While D&I has proven to support resilience and innovation, the current crisis might deprioritize the programs and strategies that foster inclusion. Thélème International offers you a D&I Scale to start, maintain, or develop your plan towards inclusion and growth mindset.
Dare to rise against prejudice demands courage and direct conscious efforts. Here are some practices and actions to tackle racism in our everyday lives.
In this third part of our series about remote-working, we meet Laura whose organization is familiar with teleworking and agile approaches and, still, faces challenges with engagement, online fatigue, and personal issues. Curious to learn how we helped Laura and her staff to regain energy? Read the article!
Part 1 of this series addressed the basic needs and working-habits of the remote-worker. Part 2 focuses on the challenges of communication and language in a multicultural environment. Some practical tips will help global teams to master a whole set of communication habits, foster mutual understanding, and trust.
As a New Normal emerges, remote-working is unlikely to vanish. Therefore, Thélème international, in collaboration with Common Link, launches a series of articles on the topic of remote-working in intercultural contexts. Part 1 addresses the basic working-habits and navigation through personal and cultural differences.
When it comes to customer satisfaction surveys, metrics could be over-estimated. Indeed, highly related to respondents’ educational culture, marking does not deliver clear-cut information. How to handle quality assessment in a diverse marketplace?
Headlines reporting the use of AI for recruiting abound. Having seen in previous articles how individuals and organizations can overcome biases, I invite you to the next level: how AI sheds a new light on discrimination in a diverse workplace.
Recruiting, evaluations and engagement are ripe for biases. Which steps allow an organization to mitigate their harmful effects and benefit from diversity?
Often harmless, unconscious shortcuts or biases can produce deleterious effects in a diverse workplace. As they are unconscious, can we avoid them?
The iceberg metaphor is often used to describe culture. Could another comparison be more suitable?