to do differently day-to-day. That’s because the behaviours that create or erode psychological safety are often: Subtle: A raised eyebrow,

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August 18, 2025
An infographic stating, "Psychological safety requires an appreciation of POWER." Below, it says, "You can't build psychological safety if your leaders are 'power-blind.'" This is illustrated by a man and woman in business suits wearing blindfolds.

Psychological Safety Requires an Appreciation of Power

https://dialectic.solutions/wp-content/uploads/2025/10/Power-blind.mp4 Psychological safety requires an appreciation of power. You can’t build psychological safety if your leaders are ‘power-blind.’ Leaders need a foundational understanding of the risks inherent in employees sharing/dissenting/innovating and of their own relative power (by virtue of their role/position, but also through other identity factors like socio-economic status,

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August 14, 2025
An infographic with a purple gradient background. White text reads, "Psychological safety doesn't happen overnight." Below the text is an icon of a crescent moon and stars, reinforcing the "overnight" theme.

Psychological Safety Doesn’t Happen Overnight

Psychological safety doesn’t happen overnight. Leaders need learning and practice opportunities to respond in ways that build psychological safety and to identify tendencies/habits/styles that undermine it. Learning Snippets help leaders practice behaviours that create psychologically safe workplaces. https://bit.ly/LSPsySafe Linkedin Follow us on LinkedIn

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August 11, 2025
An infographic with the text "Easy First Step" in a pink circle. Below, two speech bubbles read: "Invite Input." and "Then Listen." The graphic includes an icon of a pointing hand and a soundwave.

EASY FIRST STEP: Invite Input, Then Listen

https://dialectic.solutions/wp-content/uploads/2025/10/Easy-First-Step-Listen.mp4 Signal that input is expected, not extra. Ask: “What’s your take?” or “What concerns do you see here?” Learning Snippets help you learn and apply soft skills. Learn how they work: https://bit.ly/LSInAction Linkedin Follow us on LinkedIn

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August 7, 2025
An infographic titled "WHY IT MATTERS: Psychological Safety Depends on Leadership at Every Level." An illustration shows a team looking up as a leader rides a large, orange upward-pointing arrow.

WHY IT MATTERS: Depends on Leadership at Every Level

Leaders set the tone: through what they say, how they react, and what they reward. Psychologically safe leaders admit mistakes, invite input, and stay calm under pressure. They foster openness and trust, creating a climate where people do their best work, even in crisis. Investing in manager training and leadership

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August 4, 2025
An infographic with the text "Easy First Step" in a pink circle. Below, a speech bubble says, "Normalize Asking Questions." The graphic has an orange and pink background with icons of a pointing hand and question marks.

EASY FIRST STEP: Normalize Asking Questions

https://dialectic.solutions/wp-content/uploads/2025/10/Easy-First-Step-Normalize-Asking-Questions-1080×1080-1.mp4 Reward curiosity, not just confidence. Say: “That’s a great question, thanks for raising it.” Learning Snippets help you learn and apply soft skills. Learn how they work: https://bit.ly/LSInAction Linkedin Follow us on LinkedIn

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July 31, 2025
An infographic titled "WHY IT MATTERS: Psychological Safety Promotes Learning from MISTAKES." An illustration shows a person examining a book with brain and heart icons nearby.

WHY IT MATTERS: Psychological Safety Promotes Learning from Mistakes

When safety is low, people hide errors; when it’s high, they report and learn from them. Amy Edmondson’s research found more errors in “low-reporting” hospitals—not fewer—because staff were afraid to speak up. Read more. Toyota’s “stop the line” policy is a classic example of safety driving real-time learning and accountability. Read more. 

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July 28, 2025
An infographic stating, "Psychological safety isn't a policy." Below the text is an icon of a document being stamped with a red 'X' mark, symbolizing that it's not simply a formal policy.

Psychological Safety Isn’t a Policy

Psychological safety isn’t a policy. You can’t build psychological safety in an organization through policy, or even through communicating it as a “value” to all employees. It has to be built top-down, starting with leaders. Learning Snippets help leaders practice behaviours that create psychologically safe workplaces. https://bit.ly/LSPsySafe Linkedin Follow us

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July 24, 2025
An infographic with a red-orange background. Text reads: "Why are these SKILLS needed now? PSYCHOLOGICAL SAFETY". An icon at the top shows a magnifying glass over a lightbulb and gear.

Psychological Safety – Why Are These Skills Needed Now?

Previous Next 1) Employees demand skills development. According to a report from Seismic, a striking 96% of millennials and Gen Z professionals view access to skills development as extremely important. Organizations failing to recognize and respond to this expectation risk significant talent drain, with 61% of professionals considering new job

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July 21, 2025
An infographic about a "COMMON MISCONCEPTION" of "PSYCHOLOGICAL SAFETY." On a light pink background, dark pink text states the misconception: "Leaders think people who need psychological safety are 'weak.'" A large, light pink "X" is in the top-left corner.

