As a male ally, you can help boost diversity by chipping away at the systems that perpetuate everyday unconscious bias. In this course, Emilie Aries shares simple actions you can take right away to further gender equality in your workplace. Get tips for amplifying women's voices at work, including how to use your power to pass the mic to those whose voices often go unheard. Learn how to challenge the common leadership-likability double bind that women face as they rise through the ranks. Plus, learn how to sponsor women at work, shoulder your share of emotional labor, and more.

Working in a toxic environment can make anyone feel helpless. Even HR representatives can feel like their hands are tied. But you have the power to change the trajectory of your organization’s culture. By going from bystander to upstander—someone who holds their coworkers accountable for bad behavior—you can turn a toxic workplace into a supportive environment where employees are able to do their best work. In this course, Catherine Mattice Zundel introduces tools and strategies to become an upstander and an ally. Learn how to build an upstander culture, hold employees and peers to professional conduct, and develop the skills you need to speak up when fellow employees are being bullied or harassed.

Discussions about cultural differences can be uncomfortable. They take courage. In this course, Duke University professor Dr. Daisy Lovelace shares principles and strategies that can help you have more productive, meaningful conversations on topics related to diversity.

To succeed in a cross-cultural business setting, it's important to understand the differences in how people communicate. Language isn't the only barrier. Pace, style, and nonverbal cues all affect how messages are received. If you do business on a global scale or in a diverse environment, adapting your communication strategy is critical to workplace harmony and the bottom line. In this course, Kelley School of Business professor and executive coach Tatiana Kolovou demonstrates simple techniques to build your cross-cultural communication skills: as a manager, peer, or coworker.

In this LinkedIn Learning on demand training course, find greater meaning, well-being, and productivity by learning how to interact with others across differences. Continue your Thrive journey and discover how to create inclusive environments where everyone can thrive. In this course, Arianna Huffington and Verna Myers discuss the impact of our cultural lens on our daily relations and how to counter bias in our words and actions.

The hour-long webinar “Demystifying Academic Processes: From Publishing Your Research to Promoting it,” hosted by SAGE Publishing, Georgia State University, and GSU’s Diverse Faculty Alliance (DFA), answered three main questions: How can you get published in an academic journal (whether an early career researcher or veteran)? How can you promote your publications? And how should you think about measuring impact?

This digital inclusion toolkit from New York University gathers resources, strategies, best practices, and additional information to assist faculty in creating more inclusive learning environments.

Whether deliberate or unconscious, bias makes it harder for women to get hired and promoted and negatively impacts their day-to-day work experiences. Created by LeanIn.Org, this short video series—one introductory video and six two-to-three-minute videos—is designed to provide an understanding of how gender bias impacts women’s and men’s experiences at work. These videos cover the five most common types of biases women face and address the concept of intersectionality.

The Implicit Association Test at Harvard helps to provide more self-understanding of users' own biases, attitudes and beliefs. The IAT measures the strength of associations between concepts and evaluations or stereotypes, asking users to quickly sort words into categories.

In this on-demand training course, join global workforce management expert Dr. Shirley Davis as she shares how to create and lead an organization that leverages the diverse talents of all contributors. Dr. Davis reveals the benefits of inclusive leadership, including the positive impacts it can have on employee engagement, innovation, and creativity. She then outlines a best practice framework for developing inclusive leaders in an organization, and shares tips for avoiding common leadership pitfalls. Upon wrapping up this course, you'll be equipped with practical strategies you can use to cultivate a more inclusive workforce.

What does it mean to become a true ally? This question is more relevant now than ever. True allies start with an inclusive mindset based on three basic principles: be brave, be humble, and be dedicated. In this course, discover how to put these principles into practice, become a better ally, and be the change you want to see in the world.

In this course, leadership coach Vanessa Womack equips you with knowledge and impactful strategies that can help you successfully manage, counsel, and lead a diverse team.

Good intention is not enough. In this 59-minute on-demand training course through LinkedIn Learning (free to GSU students, faculty and staff), learn how to move diversity, equity and inclusion initiatives from into reality and into practice. It takes regular learning, and regular practice, to truly make an impact in DEI.

The National Center for Faculty Development & Diversity offers a range of services including workshops, webinars and more, for faculty, post-doctoral fellows and graduate students.

Those who experience imposter syndrome often believe they are inferior to others or have faked their way into positions despite impressive accomplishments. Up to 70% of both women and men, especially high-achievers, experience imposter syndrome at some point in their career. This false belief system leads some people to self-sabotage, turn down career and growth opportunities, and limit their own career trajectories. Join instructor Carolyn Goerner as she explains the different types of imposter syndrome and shares constructive ways you can begin to overcome this negative thought cycle.

Organizations reap the benefits of diversity—when employees bring their whole, authentic selves to work. Diverse teams are more productive, innovative, and engaged. Authenticity at work includes sharing and speaking up about work and life experiences that may be different based on one’s identity. Developing the skills to conduct meaningful conversations on potentially polarizing topics such as race, religion, and gender is critical for human resources professionals, managers, and team leaders. Mary-Frances Winters offers a multistep process for building the skills necessary to engage in inclusive conversations. Find out how to conduct an exploratory self-assessment to better understand yourself and your team, learn tactics to go from polarization to common ground, and discover practical techniques for discussing difficult topics.

This video series from UCLA's Office of Diversity, Equity & Inclusion provides helpful lessons on implicit bias, attitudes, stereotypes, types of bias, consequences, and how to counter implicit bias.

In this course, diversity expert Stacey Gordon helps you recognize and acknowledge your own biases so that you can identify them when making decisions, and prevent yourself from making calls based on a biased viewpoint. Stacey explains some of the most common forms that a bias takes: affinity bias, halo bias, perception bias, and confirmation bias. She helps you recognize the negative effects of bias within your organization, as well as the benefits to be realized by uncovering bias in decision-making processes. Finally, she outlines strategies for overcoming personal and organizational bias.

Dr. Sarah-SoonLing Blackburn explains why lived experiences matter in the workplace and goes over several issues that impact Asian employees at work. She points out that the Asian community is not a monolith and discusses ways to build a more meaningfully inclusive workplace culture. Dr. Blackburn covers several steps you can take to support Asian employees, such as making space for discussion and speaking up against bias.