Are you searching for the ultimate networking experience that combines business connections with the thrill of baseball? Look no further than ATD Greater Atlanta's Atlanta Braves Networking Night, sponsored by Judge Learning Solutions! This event, happening on August 16, promises an evening of networking nirvana you won't want to miss.

To kick off the festivities, join us for a dedicated networking session from 5:15 pm to 7:15 pm. This invaluable opportunity allows you to connect with fellow professionals in the talent development industry and expand your network. Remember, attendance at the networking session is mandatory for entrance into the game, so be sure to arrive on time!

Prepare to be awe-inspired by our networking venue, the Top of Terrapin at Truist Park. This exclusive private indoor/outdoor balcony offers breathtaking views of The Battery, creating a captivating backdrop for meaningful conversations and connections. Take a sneak peek at this extraordinary space here.

As part of your ticket, you'll gain access to the Diamond Corner, featuring group seating along the first-base line and outfield corner. From this prime location, you'll have an excellent view of the game as you cheer on the Braves alongside your fellow attendees.

But that's not all – we've prepared a culinary feast to tantalize your taste buds. Fox Bros BBQ will provide a delectable spread of two meats and two sides, paired with a selection of beer and wine. It's the perfect accompaniment to enhance your enjoyment throughout the evening.

With a dedicated entrance into the stadium, you'll seamlessly transition from the networking session to the game. Get ready to immerse yourself in the electric atmosphere of Truist Park as you witness the excitement.

All current and new chapter members that purchase tickets AND sign up for the ACE 2023 Committee will be entered into a raffle for awesome prizes!  Tickets are going fast, so don't delay--purchase yours today!

Purchase Tickets and Sign Up for ACE 2023 Committee

We live in a world where talent development is constantly evolving, opening up new possibilities for professionals in the field. As we strive to shape the future of talent development, we invite you to be a distinguished guest speaker at our upcoming conference. Join us as we explore the theme of "Expanding the Possibilities: The Future of Talent Development" and together, become the catalysts of change in this dynamic industry.

Ignite Inspiration with Your Visionary Ideas:

As a guest speaker, you will have the unique opportunity to share your innovative concepts, strategies, and trends that will shape the future of talent development. Your visionary ideas will inspire our audience, sparking meaningful discussions and propelling them toward new possibilities. By sharing your insights, you will be at the forefront of driving change and revolutionizing how we approach talent development.

Connect with Influential Leaders and Professionals:

Our conference brings together industry leaders, influential professionals, and decision-makers in the talent development community. As a guest speaker, you can network and connect with fellow experts, forging valuable relationships and collaborations. This networking opportunity will expand your professional reach and create a platform for exchanging ideas and fostering future endeavors.

Make a Lasting Impact on Attendees:

Your presence as a guest speaker will leave a lasting impact on our attendees. Your wisdom and expertise will empower them to navigate the ever-evolving talent development landscape with confidence and a growth mindset. By sharing your experiences and insights, you will equip our audience with the tools they need to thrive in their professional journeys. Together, we can inspire transformative change and elevate the talent development industry.

Extend Your Influence and Broaden Your Network:

Our conference platform is ideal for extending your influence and broadening your professional network. Engage with a captivated audience eager to learn from your experiences and expertise. Being a guest speaker will position you as a thought leader in the field, expanding your reach and opening doors to new opportunities for collaboration and growth.

We invite you to participate in our conference on "Expanding the Possibilities: The Future of Talent Development" as a distinguished guest speaker. Your visionary ideas, networking opportunities, and the lasting impact you'll make on attendees will shape the future of talent development. Embrace this chance to inspire change, foster innovation, and be at the forefront of the industry's transformation. Let's explore new horizons, ignite possibilities, and create a brighter future for talent development.

Please use the form to register as a speaker and let us know if you have any specific topics or areas of expertise, you would like to focus on during your presentation. We eagerly anticipate your participation in this remarkable event.

Speaker Submission Form

Are you passionate about making a difference in talent development and contributing to the success of the ATD Greater Atlanta chapter? The ATD Atlanta Leadership Academy welcomes professionals at all career stages, including those new to leadership roles and seasoned practitioners seeking to volunteer. Discover a supportive and collaborative environment where you'll enhance your leadership capabilities and foster personal and professional growth. Step up and be a driving force in shaping the future of talent development!