Common Misconception: Leaders Think People Who Need Psychological Safety Are “Weak”

https://dialectic.solutions/wp-content/uploads/2025/10/Common-misconception-psychological-Safety-Weakness.mp4 Some people misunderstand psychological safety as a way of “coddling” or “weakening” employees, often because they confuse it with being overly permissive or avoiding accountability. This assumption often has a generational aspect, with younger employees who value psychological safety being perceived as “soft” or overly sensitive to the events

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July 17, 2025
Abstract sky background with title "What is Psychological Safety?"

WHY IT MATTERS: Psychological Safety Boosts Well-Being and Engagement

https://dialectic.solutions/wp-content/uploads/2025/10/why-it-matters-psychological-safety-boosts-well-being-and-engagement.mp4 ✔ Psychological safety supports mental health and employee engagement✔ Safety is directly linked to higher workplace health scores✔ When employees feel safe, they’re more likely to seek help, talk about mental health, and advocate for others A Mental Health America study showed that psychological safety strongly correlates with overall

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July 14, 2025
An infographic about a "COMMON MISCONCEPTION" of "PSYCHOLOGICAL SAFETY." On a pink background, white text states the misconception: "Leaders think they have to be less demanding." A large orange "X" is in the top-left corner.

COMMON MISCONCEPTION: Leaders Think They Have to Be Less Demanding to Increase Psychological Safety

https://dialectic.solutions/wp-content/uploads/2025/10/Common-misconception-psychological-Safety-less-demanding.mp4 ⚠️ COMMON MISCONCEPTION: Leaders think they have to be less demanding to increase psychological safety. Accountability is ‘psychological ownership’ which is dignifying and allows people to ‘own’ their part in the team’s success. It is not ‘punishment’ for doing wrong or taking risks. When you understand accountability with this

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July 9, 2025
A "Myth" infographic with a black background. Bright pink neon, cursive text reads, "Psychological Safety = Good Vibes Only." A red "MYTH" banner is at the top.

MYTH: Psychological Safety Means “Good Vibes Only”

❌ MYTH: Psychological safety means “good vibes only.” ✅ ACTUALLY: When people have permission to be candid, it can actually lead to healthy tension and disagreement. Tension and creative disruption can be uncomfortable, but they fuel innovation, read more. Disruption can also be a force that realigns us with core

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July 3, 2025
Orange and pink infographic with title "Exploring the SCARF Model" Icon of gear lightbulb and magnifying glass.

Exploring the SCARF Model

Previous Next How can I make my workplace psychologically safe? One way to understand what supports or threatens psychological safety is through the SCARF model, which highlights five key social needs: Status Certainty Sutonomy Relatedness Fairness   When leaders are aware of these needs, they can limit threats and build

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July 1, 2025

Access & Inclusivity

A vibrant orange and purple graphic asks, "What does Indigenous history mean to your organization?" The text encourages learning about local Indigenous communities and the legacy of colonization. Below is a stylized white illustration featuring a narwhal, a fiddle, and flowing patterns.

It’s National Indigenous History Month.

What does Indigenous history mean to your organization? Learning about the history of your local Indigenous communities and the legacy of colonization is still as important as ever. It’s also easier than ever. A great place to start is visiting whose.land or native-land.ca to identify the Indigenous communities near you.

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June 10, 2026
A black and white graphic features a backlit silhouette of a woman. Bold white text reads: "MAY IS SEXUAL VIOLENCE AWARENESS MONTH," and "While it is often a 'silent' month in professional circles, it shouldn't be."

May is Sexual Violence Awareness Month

While it is often a “silent” month in professional circles, it shouldn’t be. The truth is that sexual violence doesn’t stay outside the office. It shows up in our Zoom calls, our boardrooms, and our team dynamics. It tags along to work with one in three women, one in eight

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May 14, 2026
A red stop sign reading, "STOP treating accessibility like a special request." Below, text explains that understanding the difference between Accommodation and Access shifts us from a "compliance" to a "culture" mindset.

Access vs. Accommodation

Stop treating accessibility like a special request. There is a fundamental difference between Accommodation and Access, and understanding it is the key to moving from a “compliance” mindset to a “culture” mindset. ⎯ The Accommodation Model: ❌ Is reactive – it requires the employee to disclose and “prove” their need.

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April 20, 2026
Graphic reading: "If anyone on my team were really disabled, I would know... right?" followed by a white X. Text below: "If your disability compliance training treats disability as an unlikely or highly apparent occurrence, it's missing the mark."

