The post 2026 Diversity Holidays Calendar appeared first on The Diversity Movement.

The answer depends on company culture and personal preference, but it’s also influenced by age. Research shows that older generations in the workplace prefer face-to-face meetings or emails, while younger workers tend to choose direct messaging platforms. When team members choose different platforms, the result can be missed connections, false assumptions, and lower productivity. 

Due to longer lifespans and other demographic changes, multigenerational teams will only become more common, with four or even five generations working together. Collaboration within these age-diverse teams depends on clear communication, and it’s up to leaders to remove obstacles that prevent understanding. The following communication best practices can help your team work efficiently while still accommodating individual preferences. 

1) Remember the goal.

Regardless of the communication method and platform, the primary purpose does not change—sharing information. You may like detailed emails with lots of bullet points, but they’re ineffective if your team doesn’t read them. Ask for feedback and be prepared to shift channels if your preferred method isn’t working.   

2) Don’t make assumptions.

Guessing someone’s motivation leads to misunderstandings or—even worse—damaged relationships. For example, a younger employee might not answer emails or text messages outside work hours, which could be frustrating for an older worker who is accustomed to working evenings or weekends. They might assume they are being ignored, or that their younger colleague doesn’t have a good work ethic. It’s easy to see how these negative emotions would then influence their working relationship. 

3) Ask each person how they prefer to communicate.

Managers should ask each team member about their communication style and explain their own. Setting expectations early is especially important when it comes to giving and receiving feedback. Understanding how your manager gives feedback can help prevent hurt feelings; knowing how your direct report prefers to receive feedback can promote growth and improvement. Written user guides also help team members understand each other’s communication preferences.  

4) Set expectations and provide training.

Most organizations have a common platform for communication, which all employees are expected to use, regardless of their personal preferences. Establishing guidelines ensures that everyone knows where they can find the information they need. When multiple channels are used, employees should be trained in how and when to use each platform. 

5) Use a variety of channels.

Your team might use Slack or Teams for routine check-ins and schedule a meeting for announcements or other important conversations. Many organizations post crucial information on their intranet and follow up with emails or town hall meetings. The key to transparency is establishing a procedure that aligns with different communication preferences, even if it means repeating information. 

6) Create psychological safety.

Even when following these best practices, misunderstandings can happen. When they occur, it’s important that team members feel able to identify the problem and discuss solutions, without blame or fear of retaliation. If miscommunication creates tension between colleagues, a culture of psychological safety can encourage them to resolve the conflict quickly, rather than letting negative emotions fester. 

Effective communication doesn’t happen by chance—it requires intention, structure, and mutual respect. Within multigenerational teams, assumptions about age or preferences can easily derail teamwork, so leaders should stay curious, adaptable, and proactive.  Adopting clear communication guidelines helps reduce misunderstandings and fosters a collaborative environment where everyone can contribute their best work. 

Future business success relies on the ability to recruit and retain the most talented individuals, no matter their age. Our experts can give you the tools to bridge the generational divide and create an inclusive environment where all workers feel a sense of belonging. Learn more about our generational diversity workshop. 

The post Bridge the Communication Gap: 6 Tips for Multigenerational Teams appeared first on The Diversity Movement.

The post Pride Under Pressure: How to Create a Safe Workplace for LGBTQ+ Employees appeared first on The Diversity Movement.

As Passover begins, it’s important for leaders and teams to foster a workplace culture where everyone feels seen, respected, and supported. For many in the Jewish community, Passover is a sacred time of remembrance, resilience, and liberation—and an opportunity to gather with loved ones in meaningful tradition. 

In this short video, we explore simple yet impactful ways to support your Jewish colleagues during this important holiday. From accommodating Seder schedules to understanding dietary needs, our resources can help you foster an environment where all employees of all faiths feel supported and welcome year-round.  

Want to go further? Explore our full calendar and resources to help your organization plan with care, not guesswork. Download here. 

The post What You Should Know About Passover and Supporting Jewish Colleagues | Inclusive Workplace Tips appeared first on The Diversity Movement.

