Several years ago, I worked with a client who was very proud of their recruitment efforts, specifically in attracting people of color to their organization. Yet, upon investigation, we identified that more people of color were going out the back door than were coming in the front.

How much is one life worth? Have you ever considered the price you would put on a person’s life?

With Pride Month in the rear-view mirror, as LinkedIn logos are wiped clean of rainbows, it’s time to take stock of the current state of the #LGBTQ+ community.

Arguably the words "inclusion," "diversity," "equity" and "accessibility" (or "IDEA") have become part of the zeitgeist.

When I started working in diversity and inclusion (D&I) in 2006, only a handful of consultants worked in this area. Hardly any of the major consulting firms were playing in the space, and if they were, it was an afterthought that lived in the human capital practice.

If the people in an organization are not committed to inclusion then the policy will not matter.

My goal in helping organizations make IDEA (inclusion, diversity, equity, accessibility) part of the DNA of their business practices is to move away from the mindset of it being a “program” to making an actual culture shift.

You may have noticed pronouns popping up all over the place: in email signatures, online profiles, and even as people introduce themselves: “Hi, my name is Michael, and my pronouns are he/him.” But why does it matter?

The United States is facing a historically low unemployment rate, leaving employers scrambling to find talent. Even with a recession looming, the jobs numbers are still what they are, making it harder for employers to maintain operations, let alone grow.

Today I read an article on CBC with the headline: North Bay, Ont., group for LGTBQ youth gets death threats for planning drag show.