The Leadership Academy offered by ATD Greater Atlanta is a highly beneficial program for current and new association members. Its primary objective is to equip participants with the essential knowledge, tools, and resources needed to thrive as leaders in the talent development field. The academy comprises workshops, interactive sessions, and networking opportunities led by current and past chapter leadership, experienced industry professionals, and subject matter experts.

The comprehensive curriculum of the Leadership Academy covers a diverse range of topics directly relevant to leadership in talent development. Participants can delve into strategic planning, team management, communication and interpersonal skills, change management, coaching and mentoring, and other crucial leadership competencies. This comprehensive approach ensures that individuals understand the critical aspects required to excel in chapter leadership roles.

The program is designed to foster active learning and engagement. Participants are encouraged to apply the concepts and skills acquired in real-world scenarios through case studies, group exercises, and practical assignments. Additionally, the academy provides an ideal environment for collaboration and networking among peers, enabling the development of meaningful relationships and sharing best practices.

The ATD Atlanta Leadership Academy welcomes talent development professionals that are current members in good standing and at all stages of their careers, including those new to leadership roles and seasoned practitioners seeking to volunteer in the chapter in leadership roles. The academy prides itself on creating a supportive, collaborative atmosphere that nurtures personal and professional growth.

By completing the Leadership Academy, participants can expect numerous benefits. They will enhance their leadership capabilities, expand their professional network, and gain recognition within the talent development community. Participants of the program emerge equipped with the tools and knowledge necessary to drive positive change, effectively lead teams, and contribute significantly to the chapter's success.

The ATD Atlanta Leadership Academy is an invaluable resource for talent development professionals. This experience is for individuals seeking or aspiring to make a meaningful impact within the ATD Greater Atlanta chapter. This program offers the guidance and opportunities needed to achieve their goals and excel in their next chapter leadership role.

Register Today!

Pride Month is a time of celebration and recognition, honoring the LGBTQ+ community's resilient struggle for equality and progress toward a more inclusive society. As we commemorate this important month, exploring how organizations can contribute to fostering an inclusive work environment through talent development and learning initiatives is crucial. By embracing diversity, promoting understanding, and implementing inclusive design, businesses can create spaces where all employees can thrive. In this blog post, we will delve into the significance of Pride Month, discuss talent development, and explore how organizations can integrate LGBTQ+-focused learning and design into their programs.

Understanding Pride Month

Pride Month, traditionally celebrated in June, commemorates the Stonewall Uprising in 1969—an event that marked a turning point in the LGBTQ+ rights movement. It is a time to honor the diverse identities, experiences, and contributions of lesbian, gay, bisexual, transgender, and queer individuals and raise awareness about their ongoing struggles. Pride Month reminds us of the importance of creating workplaces that embrace and respect all individuals, regardless of their sexual orientation or gender identity.

Talent Development for LGBTQ+ Inclusion

Effective talent development programs play a pivotal role in promoting inclusivity within organizations. By investing in the growth and advancement of all employees, organizations can foster an environment where diverse perspectives are valued and respected. Here are a few strategies to consider when designing talent development initiatives with LGBTQ+ inclusivity in mind:

1. Raise awareness and understanding: Incorporate LGBTQ+-focused training and educational resources into existing learning programs. This can help raise awareness about the challenges faced by the LGBTQ+ community, promote understanding, and dispel misconceptions.

2. Develop LGBTQ+ leadership programs: Establish mentorship and leadership development programs tailored to LGBTQ+ employees. These initiatives can provide guidance, support, and networking opportunities, enabling LGBTQ+ individuals to thrive in their careers and assume leadership positions.

3. Cultivate an inclusive culture: Encourage open dialogue and create safe spaces for LGBTQ+ individuals to share their experiences and concerns. By fostering a culture of acceptance and respect, organizations can empower employees to bring their authentic selves to work and contribute fully to the team's success.