Training About Non-Apparent Disabilities

https://dialectic.solutions/wp-content/uploads/2026/04/Training-About-Non-Apparent-Disabilities.mp4 “If anyone on my team were really disabled, I would know… right?” If your disability compliance training treats disability as an unlikely or highly apparent occurrence, it’s missing the mark. That’s because about 80% of disabilities are non-apparent. This includes chronic pain, diabetes, depression, dyslexia, and forms of neurodivergence

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April 13, 2026
Graphic with text: "Is your current disability training changing culture, or just ticking a compliance box?" alongside a photo of four diverse professionals, including a woman in a wheelchair, smiling and collaborating at a desk with laptops.

Problems with Typical Disability Training

Is your current disability training changing culture, or just ticking a compliance box? These are 5 signs your approach is falling flat: ⎯ It Focuses on “Awareness,” Not “Action” Knowing that 1 in 4 adults has a disability is a statistic; knowing how to caption a video or run an

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April 8, 2026
Pink and blue graphic with title "World Autism Awareness Day" in a circle surrounding a ribbon that has puzzle pieces on it.

World Autism Awareness Day

https://dialectic.solutions/wp-content/uploads/2026/04/World-Autism-Awareness-Day.mp4 In Ontario, 44% of Autistic children have a parent who is excluded from the workforce. That isn’t a personal choice—it’s a systemic failure. Today is World Autism Awareness Day, and we’re looking at a critical piece of the inclusion puzzle: The Caregiver Workforce. In Canada, 1 in 50 children

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April 2, 2026
A graphic with teal and cream abstract background shapes. A white outline of a hand points toward a large pink circle containing the text "Easy First Step" surrounded by sparkles. Below, an orange button reads "Listen" next to a faint line drawing of an ear with soundwaves.

Easy First Step – Listen

https://dialectic.solutions/wp-content/uploads/2026/02/Easy-First-Step-Listen.mp4 The most powerful tool in your anti-racism toolkit? Your ears. We often rush to “fix” problems or defend our intentions. Instead, practice Radical Listening: Intentionally create opportunities to listen, consult, and engage. Listen without judgment. Quiet your brain and resist the urge to respond, fix, solve. Believe the person’s

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February 27, 2026
A graphic with a concentric square border over an orange and pink gradient. A central black square features white text: "Resilience is a RESOURCE, Not a SOLUTION." An X with lines on either side divide the page between resource and solution.

Resilience is a Resource, Not a Solution.

Every February, we celebrate the profound resilience that defines Black history. But are we depending on that strength rather than fixing modern workplace culture? In addition to facing structural or systemic disadvantage, Black and racialized people commonly face microaggressions: subtle, everyday expressions of oppression—verbal, behavioural, or environmental—that communicate hostile or

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February 26, 2026
Pink graphic with the text "1 in 5 Children Are Affected by Bullying." Icons of 5 people with one highlighted.

1 in 5 Children Are Affected by Bullying

Today, on Pink Shirt Day, Canadians send their kids to school in pink shirts to remember the impact of bullying which affects 1 in 5 children. But bullying doesn’t only affect children and teens – it can also show up in our workplaces, eroding psychological safety, mental health, and professional

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February 25, 2026
A split graphic with a yellow top and green bottom. A red stop sign sits next to text reading "Stop hiring for 'Culture Fit.'" Below, a purple rocket and plus sign accompany text reading "Start hiring for 'Culture Add.'"

Stop hiring for “Culture Fit.” Start hiring for “Culture Add.”

https://dialectic.solutions/wp-content/uploads/2026/02/Culture-fit-vs-Culture-add.mp4 “Culture fit” often means hiring people who act, speak, and look like the existing team. This reinforces conformity and bias. “Culture Add” values candidates who reflect your ethics but bring something new – diverse perspectives, experiences, and skills that challenge the status quo, fill gaps in awareness, and boost

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February 19, 2026
A graphic asking, "WHY DOES MOST TRAINING FAIL TO CHANGE BEHAVIOR?" The phrase "CHANGE BEHAVIOR?" is circled in black with an "X" mark. Below, a man in a white shirt shrugs with confusion.

Why does most training fail to change behavior?

https://dialectic.solutions/wp-content/uploads/2026/02/The-Forgetting-Curve.mp4 Because of the “Forgetting Curve.” Research shows that 60 minutes after a training session, participants have forgotten 60% of the lesson.  To build real habits, you need Spaced Learning. Breaking content into small, scenario-based chunks over time helps learners retain, recall, and actually apply new skills when it counts.

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February 12, 2026
A graphic with a red and pink gradient background shows the back of a person with long braids. White text reads: "What does the data actually say about the Black experience in the workplace?" followed by "Learn more in the post."

