Enhance your leadership by understanding and managing your own blind spots. Improve team dynamics through better communication and collaboration. Apply personality insights to refine hiring, team development, and conflict resolution in your HR practices. SHRM Special: $97.00 (Regularly $297 - coupon applied automatically at checkout.)

This microlearning: • Defines terms related to ableism • Identifies the characteristics of ableist language • Provides recommendations for better communication

The takeaways: - The Difficult Landscape for Recruiting and Retention - Causes of Quiet Quitting and Acting Your Wage - Biggest Factors for Employees Starting Search - 20 Fastest Growing Salaries in the Industry - How to Sell This Budget - To Pay at the Remote Location or Corporate Location - Examine Variable Pay and Avoid the Expensive Entitlement Program

The takeaways: Collaboration with all stakeholders needed for buy-in Analysis Tips on trends and targets to measure ROI How to evaluate location and culture for efficacy Cross-communication of recommended results to reach all stakeholders regularly and via multiple channels Understanding organization needs change, and so should engagement initiatives

Five key actions to strengthen organizational culture, Strategic Planning & Implementation, Understanding Common types of Bias, Addressing Bias in the Employee Lifecycle, Counteracting Bias at at every level, Counteracting workplace bias, Building stronger workplace through Organizational assessments, Creating equitable solutions thru equity assessments and audits

Focus: shape organizational culture, equity, and talent sustainability; influence policy, model inclusive leadership, and embed equity into strategic decision-making; drive innovation and enhance team performance.

Discover personal unconscious bias and blindspot detections Slow and fast brain systems of thinking Identifying bias creeps at work Communicating the business ROI (Return On Investment) Identify technique(s) to challenge biases and improve your judgments and decision-making.

Identification of inclusionary principles Understanding of cultural competence Create high-trust environment Understanding of psychological safety Identify inequities within the organizational systems, structures and people How to deepen self-awareness and empathy How to lead with courage and vulnerability Alignment of intentions and Impact

Identify the seven systemic levers that impact equity across workforce performance, accountability, and development systems. Diagnose how current structures may unintentionally reinforce inequity or hinder inclusive excellence. Apply an equity audit lens to assess and redesign systems, roles, and practices within their organization. Integrate accountability mechanisms that ensure fair expectations, evaluations, and advancement opportunities. Build cross-functional partnerships to operationalize equity across HR, operations, and leadership teams. Design and implement measurable action plans that increase transparency, trust, and engagement in performance systems. Evaluate and update HR processes—including hiring, promotion, and evaluation—to align with organizational equity goals and reduce systemic bias.

Explain each of the seven C’s and how they connect to inclusive, equity-driven leadership. Assess personal and team strengths and gaps across the 7 C’s framework. Apply targeted strategies (e.g. empathy-based listening, growth mindset feedback, shared decision-making) to real workplace challenges. Integrate inclusive leadership behaviors into HR policies, talent development, and performance management systems to drive equity across the employee lifecycle. Design action plans to embed the 7 C’s into hiring practices, performance conversations, cross-team collaboration, and organizational culture-building.