Somewhere between childhood and our first performance review, we lost that superpower of childhood curiosity. We started making snap judgments and acting on assumptions as if they were fact.

The opportunity to bridge the divide means that we don’t expect or require people to assimilate; we create space for psychological safety.

We like to think that we’re clear communicators at work. But often, what really gets in the way isn’t the words we choose—it’s the assumptions behind them.

Inclusion isn’t optional for workplace wellbeing; it can help keep stress hormones in check and performance on track.

Seemingly small moments of language choices carry BIG impact. The opportunity to be more inclusive presents itself in common everyday interactions.

The discomfort many non-Blacks feel around Black hairstyles stems from deeply ingrained biases about race, professionalism, and conformity.

In my experience, there are 10 things that exclusionists do in the workplace that I consider to be the most harmful. Even one of these behaviors performed consistently impacts performance.

It’s easy to get caught up in our own discomfort when we make a mistake. We want to be forgiven, to be told it’s "okay." But when it comes to someone's gender identity, a clumsy apology can do more harm than good.

Symbolic gestures, while visible, require minimal effort, carry no accountability, and often serve the giver more than the cause.