The Reality of the Black Experience at Work

https://dialectic.solutions/wp-content/uploads/2026/02/the-Black-Experience-at-Work.mp4 What does the data actually say about the Black experience in the workplace? We need to actively work to close these gaps.👇 → The Unemployment and Underemployment Gap: The unemployment rate for Black Canadians is nearly double the national average. Even with university degrees, Black graduates are twice as

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February 10, 2026
A video still of Rochelle Ramathe, a Black woman in a blue top, speaking about mentorship vs. sponsorship on the Just One Q podcast.

Are you mentoring when you should be sponsoring?

https://dialectic.solutions/wp-content/uploads/2026/02/The-Power-of-Allies-in-Workplace-Advancement_square.mp4 There is a critical difference. A Mentor gives advice and guidance. A Sponsor uses their political capital and power to advocate for you in rooms where decisions are made. The data shows a gap: 20% of white employees have sponsors, compared to only 5% of Black employees. To drive

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February 9, 2026
A split graphic comparing "MYTH" and "REALITY." Top: "I don't see color. I treat everyone the same." Bottom: "Ignoring race ignores the lived experience of your colleagues."

MYTH: “I don’t see color. I treat everyone the same.”

https://dialectic.solutions/wp-content/uploads/2026/02/MYTH-I-dont-see-color.mp4 ❌ MYTH: “I don’t see color. I treat everyone the same.” ✅ REALITY: Ignoring race ignores the lived experience of your colleagues. When we claim colorblindness, we choose to ignore the reality that racism exists. Research shows that “not seeing race” often leads to dismissing the unique barriers Black

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February 6, 2026
A graphic titled "What is Allyship?" Large red text reads "Allyship isn't a badge you wear, it's an action." A footer on a red wavy background reads "It's not about who you are, but what you do."

What is Allyship?

A Deloitte study found 90% of people identified as allies, yet a significant disconnect remains between intent and action. True allyship is a lifelong process of building relationships based on trust, consistency, and accountability. It requires unlearning biases and recognizing that our society is not neutral. Allyship means: 🏃‍➡️ Act:

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February 5, 2026
An infographic asks, "Why Isn't Your Inclusion Training Working?" A photo shows a large audience sitting in rows facing a presenter, depicting a traditional lecture-style training session.

Why Isn’t Your Inclusion Training Working?

Critics of belonging and inclusion training can point to plenty of low-engagement and low-ROI initiatives. When training keeps missing the mark, we can be forgiven for wondering, “Is this really an issue we can tackle in the workplace?” The good news is that inclusion is a skillset that can be

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November 26, 2025
An infographic titled "What the Research Says." It states, "Discrimination causes real harm to people and workplaces." Below is a large red stop sign with the text "What actually works to STOP it?" inside.

What the Research Says – Stopping Discrimination

What the Research Says Discrimination causes real harm to people and workplaces. What actually works to stop it? Research shows one‑time trainings have mixed outcomes (Dobbin & Kalev, 2021). But the measures that do move the needle are ones embedded in how we hire, evaluate and promote people. Key levers

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November 19, 2025
An infographic titled "What the Research Says." It shows two statistics: "About three in four employees have faced microaggressions," illustrated by 3 of 4 icons, and "Nearly one in five employees have experienced racial discrimination," illustrated by 1 of 5 icons.

The Ongoing Cost of Discrimination

The numbers are hard to ignore: about three in four employees have faced microaggressions, and nearly one in five have experienced racial discrimination, according to a 2024 meta-analysis. What’s the real impact of discrimination on employees and organizations? ❌ Talent and performance loss → Discrimination reduces an organization’s ability to

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November 18, 2025
Video still: Myth: "'Civility' is the new 'Inclusion'". Reality: "Civility doesn't bridge divides or build belonging. It just helps people coexist politely." The graphic includes a photo of a woman in a business suit.

Myth: “Civility” is the new “Inclusion”

https://dialectic.solutions/wp-content/uploads/2025/11/Myth-Civility-is-the-new-Inclusion.mp4 ❌ Myth: “Civility” is the new “Inclusion” ✅ Reality: Civility doesn’t bridge divides or build belonging. It just helps people coexist politely. Why does this matter? → “Civility” often asks people to stay comfortable rather than stay curious. It prioritizes tone over truth, and sometimes treats all viewpoints as

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November 13, 2025
An infographic with a red-orange background. The text reads, "You can't train bias out of people, and that's not the goal." Below is a white line-art icon of a person giving a presentation to an audience.

You can’t train bias out of people, and that’s not the goal.