Inclusive Learning and Design

Inclusive design involves intentionally creating learning experiences that cater to all employees' diverse needs and backgrounds. When designing learning programs during Pride Month or throughout the year, consider the following approaches:

1. Incorporate LGBTQ+ narratives and histories: Integrate LGBTQ+-inclusive content, case studies, and examples into training materials, e-learning modules, and workshops. This inclusion helps broaden perspectives, challenge biases, and foster empathy among learners.

2. Engage LGBTQ+ role models: Feature LGBTQ+ leaders and professionals as guest speakers, panelists, or subject matter experts in learning sessions. This provides visibility and highlights the accomplishments and contributions of LGBTQ+ individuals, promoting inclusivity and inspiration.

3. Offer allyship training: Provide resources and training to help employees become influential allies to LGBTQ+ colleagues. Allyship education can enhance awareness, teach inclusive language and behaviors, and create a supportive environment.

Pride Month serves as a reminder of the work that still needs to be done to create a genuinely inclusive society. By incorporating LGBTQ+-focused talent development and inclusive learning initiatives, organizations can actively foster a culture that values diversity, equity, and inclusion. As we celebrate Pride Month, let us commit to creating workplaces that empower and uplift all employees, regardless of their sexual orientation or gender identity. By embracing the principles of inclusivity, we can build stronger, more innovative organizations that genuinely celebrate and support the LGBTQ+ community.

Want more info on inclusion in the workplace? Check out these additional resources:

https://www.inclusioncorporation.com/podcast 

https://www.sandrabydesign.com/blog/inclusive-design-versus-diversity-equity-and-inclusion

https://tdtt.us/

https://www.td.org/diversity-inclusion-resources

The Role of Talent Development in Promoting Mental Health Awareness

Talent development departments play a critical role in promoting mental health awareness in the workplace. By offering training and education programs that address mental health issues, talent development professionals can help employees recognize the signs of mental health problems and provide support and resources to those in need. They can also promote healthy work habits that reduce the risk of mental health issues, such as encouraging regular breaks, flexible work arrangements, and mindfulness practices.

Moreover, talent development professionals can collaborate with managers to create a supportive work environment that fosters employee well-being. They can provide resources and training to help managers recognize the signs of mental health problems, and develop strategies for promoting employee well-being, such as providing mental health days, setting clear expectations, and offering regular feedback and support.

Understanding the Benefits of Implementing Mental Health Awareness in the Workplace

As a talent development professional or manager, it is essential to recognize the benefits of implementing mental health awareness in the workplace. Acknowledging the importance of mental health can create a supportive work environment that promotes employee well-being and productivity. It can also foster a culture of openness and empathy, where employees feel comfortable discussing their mental health concerns without fear of stigma or discrimination.

Furthermore, prioritizing mental health awareness in the workplace can help to reduce absenteeism and employee turnover. Mental health issues can lead to burnout and disengagement, causing employees to take time off work or leave their positions altogether. Employers who prioritize mental health can reduce these negative outcomes by providing employees with the support they need to maintain their mental health and well-being.

Employee Retention

Furthermore, acknowledging mental health awareness in talent development can improve employee retention rates. When employees feel that their employer prioritizes their mental health, they are more likely to stay in their positions for longer periods. This is because employees feel valued and supported by their employer, leading to increased job satisfaction and loyalty. In contrast, employees who feel unsupported may experience burnout, which can lead to high turnover rates and negative impacts on the company's bottom line.

In addition, employees who feel supported by their employer when it comes to mental health may also be more likely to refer friends and family to work for the company. This can help to attract new talent and expand the company's workforce. Thus, prioritizing mental health awareness in the workplace can have a positive ripple effect on the company's ability to attract and retain top talent.

Employee Resource Groups (ERGs)

Employee Resource Groups (ERGs) can be an effective way to promote mental health awareness in the workplace. ERGs are voluntary, employee-led groups that promote diversity, equity, and inclusion within an organization. ERGs can provide a supportive environment for employees who are experiencing mental health issues and can help to reduce the stigma surrounding mental health.

ERGs can also educate other employees about mental health and provide resources to support employees who may be struggling. For example, an ERG could host a mental health awareness month or provide training on how to identify and support colleagues who may be struggling with mental health issues. By promoting mental health awareness in ERGs, employers can help to create a more inclusive and supportive workplace culture.

