A recent opinion piece in Inside Higher Ed brings up important topics about what types of employees normally involve themselves in workplace D&I initiatives, and the tendency to penalize those employees instead of reward them. How can we think about and act on this in our own workplaces?

Amber Madison, Co-Founder of Peoplism, has identified eight ways D&I practitioners can combat diversity fatigue in their workplace. 1. Set realistic expectations around D&I work. D&I is a business imperative. Issues of D&I are infinitely complex and there are no quick fixes. Progress is going to be hard fought over a long period of time. […]

Recording of The Dot conference call on whether unconscious bias training is effective as a tool to increase inclusiveness in the workplace.

A collection of ideas for creating more inclusive tech events. Some are for the event organizers, who clearly play an important role. Some are for speakers and attendees, who can also make a big difference.

The 25 women of Duolingo meet regularly outside of work to compare notes and offer support. This is one of three diversity and inclusion initiatives launched by the company. They think companies should work on their internal culture too, not just hire their way to more diversity and inclusion.