The Rise Journey

Experience how the power of poetry can ignite awareness and empowerment in the workplace! 🎤 Join us to see how words come alive to inspire connection, challenge perspectives, and give voice to untold stories. 👀 Don’t miss this opportunity to witness poetry as a tool for workplace transformation and empowerment! #poetry #culture #workplaceculture #employeeengagement

While many organizations today have Employee Resource Groups (ERGs), understanding how ERGs truly function—and the challenges they face—is still not common knowledge. Just a few years ago, it was reported that 90% of Fortune 500 companies had adopted employee resource groups. Previous research shows that C-Suite professionals rely on ERGs for their efforts in building internal communities (62%) However, growing backlash against DEI initiatives not only spreads misinformation but also increases workplace sensitivities, leading employees to hesitate to participate in important conversations. Meanwhile, ERGs often remain severely under-supported and under-promoted as valuable resources for employees. 💡That’s why we conduct ERG research: to help workplaces better understand how ERGs impact the employee experience and to uncover strategies for making ERG work more sustainable, visible, and compensated. We appreciate professionals who are active ERG leaders, members, or collaborators taking our survey—but we also recognize that many haven’t had the opportunity to engage due to barriers to inclusion. If you: ➡️ Work at an organization that has ERGs (even if you haven't directly participated) ➡️ Work or have worked in DEI-related roles or departments ➡️ Hold HR, employee experience, or inclusion responsibilities We invite you to take our Annual ERG Lead Compensation Survey: https://lnkd.in/eXq8XFXi Your insights are crucial for helping organizations better support ERGs and build more accountable and impactful strategies. To Note: 📝 The survey takes just 10–12 minutes to complete. 🔒 All responses are anonymous—no names, organizations, or data will be shared without consent. Thank you for helping us create more equitable workplaces! #ERG #DEI #EmployeeResourceGroups #WorkplaceInclusion

Discrimination influences every aspect of many people's lives and shapes how individuals navigate the world and experience their communities. It affects home life, school experiences, the media we consume, our social circles, and (YES) our workplaces. For many employees from marginalized communities, workplace discrimination is compounded by systemic barriers that limit access to security, comfort, and fair treatment. Systemic racism is both exhausting and deeply disruptive. When left unchecked, it forces the very people it harms to take on the burden of holding others accountable—challenging harmful behaviors and correcting discrimination—all while enduring prejudice in real time. ➡️New US administration policies are undermining workplace protections, restricting DEI efforts, and emboldening those who would rather maintain the status quo than build workplaces that work for everyone. The reality for many people is that they are often left without the time, energy, or capacity to confront discrimination effectively. And yet, even when employees decide to take action, they often don’t have the education or resources they need to advocate for themselves without risking their own security at work and within their community. They're told, "Just talk to HR," without being given a clear understanding of: - Their rights under Title VII (prohibiting employment discrimination based on race, color, religion, sex, and national origin). - The role of the U.S. Equal Employment Opportunity Commission (EEOC). - Best practices for documenting and reporting discrimination. This knowledge gap leaves employees vulnerable—and workplaces at risk. A truly inclusive community means ensuring that all people— including those from marginalized identities—are protected, supported, and empowered. Research shows that resistance is often a sign of transformation. If DEI is being challenged, I believe it means that more people are paying attention—and that presents an opportunity. My recommendation: Organizations should ensure their policies, communications, and programs are compliant, clear, and accessible. This isn’t about an overhaul—it’s about getting committed to refining outdated systems and practices. ➡︎Making sure existing policies are still effective, legal, and aligned with best practices ➡︎Ensuring employees have access to transparent, actionable information ➡︎For international companies, double-checking compliance across all locations A truly inclusive society doesn’t happen by accident. Equity and inclusion are not political trends—don't let your company’s commitment to inclusion crumble under political pressure. https://lnkd.in/dKbMs-b3

Welcome, April!💐 Up this month we have⤵️: 💡World Autism Acceptance Month 💡National Arab American Heritage Month 💡Tartan (Scottish-American) Heritage Month Yet, beyond these monthlong observances, April also holds other important celebrations that your employees and community find meaningful and significant. Recognizing people-observances in your workplace can foster advocacy, awareness, and inclusion in your organization. Shift gears with the season — Encourage your team to step into new learning experiences and team-building that bring fresh perspectives, connections, and growth. #April #HappySpring #InclusiveWorkplaces #CelebrateObservances

Let’s get real: Between organizations stuck in a holding pattern and DEI and related cultural initiatives on pause—or being quietly being rolled back...This political moment is confusing. Leadership teams are trying to figure out what’s next. But while they do, how are you supporting employees? What are you putting in place of the programs you’re rolling back? This moment calls for clarity and courage while we solve for compliance. 👉 Cutting programs without adding support = eroding workplace culture. 👉 Employees shouldn’t pay the price while companies “wait and see.” 👉 Rebranding DEI? Ok. But don’t let the mission disappear. Now is the time to ask: - What programs still support connection, fairness, and inclusion? - Are employees hearing anything from leadership about what’s changing? - Are we actively maintaining the employee experience and workplace culture we worked so hard to build? Waiting out the storm isn’t a strategy. You can protect your people today while protecting your organization for tomorrow. New The Rise Journey blog post on this coming 🔜—blunt, honest, and focused on action. 👉 In the meantime, check out our new page for our Employment Practices Audit here: https://lnkd.in/eWa87mGz #Leadership #WorkplaceCulture #DEI #HR #EmployeeExperience #PeopleFirst #OrganizationalCulture #InclusiveWorkplaces

We're #hiring a new Sales Development Representative in United States. Apply today or share this post with your network.