Moreover, ERGs can also help to foster a sense of community and connection among employees. This can be particularly important for employees who may feel isolated or unsupported due to mental health issues. By promoting mental health awareness through ERGs, employers can help to create a more connected and supportive workplace culture, leading to increased employee satisfaction and productivity.

Resources for Employers

Fortunately, there are many resources available for employers who want to prioritize mental health awareness in the workplace. Websites such as the National Alliance on Mental Illness (NAMI) and Mental Health America offer a wealth of information and resources for employers who want to learn more about mental health and how to support their workforce.

In addition, employers can offer training and education programs for employees to help them recognize and respond to mental health issues. These programs can help employees to identify when someone is struggling with a mental health issue and provide support and resources to help them. Employers can also provide access to mental health resources such as Employee Assistance Programs (EAPs) or mental health hotlines.

Moreover, employers can partner with mental health organizations or mental health professionals to offer workshops or training sessions for employees. These workshops can cover topics such as stress management, mindfulness, and mental health awareness. By offering these resources, employers can demonstrate their commitment to supporting their employees' mental health and well-being.

Conclusion

In conclusion, acknowledging mental health awareness in talent development and the workplace is essential for both employees and employers. Prioritizing mental health can create a supportive work environment, leading to increased employee productivity and retention rates. ERGs can provide a supportive community for employees and promote mental health awareness in the workplace. Employers can access many resources to support their employees' mental health, including websites, training programs, and partnerships with mental health organizations. It is time for employers to act and prioritize mental health in the workplace to create a more supportive and inclusive workplace culture.

Resources:

• National Alliance on Mental Illness (NAMI): https://www.nami.org/
• Mental Health America: https://www.mhanational.org/
• Center for Workplace Mental Health: https://workplacementalhealth.org/
• World Health Organization: https://www.who.int/mental_health/en/
• American Psychiatric Association: https://www.psychiatry.org/
• Substance Abuse and Mental Health Services Administration: https://www.samhsa.gov/
• National Institute of Mental Health: https://www.nimh.nih.gov/

Written by Kelly Tracy,

Greater Atlanta ATD member and Technology Committee member

Degreed, our chapter’s Technology Partner, recently held its signature event, LENS 2023, here in Atlanta. Leaders from Degreed as well as organizations like Google, Cigna, Deloitte, HP, and Pfizer “spilled the [sweet] tea” on research and practices for driving employee engagement and business results through talent development.

Among the case studies, recommendations, and data shares at Degreed LENS, key takeaways for attendees included three major themes.

Focus on skills

We are in a transitional time when organizations are shifting from being “experience-based” to being “skills-based”, said Degreed CEO David Blake. Skills-based hiring, he explained, leads to higher retention, effectiveness, and employee impact compared with experience-based hiring.

Michael Griffiths, Workforce Development Practice Lead at Deloitte, also emphasized the critical role of skills in today’s businesses. Deloitte’s research shows that skills-based organizations are 98 percent more likely to retain high performers, 57% more likely to anticipate and respond efficiently to change, and 52 percent more likely to innovate. From the standpoint of the individual employee, 65 percent say that required skills for their jobs have changed in the past two years. 

Facing the urgent need for skill development, companies are using Degreed to innovate their learning and development strategies. Learning can be passive, but skilling is action-oriented, pointed out Jen Grubich, CLO at Cigna. Her organization is boosting talent mobility by empowering employees to compare their current skills with the required skills for desired roles and get personalized learning paths within Degreed. At Allstate, the learning and development team is addressing the impacts of emerging technologies on the insurance industry by upskilling their entire tech workforce on foundational skills for transformation, with an impressive 33 percent average increase in proficiency in targeted skills. And Degreed is supporting this focus on skills by adding customizable skill scales as well as skill normalization for consistent data.

Leverage learning data

We’ve all heard the saying “What gets measured gets done”, and learning is no exception. Degreed VP of Product David Platt described data as “an organization’s currency of value” and encouraged L&D professionals to collect and maximize it to not only to reinforce business value but also to improve products. Michele Beane Ricchiuto, Director of Global L&D at Allstate, described how robust qualitative and quantitative measurements lent credibility to their latest initiative. That data also provided insight that allowed for midstream corrections, making their learning experiences more useful to employees. Sonia Mooney, former talent leader at Rolls Royce, encourages gathering not only the learning data that you know you need today, but also data that might prove useful in the future. She focuses on metrics around engagement, productivity, efficiency, and profitability. Degreed is making it even easier to optimize use of learning data with upcoming new features like in-app charts, configurable reports, advanced analytics, and data portability.