You can’t train bias out of people, and that’s not the goal. In the past decade, collective conversations about equity and systemic bias have gained momentum. Many organizations have turned to anti-bias training which aims to make people aware of their unconscious biases. → The unspoken assumption – when someone

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November 13, 2025
An infographic titled "An Introduction to Inclusion." The headline says, "Inclusion: It's a lot more than 'being nice'," explaining it's an action, not passive acceptance. An illustration shows diverse colleagues collaborating within puzzle piece frames.

Inclusion: It’s a lot more than “being nice”

Most workplaces still treat inclusion as a value, not a skill. But inclusion isn’t a wishy-washy feeling or an aspirational goal. It’s about choosing behaviours, policies, and practices that help people feel valued, involved, and respected for the perspectives and experiences they bring. Inclusion doesn’t happen by accident, and “being

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November 7, 2025
Middle aged older business woman working on laptop in office

‘Am I Useless Now?’ Older Women Deserve Better

Ageism commonly affects women over 40 in the workplace. In spite of their tremendous wisdom and experience, women over 40 may be passed over for new roles or promotions, or simply not consulted about their needs and goals. Research tells us that age-based exclusion and discrimination are magnified for older

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February 12, 2024
Diverse coworkers chatting at work party

Yes, Let’s Celebrate

“Should my workplace plan holiday festivities?”  It’s been a particularly challenging time for so many people as we individually and collectively grieve unfolding hostilities and humanitarian catastrophes in the Middle East and around the world. Some people’s perspectives are being painfully and dramatically redrawn by current media. For others, conflict

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December 18, 2023

E-Learning

A black slide featuring the title "What Does 'Fake' Microlearning Look Like?" written in a ransom-note style using mismatched, cut-out letters. On the left side, a silhouette of a person wearing a trench coat and hat stands in a brightly lit doorway, casting a long, dark shadow across the floor.

What Does ‘Fake’ Microlearning Look Like?

“Fake” microlearning looks like microlearning on the surface. It’s bite-sized, consumer-grade, and convenient, but it fails to deliver real learning or impact. It’s more style than substance. Here’s what to watch out for: It’s just chopped-up content. Long eLearning split into 2-minute videos does not equal microlearning. “We took the

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July 30, 2026
An infographic titled "WHY LEARNING SNIPPETS?" It states they have high engagement rates, and that "Learners who start a program FINISH 90% of it, on average." It also mentions enthusiastic learner feedback.

Why Learning Snippets?

1) Learning Snippets have exceptionally high engagement rates.  Learners who start a program finish 90% of it, on average. These engagement metrics are paired with enthusiastic learner feedback in which learners articulate specific learnings and opportunities for application.  2) Learning Snippets drive engagement: 4.5/5 stars ‘I prefer this over conventional

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October 29, 2025
Woman who is a confident leader in the foreground, diverse team working in the background

Who decides what everyone learns?

At Dialectic, we think a lot about DEI, soft skills, and leadership training that makes organizations more inclusive and human-friendly. When we team up with clients to develop the best possible solutions for their needs, we might be talking with an L&D Lead, an HR Manager, an Executive, or some

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February 21, 2024
Vitalogue Thanksgiving scene talking about advanced care planning

E-learning Game Helps Families Discuss Advance Care Planning

The Thanksgiving holiday season is the perfect time for families to have important discussions about advance care planning. Advance care planning involves making decisions about the type of care you would like to receive if you become unable to speak for yourself due to illness or an accident.

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September 20, 2018

Game Jam: Designing Learning for the Real World

Experience is the most powerful teacher. We figure out whether our decisions are good or bad, right or wrong from experiencing the consequences of our actions, judging whether it ‘worked’ or not and then adjusting our behaviour accordingly.

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May 28, 2018

Inclusive Leadership

A bright, white, futuristic tunnel with concentric rings leading to a glowing center. Red and pink text in the middle reads "DEI hasn't gone away, it's gone deeper."

DEI hasn’t gone away – it’s gone deeper

We’re living in a highly charged political and cultural moment. Public pushback, shifting legal landscapes, and budget pressures have caused many organizations to scrub DEI acronyms from their websites and org charts and pull back on high-visibility initiatives. But behind the scenes, smart People & Culture teams aren’t abandoning the

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July 20, 2026
Magenta background of repeating tiny portraits. Text on white pixelated blocks asks, "IS YOUR AI-BASED RECRUITMENT EQUITABLE?"

Is your AI-based recruitment equitable?

As HR leaders lean on AI to manage high volumes of applications, we need to consider the risks of automated discrimination. Without the right guardrails, AI can replicate and amplify biased hiring patterns and skip over top talent. Here are 5 critical questions you should ask when selecting and evaluating

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July 9, 2026
A pink graphic featuring a magnifying glass over a white cloud shape. Text inside the cloud reads, "It's hard to build inclusion in our organizations if we're not clear on what it is." Text below reads, "Here are some common myths about inclusive leadership."