We’ve moved! You can find the full episode here.

“Diversity Beyond the Checkbox” is presented by The Diversity Movement and hosted by Inc 200 Female Founders award winner, Jackie Ferguson.

This show is proud to be produced by Earfluence.

The post Power, Planes, and Purpose: A Blueprint for Leading Across Difference with Stephanie Chung appeared first on The Diversity Movement.

However, outdated workplace processes are still creating unnecessary obstacles for neurodiverse employees, preventing organizations from hiring and retaining outstanding employees. Only by creating inclusive workplaces—where both neurodivergent and neurotypical employees thrive—can organizations take advantage of the creative power of neurodiverse teams. 

Consider the advantages of a team where everyone has different thinking styles and creative approaches. Born from a need to adapt to environments that don’t accommodate their unique needs, neurodivergent individuals are often creative, out-of-the box thinkers. They may be more likely to challenge antiquated procedures, spot problems, and highlight perceived weaknesses. Neurodivergent employees often make connections that others overlook, take alternative paths, and discover innovative solutions. 

“Leveraging nonlinear thinking is linked to greater innovation and better problem-solving. Organizations that embrace diversity and understand the transformational benefits leveraging neurodiverse approaches will empower employees to step forward and ask for needed accommodations,” says Jackie Ferguson, Vice President of Content, Programming, and Products at The Diversity Movement, a Workplace Options company. 

Accommodations for Neurodiversity Improve Team Success

In the U.S., E.U., Canada and Britain, organizations are legally required to provide reasonable accommodations for a disability or qualifying condition. “Reasonable accommodations” can also be considered “productivity enhancers” because they enable every employee to operate at maximum capacity. According to a survey from the Job Accommodations Network (JAN), more than half of adjustments (56%) cost nothing to implement, and when they require a financial investment, organizations find the benefits of workplace accommodations far outweigh the costs.  

Simple, cost-effective adjustments clear the way for better collaboration and fewer misunderstandings. For example, someone with ADHD might need an agenda before meetings or written assignments with clear project timelines. Someone with dyslexia may need supporting documentation before a meeting, so they have time to process the written information. An autistic employee might work better if they are allowed to wear noise-canceling headphones in the office. In fact, these performance enhancers could help any employee perform at their best.

Many employers discover that the accommodations they make for their neurodivergent employees improve workplace satisfaction and outcomes for all employees. In fact, some companies allow anyone to request an accommodation if it helps them be more productive. This policy reduces stigma and removes the burden from individual employees to ask for special resources and policies that benefit only them. 

Make Requesting Accommodations Easy

An organization’s policies and procedures can help ensure employees know that conversations about accommodations are welcome. HR should make the process clear and easy to navigate, communicating exactly how an accommodation can be requested. According to the report in Fortune, 60% of neurodivergent employees don’t know what accommodations they’re entitled to, and 49% don’t know who to talk to about requesting them. 

Talk About Your Accommodation Policy During Onboarding

While employers can’t ask about diagnoses or conditions, managers can make it a practice to ask every new employee what would help them be more productive. A manager might say, “We want to make sure your work environment is built for your success, and we want to ensure that you can do your best work here.” Hiring managers can also share examples of reasonable accommodations that are common at the organization and the process for requesting adjustments through HR.   

If an employee discloses that they are neurodivergent, discuss how any accommodations will align with the needs of the entire team. If possible, help them acclimate to the workplace by matching them with a mentor, sponsor, or job coach. If the job candidate or new hire has had previous negative experiences, they might not ask for accommodations until they’ve been working for a period of time. Leaders should ensure they have a conversation with every employee, show they are willing to listen, and keep the lines of communication open, even after onboarding. 

Encourage Transparent Conversations and Psychological Safety

Before employees will feel comfortable asking for workplace accommodations, the organization needs to have a culture of psychological safety. One survey of neurodiverse employees found 59% feared that revealing their diagnosis or asking for accommodations would lead to discrimination and ultimately hurt their career, for good reason. Of those employees who requested accommodations, nearly a third had their request denied and one in five were either demoted or fired. 