Market learning to employees

A final theme throughout LENS 2023 was the importance of a marketing mindset for L&D. After all, the best-designed learning experiences only bring value to an organization if employees engage with them, and convincing them to add learning to their busy schedules can be a challenge. “A brand…is what customers tell each other it is”, pointed out Brian Ciccotelli, Learning Experience Designer at HP, quoting Intuit co-founder Scott Cook. Ricchiuto also spoke of treating employees like customers of L&D, adding that some L&D teams even have dedicated marketing and communications staff. At Allstate, for example, the same humorous approach from their “Mayhem” ads is applied to internally promoting learning opportunities.

Overall, by pivoting to a skills-based approach to employee roles and learning, maximizing the value of data, and taking a marketing approach to presenting learning to employees, L&D teams can position themselves as increasingly valuable partners to their organizations’ leadership.

Many thanks to Degreed for their continued support of the Greater Atlanta ATD Chapter as Technology Sponsor.

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Black history is a significant aspect of our collective past that has helped shape the world as we know it today. It highlights the contributions and accomplishments of African Americans and provides a deeper understanding of their cultural heritage. In talent development, it is crucial to acknowledge and appreciate the significance of black history to foster a more inclusive and diverse work environment. Recognizing black history in the workplace can help employees feel valued and respected, regardless of their background. When individuals feel valued and included, they are more likely to bring their best selves to work, leading to improved job satisfaction and higher levels of engagement. This can lead to increased productivity and better overall organizational performance.

Additionally, understanding black history can help organizations better understand the challenges and experiences faced by African American employees in the workplace. By recognizing and addressing these challenges, organizations can work to create a more equitable work environment for all employees. This can include initiatives such as increasing diversity in leadership positions, implementing programs to address unconscious bias, and providing training on cultural sensitivity. Incorporating black history into talent development programs can also help employees develop a deeper understanding of their African American colleagues' cultural heritage and experiences. This can lead to improved cross-cultural communication, enhanced collaboration, and a more inclusive work environment. By fostering an appreciation for diversity and cultural heritage, organizations can cultivate a supportive and inclusive culture that celebrates all employees' unique experiences and perspectives.

Moreover, learning about black history can help employees expand their understanding of the world and its history, leading to increased empathy and a greater appreciation for diversity. This can help employees develop a more inclusive mindset, which is critical for organizations that want to create a positive and supportive work environment for all employees. In conclusion, the importance of black history in talent development cannot be overstated. By acknowledging and appreciating the contributions and experiences of African Americans, organizations can create a more inclusive and diverse work environment, foster improved cross-cultural communication, and enhance the overall performance of their employees. As such, organizations must prioritize recognizing and understanding black history in their talent development programs.

The business world changes fast. Yet, we must keep up. There is no better way to do that than with the help of – like ATD Atlanta. Empowering professionals with valuable training and coaching leads to more effective training programs and higher success rates. That leads to more engaged employees, better business performance and ultimately, organizational results. Employee learning is crucial to organizational and individual success.

Employee Learning Week is a weeklong celebration of the important connection between learning and achieving organizational results. In a challenging economy, the focus of organizations on their workforce has never been greater. Employee learning is even more critical now than ever before. The goal of ELW is to educate employees about the importance of learning, set a tone for continuous learning throughout the year, and reward organizations for their commitment to employee development.

This year you can look forward to:

• Free EBSCO content
• Governor Meet and Greet
• December Chapter Meeting celebration
• Organization recognized by National ATD Chapter

Join The Fun!

The holiday season is upon us; for many of us, it's time for holiday parties and work events. But what does this have to do with diversity and inclusion? A lot! Culture, religion, and the holidays can be sensitive subjects for some.

