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As colleagues return to offices during the COVID-19 pandemic, safety, communication, and resiliency take center stage.

Conducting diversity and inclusion surveys and holding discussion groups to review the results and strategize how to do better can be a good place to start.

L&D professionals need to become fluent in adaptive learning design that delivers custom learning experiences that address the unique needs of an individual. Doing so will improve their organizational and team performance and help them work toward an anti-racist, inclusive culture.

Virtual mentoring is a multifaceted solution that helps organizations keep their people connected, supported, and developing throughout the pandemic lockdown and beyond.

Aimed at those who manage individual contributors, this six-module course is virtually based and instructor led.

Women tend to earn less than men in 18 of the 20 most common occupations for women, and women earn less than men in all of the occupations most commonly held by men. The numbers are worse when factoring in race and ethnicity.

In the face of the pandemic, taking your training into living rooms, kitchens, and bookcase-lined studies calls for a radically different approach—one that requires keeping top of mind the differing needs and levels of tech savvy of an intergenerational audience.

One of the most serious issues facing leaders and teams after COVID-19 is the unexpected culture shock leaders and teams will face.

Mindfulness training is being recognized for its potential in business by improving decision-making, lowering turnover, increasing productivity, reducing stress, enhancing engagement and creativity, and resulting in a more empathetic and satisfied workforce.

Companies need to be proactive and intentional in creating the culture that treats employees with respect and dignity. Harassment must be forbidden and resolution must come from the top of the organization.