Performative allyship is especially insidious because it can be incredibly difficult to identify and address. The kind of workplace engaged in this performance is almost certainly seeing high rates of attrition from underrepresented employees who feel powerless to do anything about the unfair and unequal treatment they experience. Learn about the difference between good and bad allyship, why your people care and why you should too.

From being ostracized or penalized because of success or achievements, to being told their ambition is annoying or makes superiors look bad, women are actively being punished for expressing interest in and pursuing success.

Diversity and inclusion help in obvious ways and also in subtle ways. These may sound like “fluffy” HR issues, but for more and more employees they are becoming a reason to stay or leave an organization.

If your business relies on innovation to grow and make money, then consider the value of diversity to your team. According to statistics from Deloitte “cognitive diversity can enhance team innovation by up to 20%.”

RFN Academy contributor Felicia Johnson exposes the three biggest diversity and inclusion myths.

Some people might be hesitant to explore diversity and inclusion because they believe acknowledging difference is a divisive act that creates rifts and inequality when in fact, the very opposite is true. individuals are wanting more connection within their workplace.

Read this blog to dispel these myths and how diversity and inclusion can build value in your compnay.