Here are a few reminders about how diversity and inclusion in the workplace can help you navigate these waters:

Celebrate diversity and inclusion in the workplace – this includes your dress code policy; make sure everyone knows what acceptable attire is, so no one feels excluded or singled out due to their religious beliefs or lack thereof. Be aware of others' beliefs – or lack thereof – when planning office parties around holidays like Christmas/Hanukkah/Kwanza/etc. Observe how your language creates an inclusive culture (and undermines) or shuts people out (intentionally or unintentionally). Bring more awareness to your biases around holidays/traditions based on culture or religion by asking yourself questions like: Do we celebrate all major religions here at work? If not, why not?

Take the opportunity to think about ways to foster diversity and inclusion during well-intentioned but potentially challenging gatherings.

It's important to remember that everyone has different needs regarding how they want their identity recognized by others. Some people may prefer gender-neutral pronouns or no pronouns at all; some may not mind being called "Mr." but prefer "Ms.;" some may feel comfortable with gendered terms like "ladies first," while others might find this exclusionary. It doesn't matter if you're making small talk over cocktails or addressing the entire company at the office holiday party; always ask what makes others comfortable when referring to them in conversation—and remember that it's okay if you make mistakes!

What does this have to do with diversity and inclusion?

When many people think of diversity and inclusion, they picture it as an initiative or activity. They might see it as a goal to be achieved during the holiday season. While this mindset is understandable, considering how much we use these terms in our everyday lives, it's important to remember that diversity and inclusion are concepts that should be reflected throughout all seasons.

Diversity and inclusion are about respecting people for who they are, no matter their race, gender identity, or sexual orientation—or anything else that makes them unique from one another—creating an open and safe workplace where employees can bring their whole selves to work and feel comfortable sharing ideas with others regardless of their differences (in other words, celebrating diversity).  By fostering environments where everyone feels included, you'll help make your company even more successful than before!

Culture, religion, and the holidays can be sensitive subjects for some.

Diversity and inclusion are important to everyone, but it can be especially important to consider these topics during the holiday season. The holidays are when we come together with friends and family, which means they're also when many people celebrate their own cultural or religious beliefs. Suppose you're hosting a Christmas party at work, for example. In that case, it's important to be sensitive toward your colleagues' holiday observances—especially if those celebrations conflict with what you might consider "traditional" Christmas traditions. Your goal should be inclusivity: create an atmosphere where everyone feels comfortable sharing their backgrounds and beliefs without fear of judgment or criticism from others.

Navigating with diversity and inclusion in the workplace

Diversity and inclusion in the workplace mean that everyone is treated with respect. It's not just about celebrating diversity but also about making sure that your employees feel welcome and included. A diverse workplace can help you create products or services that are more relevant to a broader audience because it gives you access to an array of perspectives.

Strive to ensure everyone feels respected by being welcoming and inclusive (this is where diversity training comes in handy). At the same time, strive for diversity within each employee - treat them differently based on their needs and preferences so they can be their best selves at work!

Celebrate diversity and inclusion in the workplace.

To celebrate the holidays, take time to recognize the value of diversity and inclusion in your workplace. Celebrate diversity by recognizing that it is a part of every person's identity. There are no one-size fits all approaches to celebrating diversity and inclusion during this season. It can be as simple as acknowledging how much each employee contributes to the success of your company or team, or it could be as elaborate as creating an annual holiday party where everyone brings something they love from their own culture.

Even if you are not religious, there are still ways you can celebrate the holidays without excluding anyone who does actively participate in religious traditions. For example: You could decorate with seasonal colors instead of red and green (the traditional colors associated with Christmas). This way, people can still have fun while being inclusive toward those who may not agree with certain aspects of Christianity, such as Santa Claus or other figures.

Be aware of others' beliefs – or lack thereof.

It is important to be aware of your colleagues' beliefs and values in a professional setting. If you are unsure about what someone is celebrating, ask them politely. This can help ensure that you have created a welcoming environment for all employees.

If you do not know someone's belief system, or if they do not wish to share this with others at work, respect this choice by being sensitive to their privacy.

Observe how your language creates an inclusive culture or shuts people out.