Inclusive Leadership Myths

It’s hard to build inclusion in our organizations if we’re not clear on what it is. Here are some common myths about inclusive leadership. ⎯ ❌ Myth 1: Inclusion means agreeing with everyone. ✅ Reality: Inclusive leadership is not about consensus-driven stagnation or avoiding difficult decisions. It is about ensuring

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June 29, 2026
A graphic showing a blurred audience with one person raising a hand. Text reads: "We tend to agree that inclusive leadership is a good thing, so why is it so notoriously hard to train people to do it?"

Why Inclusive Leadership is Hard to Teach

We tend to agree that inclusive leadership is a good thing, so why is it so notoriously hard to train people to do it? Most organizations treat inclusive leadership like a technical skill. You sit through a 60-minute webinar, take a quiz, and suddenly you’re “certified.” But inclusive leadership isn’t

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June 11, 2026
Collaboration teamwork and unity concept. Top view of diverse multi racial group of people pulling fists together in circle meaning togetherness and tolerance vector illustration

Why is an ERG a good entry point for DEI in an organization?

Inclusion has been a growing concern for organizations for several years, but the pandemic shifted the discourse. Employees and recruits are demanding that companies do more to create more inclusive workplaces and improve feelings of belonging among workers. Employee Resource Groups (ERGs) are one way that organizations can work with

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March 21, 2022
Diverse group of workers at a board room table. Two people shaking hands.

I Can’t Find Diverse Applicants: What Should I Do Next?

Workplace diversity and inclusion should be a top priority for businesses looking to hire new talent. To make diversity and inclusion an ongoing part of your recruitment process, you’ll need a clear understanding of what diversity means and what this looks like in the workplace.

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February 16, 2021

Top 3 DEI Trends for 2021

2020 has been a year unlike any other. As the year comes to a close, here are our top 2021 diversity, equity and inclusion predictions. 2021’s diversity, equity and inclusion trends appear to share a common theme: in the wake of unprecedented societal changes due to COVID-19 and the Black

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December 24, 2020

How to be Inclusive this Holiday Season

There are likely more holidays being celebrated by your colleagues at the end of the year than just Christmas. It’s important to respect the many different ways your employees may be spending this time of year.

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December 15, 2020

How Do I Retain a DEI Team?

The key is strong leadership and a workplace culture that authentically and actively promotes diversity and inclusion. Womxn, LGBTQ+ employees and employees of colour are likely to leave their jobs due to unfairness, discrimination and dissatisfaction with the duties of their role. This means if you haven’t done so already,

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November 17, 2020

How Do You Measure the Impact of DEI Training?

Being able to measure learning outcomes of DEI training is essential to successfully tracking an individual’s progress. Most DEI training isn’t measurable, which means although your workplace may be investing in diversity, equity and inclusion, you won’t be able to definitively determine changes in employee behaviour or influence.

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November 3, 2020

Does Unconscious Bias Training Actually Work?

Unconscious biases develop over the course of a lifetime, however they can be unlearned with proper training and practice. Unconscious bias training works to disrupt discriminatory habits by pushing you to challenge and acknowledge your own unconscious biases head-on. To do better, you have to know better.

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October 15, 2020

In-Person Training Isn’t Essential to DEI Outcomes

The ongoing COVID-19 pandemic has forced many companies to rethink their professional development strategies, including their existing DEI training approaches.  Entering our eighth month in quarantine, we are familiar with the complications to daily workplace routines that follow working remotely. You can feel reassured knowing online DEI training won’t be

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October 6, 2020
Inclusive team

The Thinking Habits of Inclusive Teams

Diversity and inclusion should always be at the forefront of your thoughts and efforts in the workplace. One-off training days for diversity and inclusion might be great in the moment, but real change to your workplace culture will come from making diversity, equity and inclusion a daily habit.

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September 22, 2020
Illustration of 2 office workers at a table talking.

How Do I Talk to My Boss About Diversity and Inclusion?

Understanding the complexities of diversity and inclusion in the workplace can be overwhelming. Talking to your boss about how to improve your company’s diversity and inclusion strategies doesn’t need to be. While there are many resources available, information overload can make it difficult to know how to start the conversation.

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September 17, 2020
Illustration of diverse colleagues around a boardroom desk including a person who uses a wheelchair and a person in a turban

The First Step to Making Your Leadership More Diverse

Leading your workplace to diversity starts with challenging the status quo. Measurable results come from prioritizing the development of your own inclusive practices. Everyone has unconscious biases and blind spots, so seek feedback from your team about your strengths and potential learning opportunities in order to address yours.

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August 27, 2020

Is Your Workplace Culture Machine Learning Ready?

