GreatWork Blog

Building better workplaces through compliance, culture, connection

As religious accommodation requests become more common in today’s workplaces, many employers in Oregon and Washington are left wondering what exactly they’re required to do, and what’s changed recently. The rules aren’t as complicated as they seem, but they are significantly stricter than they used to be. Here’s a clear breakdown of what every employer should know.

On April 23, 2025, the Trump Administration issued an Executive Order Restoring Equality of Opportunity and Meritocracy. This order focuses on eliminating the use of disparate impact liability by federal agencies, such as the Equal Employment Opportunity Commission (EEOC), in their enforcement of civil rights laws.

In today’s multigenerational workplace, creating a culture of inclusion and belonging is more critical than ever. With up to five generations working side by side, each bringing unique perspectives and experiences, leaders must ensure that all employees feel valued and respected, regardless of their age. A culture of inclusion across generations not only enhances collaboration and innovation but also drives organizational success.

Perspective taking, the capacity to see the world from another person's viewpoint, has emerged as a crucial skill in creating inclusive and thriving work environments. This ability to see the world from another's viewpoint has far-reaching implications for success within diverse professional settings.

Recently, there have been several articles published proclaiming that DEI training is not effective and doesn’t make a difference in the workplace. Some articles even state that diversity training can backfire, eliciting defensiveness from the very people who might benefit most. And even when the training is beneficial, the effects may not last after the training ends. Unfortunately, these articles only tell part of the story. I agree that DEI training can be very ineffective if It’s not done in the proper context. 

The holiday season is a time of joy, celebration, and togetherness. As offices across the globe prepare for festive decorations and year-end parties, it's essential to recognize and embrace the diversity that exists within the workforce. This season provides a unique opportunity for fostering inclusion, understanding, and a sense of belonging among employees of various cultural backgrounds, traditions, and beliefs.

Inclusive leadership is important for several reasons, as it fosters a more diverse and equitable workplace or community environment while driving better outcomes for organizations. Here are some key reasons why inclusive leadership is crucial.

Is your workplace inclusive for the LGBTQ+ communities?  What does that even look like?  Join us on May 16^th to find out.  Yee Won Chong’s mission is to increase organizations’ ability to fulfill their purpose by creating inclusive, healthy and holistic work cultures that allow everyone to thrive.  Yee Won is bringing his expertise and experience to explore the challenges LGBTQ+ communities face in our society and institutions, how dominant messages about sexuality, sexual orientation, and gender shape us, and the actions anyone can start taking.

We routinely hear from organizations about how hard it is to find candidates.  It’s a tight market, and now is a good time to re-evaluate your approach and where you are looking, especially if your organization has made a commitment to improving its diversity, equity and inclusion practices.

Have you ever planned a meeting, a retreat, or all-staff event only to learn later that it was a special religious or cultural holiday?  To be a more inclusive organization it’s helpful to be mindful of those special days and cultural events that some of your employees might be observing. 

Since each person in your workplace will celebrate holidays differently, recognizing and supporting an inclusive environment shows your team cares about everyone! In other words, "holiday" is not synonymous with "Christmas."

Hispanic Heritage Month runs from September 15 to October 15 each year as a way to recognize, honor and celebrate Hispanic cultures, histories and contributions. Here are six suggestions for virtual celebrations and recognition of Hispanic Heritage Month.

Black History is not an “important event” or an “occasion.” Black history is intertwined and woven into the fabric of American History. Black history is not an addition to American history. The contributions of Black Americans should not be seen as a unique event. While the intent of Black History Month is to honor the contributions of Black Americans, the impact is trivialization. There is no “celebration” that can capture the contributions and experiences of Black Americans to this society. 

On January 17, 2022, our nation will recognize and honor the life and birthday of the Reverend Dr. Martin Luther King Jr. It has been 53 years since we last heard him speak the night of April 3, 1968, at the Mason Temple (Church of God in Christ Headquarters) in Memphis, Tennessee. On the following day, King was assassinated at the age of 39. In the spirit of Dr. Martin Luther King, Jr., I will continuously work this year to continue to spread his message and make his dream a reality. Will you join me?

With the onset of a global pandemic, organizations are using video conferencing now, more than ever. With this new reality there’s also an issue happening beneath the surface with platforms like Zoom, Teams and Skype beyond stress and mental health that’s affecting its users. If not addressed properly, these platforms can become settings for unconscious bias. Here are 5 ways to discourage unconscious bias in virtual meetings.

Globally, the pandemic has fueled increased economic insecurity for women and girls, and in far too many places—including, far too often, here in America—their fundamental rights remain at risk. Recently, the Equal Employment Opportunity Commission (EEOC) released a statement affirming their contribution to the White House’s National Strategy on Gender Equity and Equality. The strategy identified ten priorities. 

If you’ve already had the pleasure of meeting Daryl Dixon, you’ll understand our enthusiasm for bringing him on board as Cascade’s new Director of Equity and Inclusion. And if you haven’t yet had the opportunity, we want to help make that happen.

As you return to work next week, we urge you to keep focus on current events and the killings of several Black men and women. One action we all can take is to normalize having these conversations at work. Cascade is committed to equity and centers it in our work, which means that we have to start by acknowledging that white supremacy and racism exist, and that they are deeply intertwined with work in all sectors.

We are at a time in history where we no longer need to “create” jobs for individuals with a disability. There are business needs that already exist in our communities. And statistically, people with disabilities stay at their jobs longer and have better-than-average attendance.

Regardless of whether I’m training, coaching or consulting, I regularly hear the same complaint about Millennials in the workforce: They’re so entitled.

As recent graduates pour into a workplace brimming with older employees, cross-generational dynamics are rife with age stereotypes. But are these stereotypes scientifically valid? A new study by the international training and consulting firm AchieveGlobal found they are not.