Happy Spring, Workplaces & Teams! 🌸 With longer days, warmer weather, and nature in bloom, it's no surprise that there's science behind why humans feel a seasonal boost in motivation and happiness. Now's a great time to harness this seasonal energy! Encourage your workplace to embrace new learning experiences and team-building opportunities that foster growth, connection, and fresh perspectives. ✨ Insider Scoop: Here’s a sneak peek at our upcoming featured sessions for April! A huge thank you to our incredible advisors for partnering with us to support workplaces committed to positive change—rain or shine, snow or sun! 🌞🌧️❄️ [Here's a quick read on common positive symptoms of Spring! 💐https://lnkd.in/ewhqZvgs] #LunchAndLearns #GreatWorkplaces #EmployeeExperience #InclusiveWorkplaces

It’s gotten harder to separate what’s “DEI” from what’s simply good people practice. New executive orders and legal scrutiny are creating confusion. Organizations are pausing, reassessing, and recalibrating—and employees are left wondering what’s next. ➡️The Ground is Shifting—But Your People Shouldn’t Lose Their Footing 💡That’s why we’re now offering Employment Practices Audits—to help organizations navigate these changes while keeping employees informed, protected, and valued. Over the past few years, evolving HR strategies—like fair hiring, pay equity, inclusive language, and employee resource groups—have often been grouped under the DEI umbrella. Some initiatives are explicitly DEI-focused. Others are simply sound, modern practices. But in this moment of political scrutiny and legal shifts, it’s difficult to pull them apart. 👥 Our Employment Practices Audits help organizations understand where they stand and how to move forward in a way that’s fair, compliant, and transparent. - Understand what policies and programs are active, effective and their impact - Clarify what’s supporting your workforce—even if it’s not labeled “DEI” - Make informed, intentional decisions before changing or cutting anything that impacts your people and culture Before you pivot, pause. Let’s take inventory together. Book time to chat with our team to learn more about how we can partner together to put data behind a strategy that backs a supportive and employee-first workplace culture: https://lnkd.in/d8BswhCn #DEI #OrganizationalDevelopment #EmployeeExperience #AuditingService

When our The Rise Journey team partners with organizations to research Employee Resource Group (ERG) impact engagement, the first questions we ask are: Are you tracking ERG progress? Are you compensating your ERG leaders? Research reveals that only 7% of organizations track the impact of ERGs on employee retention, and fewer than 41% offer any form of compensation to their ERG leaders — so it's no surprise that the answer to these critical questions is often "No." So, what's next? How do we advise organizations to start tracking ERG metrics and create a strategy for sustainable success? Beyond providing ERG audits and related services, we run an ERG Survey and Annual Report to offer an overview of real-world best practices, insights, and actionable strategies to help drive meaningful change in your ERGs. ➡️ Take the survey to help us collect valuable data and download last year's report to understand trends, challenges, and progress in ERG engagement across organizations: https://lnkd.in/evqgWZvJ Catching up on last year's ERG trends? Check out this HR Brew ™️ article by Kristen Parisi on Employee Resource Group highlights over previous years: https://lnkd.in/e75Wyn3P #ERG #EmployeeResourceGroups #EmployeeSupport #ProgressiveWorkplaces

Today is All Women's Equal Pay Day – let's move on beyond the ‘thoughts and best wishes.’ Every year, we hear the same messages of ‘condolences’ for employees affected by pay inequity, quotes like, “It’s unfortunate that we’re still talking about this,” and rhetorical questions like, “When will pay inequity end?”. It's 2025. Thoughts and Regards haven't been enough to ground sustainable change for years now. Let's ask the big questions: - Do you regularly conduct pay equity audits to identify disparities? - What kind of training or policies do you have in place to ensure fairness in compensation and reduce bias in decision-making? - How often are you tracking employee wages, wage changes, and the rising cost of living? - How transparent and accountable is your compensation system? - How does your organization evaluate and compensate employees who take on additional responsibilities or go above and beyond their job description? - What would it take to implement a fair, scalable pay structure that promotes long-term equity for all employees? - Are pay raises and promotions based on performance and contribution, or are they influenced by factors like negotiation skills, personal relationships, or unconscious biases? Don't stick your head in the sand and let another year pass by of failing to pay your employees fairly. https://lnkd.in/djx4sE6W #EqualPayDay #EqualPayForEqualWork #PayEquity #WomenInBusiness