Machine learning, AI and change management: 3 ways leaders can prepare their organization for success. For decades, futurists have been predicting that the workplace will one day be radically transformed by artificial intelligence (AI) and machine learning.

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November 6, 2018

3 Mistakes HR Leaders Make Trying to Fix Corporate Culture

Toxic corporate cultures can be incredibly difficult to fix, despite the valiant efforts of HR leaders to create programs to improve morale and boost productivity. You know that a positive workplace, with an innovative, collaborative, self-motivated and high performing team is essential to your company’s success.

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August 27, 2018

Making Space for Mental Health

A paperback book titled "trauma sensitivity at work: HOW TO LEAD SAFE, INCLUSIVE TEAMS" by Adriana Leigh rests on a wooden surface. The cream-colored cover features the title encircled by painted, swooping brushstrokes of light blue, orange, and red. A small endorsement quote at the top praises the book.

“Can you believe she did that?”

We’ve all been angry or annoyed with someone at work. But our reactions can have less to do with the behaviours of others and much more to do with what’s happening within ourselves. The most productive question you can ask in a heated moment isn’t about the other person. It’s:

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May 18, 2026
A graphic with a bright pink border reads "May is Mental Health Awareness Month!". Below is a woman's profile silhouette featuring a double exposure effect: her head is filled with bright, sunlit clouds against a soft pink background.

May is Mental Health Awareness Month!

May is Mental Health Awareness Month! You’ll probably notice lots of content about burnout, self-care, and workplace wellness initiatives. But there is a quieter, more persistent factor impacting workplace mental health that we rarely talk about: The way we ask people to learn. The mental load on professionals is at

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May 7, 2026
A graphic with a pink and teal patterned background features a photograph of two people working intently on laptops in an office. Headline reads, "Is your 'Value Friction' causing a talent drain?" Footer says "LEARN MORE IN THE POST."

Is your “Value Friction” causing a talent drain?

For Millennials and Gen Z, meaningful work is a mental health requirement, not a “perk.” Data shows that these generations currently face a burnout rate 3.5 times higher than Boomers. They are hyper-attuned to the social and environmental impact of their labor. When an employee questions if the work “is

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March 30, 2026
A graphic with a teal and pink gradient background features a teal banner at the top reading "CLOSING THE INFLUENCE GAP". Below, two overlapping speech bubbles are shown, with the front white bubble containing the text "Are you really asking for feedback?" in pink.

Are you really asking for feedback?

https://dialectic.solutions/wp-content/uploads/2026/03/Are-you-really-asking-for-feedback.mp4 Having influence over decisions in the workplace is a key driver of mental health. On the flip side, when employees are excluded from decisions the result is “learned helplessness.” This is a major driver of disengagement and turnover. The way we seek input matters – people can tell if

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March 26, 2026
A graphic with a teal background displays the white text: "Beyond the 'One-Size-Fits-All' Approach to Workplace Mental Health." Below, an illustration depicts a person holding a large pink puzzle piece, placing it onto a larger puzzle shaped like a human head.

Beyond the “One-Size-Fits-All” Approach to Workplace Mental Health

As we mark Neurodiversity Celebration Week, it’s time to shift our perspective on workplace mental health. Approximately 15–20% of the population identifies as neurodivergent – including those with Autism, ADHD, Dyslexia, Dyscalculia, Dysgraphia, Tourette Syndrome, and sensory processing differences. Neurodivergence impacts workplace mental health in two critical ways: Increased Risk:

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March 16, 2026
A close-up image of a person's face bathed in a deep pink/magenta light. A stark black rectangle obscures their mouth, bearing the white text "MENTAL HEALTH & THE PRICE OF SILENCE".

Mental Health & The Price of Silence

In the knowledge economy, “speaking up” is often framed as the key to visibility, leadership, and success. But the ability to share ideas is more than a career strategy – it’s a fundamental pillar of psychological health and safety in the workplace. When we have influence and our contributions make

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March 12, 2026
A graphic with a teal and pink gradient overlay features a faintly visible background image of a group of office workers smiling and clapping. Large white text reads: "Who gets the glory in your organization?"

Who gets the glory in your organization?

https://dialectic.solutions/wp-content/uploads/2026/03/Who-gets-the-glory.mp4 Success in our organizations often centers on the “closers” – the high-status roles who handle the big client presentations. But what about the “invisible labour” of people administrators in the background who ensure the foundation doesn’t crumble? When recognition is skewed toward high-status roles, it frequently falls along gendered

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March 5, 2026
Woman at desk with head in hands with piles of work to do

Can We Avoid Burnout?