• Observe how your language creates an inclusive culture or shuts people out.
• Avoid using the word "Christmas," as well as other religiously based words like "Easter" and "Ramadan."
• Instead, use phrases such as "the winter solstice," which is recognized by multiple religions and cultures; or say "winter festivals" instead of Christmas parties.
• When speaking about events (such as holiday office parties), avoid using religious language—words like "holiday showers" or "holiday dinners" are more inclusive since they do not refer only to Christians.

Bring more awareness to your own biases around holidays and traditions.

Fostering a welcoming workplace environment means being aware of your own biases. Understanding how those biases might affect how you perceive others or even yourself. Whether we are aware of it, most of us have some bias in one way or another—and this doesn't make us bad people by default. There are many ways that we can overcome our biases and help create spaces where everyone feels comfortable regardless of their background or identity! Here's how:

The holiday season may be approaching, but the best gift you can give yourself is to embrace diversity and inclusion.

Observe how your language creates an inclusive culture or shuts people out—you may not realize your words' impact on others. Phrases like "everyone should spend time with their family at home" or "it's okay when people take time off for religious observances" may be offensive. Consider whether you are unintentionally excluding some employees from participating in activities with their families.

Be aware of others' beliefs—how we celebrate holidays has changed over time and continues evolving across cultures and religions. Using phrases like "Happy Holidays" instead of "Merry Christmas" so that you don't offend others that do not celebrate the same way.

To foster a more inclusive workplace, you must start the process now. By becoming more aware of your office and community diversity, you'll be better prepared for the holiday season. By becoming more aware of your office and community diversity, you'll be better prepared when the holiday season rolls around. This will help ensure everyone feels welcomed and included at work parties and other events throughout the year!

The term "quiet quitting" has been thrown around a lot lately, and it's easy to understand why: It's catchy, short, and sums up the concept of "quitting" in one word.

But what if we took a step back and looked at the other end of the spectrum? What if we thought about how many people are quietly fired?

Silent treatment is something that all of us have experienced at some point in our lives. It can be painful, confusing, and even infuriating. And yet it continues to happen all around us daily—in the workplace and beyond. Quietly fired. The term is as simple as it is powerful. It's an evocative phrase that helps us understand what it feels like to be treated unfairly, unkindly, and without respect by those who should know better—and how often this happens in the workplace. Quiet quitting and quiet firing are two sides of the same coin. They're examples of a company or manager trying to counteract a broken employee-employer relationship but in different ways.

Quiet quitting is an act of civil disobedience: employees advocate for work-life balance or against a broken company culture by refusing to work overtime or take on herculean tasks. Quiet firing, on the other hand, is an attempt to create distance between an employee and their employer by shifting certain responsibilities away from them—hoping they'll disengage and leave on their own.

On the surface, the idea of "quiet quitting" sounds positive. After all, it's better than being fired or laid off in front of your peers. But what if we took a step back and looked at the other end of the spectrum?

What if we thought about how many people are quietly fired? Here's the thing: It's not just an idea. It's a very real problem that happens all too often. And when it does, it can crush your career and leave you feeling isolated, discouraged, and unsupported.

It's a condition of modern workplaces where employees are frequently pushed out the door without ever receiving the feedback they need to be successful. And it's an epidemic because we're seeing more of it in today's work environment, where measuring performance is becoming more difficult than ever.

The line between quiet firing and silent quitting has never been more blurred than it is today.

Examples of quiet firing can include employers giving you less and less work or giving other employees everything that used to be yours to do so that you find yourself doing random tasks. Another example is when a company makes it clear that they don't want you to be part of their team by changing your email address or office location.

While quiet firing is often viewed as the best way to terminate an employee, it might present some legal issues for a company. Furthermore, it might also demoralize and upset other employees working hard to make their company successful.

In both cases, it seems like employers are taking a passive approach when they should be taking an active one. Instead of fostering open lines of communication with employees who have concerns about how they're being treated, employers seem to be doing everything they can to avoid having those conversations.

This method or practice is counterproductive because it takes away from employees' ability to do their jobs at a standard of excellence while also giving them more than what they have to give—which led us to this burnout epidemic in the first place.

I think it's time we acknowledge that there's something wrong with this situation and that we need to change things. If you're an employer, let's discuss the issues affecting our workplaces. Let's have some difficult conversations to work together to improve things for everyone.