Companies are utilizing people analytics in targeting an inclusive workplace culture more than ever before as working remote and how to reach each and every employee has become the new normal. Getting an honest view on progress related to diversity, the equity within business processes, and how inclusive the corporate culture is through people analytics is becoming more and more difficult for Human Resources departments and companies as a whole.  This has been a tremendous year of change for companies and these forces of change are drastically altering the landscape of work.

Over the past few weeks inequities and health disparities in quality of care have been highlighted with reports showing how COVID-19 has been infecting and affecting vulnerable populations and marginalized communities at a disproportionately high rate. Although COVID-19 doesn’t see dimensions of diversity such as race, location, gender, age, or socioeconomic status, it is highlighting our healthcare system’s role to play when it comes to addressing inequities and health disparities of care for more vulnerable populations.

Over the past few weeks inequities and health disparities in quality of care have been highlighted with reports showing how COVID-19 has been infecting and affecting vulnerable populations and marginalized communities at a disproportionately high rate. Although COVID-19 doesn’t see dimensions of diversity such as race, location, gender, age, or socioeconomic status, it is highlighting our healthcare system’s role to play when it comes to addressing inequities and health disparities of care for more vulnerable populations.

In order to empower employees and create lasting growth, businesses will want to consider conducting business-wide unconscious bias trainings regarding diversity and inclusion. Studies show that properly-designed trainings can increase managerial representation across ethnicities while empowering women to seek out mentorship opportunities. By recognizing the benefits that a powerful unconscious bias training can deliver, companies can craft evidence-based seminars to promote an inclusive culture in which all employees can thrive and add value.

I vividly remember the mix of shock and comfort I felt upon entering Disrupt Indy’s inaugural conference in 2017. I was raised in the Midwest, but going to a black tech conference in Indianapolis didn’t seem like a possibility years ago. That’s why the emergence of tech hubs outside of Silicon Valley and Silicon Alley has been really validating. The energy at Disrupt Indy was unique — like hanging out with a bunch of tech-obsessed cousins and other family members. I felt immediately comfortable being my authentic self as we discussed the importance of inclusive technology, bias in recruiting processes, and the need for black tech founders. I also felt genuinely supported by the companies recruiting at the event. Representation matters, and demonstrating a commitment to creating inclusive spaces for people of color in technology is increasingly important

Professional services firm Clarkston Consulting today introduced the IDEA Seminar Series, an innovative, action-based diversity and inclusion training program aiming to replace the routine, check-the-box diversity programs of the past. Each IDEA Seminar provides attendees with a platform to Inform, Discuss, Engage, and Act on an issue related to Inclusion, Diversity, and Equality in Action.