We often use the term “burnout” as a vague label for an exhausting day or week of hard work, but actual burnout is more than just feeling a little stressed out. Left unchecked, burnout can show up as physical, mental, and emotional illness — and can have some pretty devastating

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March 4, 2024
Woman working at laptop with head in hands

How to Approach the New Year: Persevere or Pause?

January is Self Love Month and it has never been more important for employees to carve out time for prioritizing wellbeing. As we approach the two year anniversary of the beginning of the pandemic in March, it’s important to recognize the emotional and mental toll that pandemic fatigue has had

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January 19, 2021

Why is Mental Health a Diversity Issue?

It’s important to recognize challenges diverse populations face when trying to access mental health services and resources. In the wake of global racial injustice protests and health disparities of COVID-19,  depression and anxiety have more than tripled in Black and Latinx communities. To effectively deliver on workplace commitments to diversity,

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December 1, 2020

ONE Thing You Should Do to Improve Your Mental Health

Mental health awareness is for everyone. We all have our mental health to look after. Mental illnesses tend to be the focus of mental health awareness movements as one in five people are expected to experience a mental health problem or illness in any given year. It’s also important to

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October 22, 2020

Working from Home and Caring for Older Adults

The ongoing pandemic has started conversations about the difficulties of parenting while working from home. With millions of people now juggling work and caregiving, it’s important to recognize setting boundaries, implementing new routines and managing well-being are just as critical in this space as in childcare.

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October 20, 2020

Knowledge Mobilization (KMb)

Vitalogue Thanksgiving scene talking about advanced care planning

E-learning Game Helps Families Discuss Advance Care Planning

The Thanksgiving holiday season is the perfect time for families to have important discussions about advance care planning. Advance care planning involves making decisions about the type of care you would like to receive if you become unable to speak for yourself due to illness or an accident.

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September 20, 2018

#HRCYouthReport Addresses LGBTQ Teen Experience

We couldn’t be more proud to see our partners at the Human Rights Campaign Foundation release their groundbreaking report on the status of LGBTQ youth in America. The 2018 LGBTQ Youth Report – which is based on the largest survey of LGBTQ youth to-date – reveals the overwhelming challenges LGBTQ youth face

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May 16, 2018

Sexual Expression & Gender Identity​

A graphic with a rainbow border and a Progress Pride flag. Text reads: "DON'T FORGET PRIDE STARTED AS A RIOT."

Don’t forget – Pride started as a riot.

S2LGBTQIA+ Expression and celebration truly matter! AND we collectively have a lot of work to do to address the realities still facing the community. Pride means working to address systemic challenges and remaking the world so that it’s safe for trans, nonbinary, Two Spirit, and racialized community members. Here’s where

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June 8, 2026

What Are Pronouns and Why is It Important We Use Them?

Words matter and so does the way people refer to us through our names and pronouns. Gender binary pronouns are well-ingrained into our societies. While you may already be familiar with traditional identifiers, such as “he/him/his” for men and “she/her/hers” for women, the binary reference of gender no longer applies

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November 26, 2020
Diagram of intersectionality showing Ethnicity, Gender, Age, Sexuality, (Dis)Ability, Culture, Class, Religion

Intersectionality and its Impacts

The many different identities people bring to a workplace is something to be celebrated and acknowledged. However, it is important to recognize in all identity-diverse groups, there are no one-size-fits-all approaches to understanding or categorizing employees.

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September 24, 2020

Offsetting Racial Biases

Black History Month

Black History Month 2022: 5 Things We Can Learn from History

This year, we must take actionable steps to make our lives and workplaces more equitable as we learn from history. February is Black History Month, an internationally recognized celebration of the contributions Black people have made and a time to reflect on the continued struggle for racial justice. Without implementing

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February 2, 2022

The Science Behind Snippets

Humans forget about half of the information they’re taught within an hour of having learned it. Learning Snippets was created with this forgetting curve in mind so that you can get the most out of your time and resources.

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October 8, 2020
Illustration of teacher on computer screen and faces in bubbles around it representing e-learning and online training.

How COVID-19 Has Highlighted Inequality in North America

The COVID-19 pandemic has exponentially changed the way the world functions. Although most of us can say our daily operations look a little different than they did at the beginning of quarantine, it’s important to recognize marginalized communities are being disproportionately affected by the impacts of the virus.

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October 1, 2020
Illustration of diverse office workers

How Dress Codes Feed Systemic Racism

Workplace dress codes reinforce the systemic structures of oppression in which we all live. There may be good intentions behind setting a professional dress code for your workplace. However, dress codes have and continue to be used as tools of oppression. It’s important to recognize the historical influence of racism

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September 10, 2020

Try Learning Snippets FREE

See how easy it is to activate soft skills in your organization. Soft skills training on 3 key topics: Leadership, Belonging and Collaboration.

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