Organizations can counter bias and discrimination toward people with neurological differences —and generate psychological safety—through awareness efforts and company-wide learning. Promoting the advantages of neurodiversity helps break down outdated narratives and assumptions that see neurodivergence as abnormal or a disability. Seeing neurodiversity as a strength also makes it more likely that managers will provide the support to help workers succeed and thrive. 

Create a Comfortable Physical Environment

An organization’s physical space can send a powerful signal of inclusion. Rethinking the traditional office environment can accommodate a variety of sensory needs and working styles. For example, meeting rooms with dry erase boards accommodate visual thinkers. Quiet rooms with doors that close or unassigned offices that can be reserved benefit employees who need to focus, decompress, or recharge their social batteries between meetings. 

Small changes to lighting can improve concentration and focus for employees with sensory sensitivities or sensory processing disorder (SPD). For employees who are sensitive to the bright overhead lighting common across most workplaces, providing adjustable light settings, task lighting, and warm lighting fixtures can help create a more comfortable office environment.    

Communicate About Your Inclusive Culture

An organization can also demonstrate its inclusive and welcoming culture through its company website. Blog articles can describe engagement activities during Disability Pride Month, Autism Acceptance Month, or Neurodiversity Celebration Week. Many companies create these articles for in-house audiences, but external stakeholders are also interested in your inclusion initiatives. If your company has an employee resource group (ERG) for people with neurodiversity, promoting the group publicly demonstrates your commitment to inclusion.  

Targeting bias and building understanding are hallmarks of psychologically safe workplaces. In inclusive cultures, employees can express their authentic selves without fear of discrimination, share their diagnoses and ask for the accommodations they need. 

When neurodivergent employees feel safe to talk about their diagnosis, they report less stress and anxiety. They don’t have to mask their needs, and they can get the resources and support they need to perform their role. Creating a workplace culture that welcomes neurodiversity and promotes psychological safety helps leaders create personalized experiences for each individual and remove obstacles to success. This feedback loop of transparency and achievement leads to highly engaged employees and thriving companies. 

Ready to dig into more tips for working with and supporting neurodivergent colleagues? Check out our guide.

Amber Keister is a Content Strategist at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on Linkedin.

The post Beyond Accommodations: How to Build Workplaces Where Neurodivergent Employees Thrive appeared first on The Diversity Movement.

Ever been told you’re “too emotional” at work or had your ideas ignored until a male colleague repeated them? These workplace microaggressions against women may seem minor, but they undermine women’s confidence, career advancement, and workplace inclusion. In this video, TDM’s Shelley Willingham reveals four common workplace microaggressions against women and shares an easy, effective strategy to address them. Watch now to learn how to recognize, challenge, and interrupt workplace bias for a more inclusive, equitable work environment.

Want to better understand common workplace microaggressions? Check out our article,  “Have You Committed Any of These 35 Common Microaggressions?”. 

The post Common Microaggressions Against Women at Work appeared first on The Diversity Movement.

Sustainability and Equity: The Foundation for Future Growth 

The triple bottom line—people, planet, and profit—has always been a guiding principle for responsible business, but today, it is a necessity. Companies that prioritize sustainability and equity are not only securing their future but also improving their brand reputation, employee engagement, and customer loyalty. 

The demand for sustainable products and ethical corporate practices continues to grow. According to PwC’s 2024 Voice of the Consumer Survey, 80% of consumers are willing to spend more on sustainably produced or sourced goods, with some willing to pay nearly 10% more. This shift underscores the importance of embedding sustainability into product development, supply chain decisions, and brand messaging. 

Yet, many businesses are still falling short. A 2024 Pew Research Center survey found that 69% of Americans believe large corporations are not doing enough to combat climate change. This perception presents both a challenge and an opportunity: companies that act decisively in addressing sustainability concerns can differentiate themselves and build stronger connections with conscious consumers. 

