Collecting consistent and accurate data is integral to measuring change over time, but the lack of standard methodology around skills-first data collection has made building a strong approach a challenge. To address these

Grads of Life and Morningstar Sustainalytics, a leading ESG research and analytics firm, invite corporate and investment leaders to discuss the business case for skills-first human capital management.

While some may say that DEI training does more harm than good, at Grads of Life we’ve developed four best practices to strengthen the quality and impact of your DEI training. 

Raising wages not only has a positive impact on employees, but also results in positive impacts on a business’s bottom line.

Implementing mentorship and sponsorships programs can be challenging, but the benefits and outcomes typically outweigh the upfront cost and necessary resources.

Factoring executive compensation into DEI best practices has the potential to transform how companies approach data tracking, public disclosure and practice implementation broadly.

Our three-step process supports managers in having difficult conversations around DEI to create solutions that improve company culture and eliminate microaggressions at work.

This multipronged approach to DEI training and learning engages learners’ heads, hearts and hands to create a movement with staying power.

These five tips can help you deliver feedback in a way that builds trust, develops staff and increases retention without reinforcing stereotypes or harmful norms.

Why quantitative DEI data isn’t enough, and why it’s critical to measure qualitative employee data to advance DEI goals and outcomes.

Bias can show up in unexpected ways during the hiring process. Here’s how a skills-based approach to hiring can change that.

Representation data is one indicator of the state of DEI at your company, but those DEI data points won’t give you the full context you need to make an informed action plan. 

As employers increasingly embrace removing four-year degrees, it is imperative that their skills-based hiring efforts are grounded in a holistic DEI strategy. 

Implementing a skills-based hiring approach can feel daunting at the outset. Grounding your efforts in four simple principles can offer a clear path forward.  

Formal talent pipeline programs can be a transformative recruitment tool. But determining whether your roles would benefit from this approach requires a little groundwork.

America’s legacy of economic racism continues to hurt Black Americans. The private sector has an opportunity to promote equity through targeted upskilling and reskilling initiatives.  

Grads of Life’s Dr. Marshaun Hymon sheds light on four leader archetypes, their impact on diversity, equity, inclusion and belonging efforts, and actionable steps to accelerate change.

Grads of Life and Bain & Company offer strategies as businesses consider how to begin evaluating the impact of DEI best practices.

Grads of Life directors analyze strategies employers can utilize to ensure their efforts toward implementing DEI best practices are tied to measurable outcomes.

Dr. Marshaun Hymon, Director of Learning & Advisory Services at Grads of Life, discusses how inclusive mindsets can drive equitable cultures.

Building equitable hiring practices also means having a universal understanding of certain issues and terms affecting the labor market.

Grads of Life Managing Director, Elyse Rosenblum, discusses her thoughts on the release of GOL and Bain & Company’s new research report around proven diversity, equity and inclusion.

Grads of Life is delighted to announce a $500,000 grant from Walmart to aid in the development of a new impact measurement framework.

Dr. Marshaun Hymon from Grads of Life reflects on how to navigate challenging conversations with diverse talent around race, difference and workplace marginalization. 

Rya Conrad-Bradshaw, Senior Director at Grads of Life, sits down with Jeff Auker from Infosys to discuss their journey to adopting inclusive talent pathways.