The Role of DEI in Sustainable Business Strategy

Any sustainability strategy must also ensure that the transition to a greener economy is fair and inclusive. Climate change disproportionately affects marginalized communities, making it critical for businesses to approach sustainability through a lens of diversity, equity, and inclusion (DEI). 

For example, diverse teams drive more innovative sustainability solutions. Having a diverse board of directors, a diverse leadership team, and a diverse workforce help ensure that a variety of perspectives are considered when decisions are made. But diversity is more than adding women or culturally diverse individuals to the boardroom or C-suite. Diversity should include different generations, income brackets, professional skill sets, acquired experiences, and more. Multiple studies have shown that diverse teams working in psychologically safe workplaces are more innovative and form better policies and strategies.  

Additionally, organizations might consider increasing the number of local suppliers they use. Suppliers and vendors with diverse ownership could offer cost- and resource-saving solutions. The shorter supply chain could also reduce a company’s carbon footprint while making a positive impact on the local economy. 

Organizations that integrate DEI into their sustainability planning are better equipped to anticipate risks, respond to stakeholder needs, and create business models that are both profitable and socially responsible. 

Why Sustainability Boosts Engagement and the Bottom Line

Consumer awareness of climate change and corporate responsibility has risen dramatically. A 2024 Bain & Co. report found that 60% of consumers are more concerned about climate change than they were two years ago. As a result, they are actively choosing brands that align with their values and rejecting companies that engage in greenwashing—making authenticity and transparency more important than ever. 

We can expect that climate-friendly practices will become even more important as younger generations are even more supportive of and responsive to corporate responsibility. Companies must go beyond surface-level sustainability pledges. Genuine action, backed by measurable impact, is the key to building consumer trust.  

Sustainability also has a meaningful impact on employee recruitment—and engagement after they are hired. Deloitte found that roughly one in four job seekers (27%) consider a potential employer’s position on sustainability before accepting a job. Companies that prioritize sustainable practices also see increased employee engagement, with the majority of workers at mission-driven organizations saying they’re inspired, motivated, and loyal. 

Additionally, sustainability supports improved product and service development. In other words, embracing climate-friendliness opens a company to new markets, inspires new products and services, and drives innovation. Not to mention that green strategies, like improving product life cycles, are proven to boost customer satisfaction. 

Organizations that integrate sustainability into their business operations—from sourcing materials to waste reduction and ethical labor practices—will earn loyalty from both customers and employees. 

The Future of Business: Profitable, Sustainable, and Inclusive

The intersection of sustainability and DEI represents a powerful opportunity for business leaders in 2025 and beyond. Consumers and employees are no longer satisfied with performative statements—they demand real action and accountability. 

By prioritizing sustainability and equity, companies can build a resilient business model that not only drives profitability but also contributes to a more just and sustainable world. The future belongs to businesses that recognize the value of people and the planet—not just the bottom line.  

Diversity, equity and inclusion are essential components of The Employee Engagement Growth Model – a framework that enables organizations and leaders to boost the effectiveness of teams while inspiring enthusiastic, motivated, and committed employees to do their best work. Contact us today to learn more. 

Amber Keister is a Content Strategist at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on Linkedin.

The post Beyond Profit: Why Sustainability and Equity Drive Business Success appeared first on The Diversity Movement.

We’ve moved! You can find the full episode here.

“Diversity Beyond the Checkbox” is presented by The Diversity Movement and hosted by Inc 200 Female Founders award winner, Jackie Ferguson.

This show is proud to be produced by Earfluence.

The post Think You’re Safe on Dating Apps? Bumble’s Kenya Fairley Reveals the Truth appeared first on The Diversity Movement.

Traumatic news events can deeply impact employees’ mental health and psychological safety, affecting workplace productivity, engagement, and overall morale. Understanding how to navigate traumatic news events and support employees through challenging times is essential for fostering a psychologically safe workplace and a safe workplace environment.

The post How to Navigate Traumatic News Events | Building Psychological Safety & Workplace Mental Health appeared first on The Diversity Movement.