Change at Work
We are stronger when we celebrate our differences. When we learn from our mistakes and strive to do better. When we live by the words Better Work, Better World.
Yet, Better Work doesn’t happen on its own. It takes mindset, self-awareness, and the desire and drive to change. And that change starts with a movement: Change@Work.
Change@Work is a program any organization can use to help forge their own change. It’s built around three core tenets: inclusion, transparency, and employee-led action.
Change should benefit everyone. But that can only happen when all participants feel equally valued. By making inclusion integral to your values, you commit to making equality a reality.
Change demands accountability. Share progress regularly, absorb feedback in earnest, and support your work with data. Hold yourself to real results, and challenge others to do the same.
Change happens not by mandate, but with mindset. Empower your employees to drive change from the bottom up. Give them the resources they need to thrive, and inspire leadership at all levels.
To learn more about how we’re using Change@Work at PI, click here.
Bring Change@Work to Your People
Change is daunting. There’s safety in the status quo. But true inclusion requires the courage to stand up—for your peers, your direct reports, your clients and partners—and advocate for equality.
Join the Change@Work movement. Champion inclusion, transparency, and employee-led action in your organization. Take real steps toward lasting change, and challenge other organizations to follow suit.
Here are some immediate ways to take action:
Bookmark this page, and explore a growing list of Change@Work resources created by PI employees, PI Certified Partners, and other thought leaders.
Follow The Predictive Index on LinkedIn for regular Change@Work posts.
Download our Change@Work brand assets to share with your employees and teams.
Reserve your seat for OPTIMA22, and explore the intersection between Change@Work and social equity.
What Change Looks Like
“It’s one thing to say, ‘Inclusion is important, and we value you, and we value people.’ However, if there isn’t a clear resource allocation to make things right, then there needs to be a lot more discussion about what that commitment looks like.” CEO of Unsiloed | PI Certified Partner
The Importance of Inclusivity
“You have to provide an environment where people feel comfortable raising those things, questioning those things, challenging those things, being heard about them… and having an open discussion that is ongoing.” Sr. Digital Learning Producer at PI
Creating Sustainable Change
“[Future generations] want to see a change. They want to see action happen within an organization. […] They won’t come to work if they don’t feel like they can be their authentic self.” CEO of The Tech Connection
Change@Work Thought Leadership
- How to be inclusive of gender and pronouns at work
- 4 simple ways I’ve tried to be more inclusive at work
- How to create a gender-inclusive workplace
- How we’re evolving Better Work, Better World with our new remote work policy
- Where are our remotes?! The Hybrid Olympics Chronicles
- [Course] How to build a diverse workforce
- [Course] Being and belonging at work: why it matters
Stand against discrimination:
- Black Lives Matter
- How to support AAPI friends and family this Heritage Month—and always
- “Maybe”: Why it’s important to have Pride
- An extra dose of courage: Countering workplace bias by raising each other up
Further the dialogue:
- The state of workplace diversity
- How to have honest DEI discussions
- Embrace the challenge: Modeling DEI with a sense of personal responsibility
- Building the house: How to instill DEI culture from the ground up
- How to further DEI efforts with limited funding
Hire for inclusion:
- Beyond the briefcase: The power of inclusive career pathing
- Gendered wording in job advertisements sends the wrong message.
- Culture fit vs. culture add
- Hiring for cultural fit vs. hiring for inclusion
- How to recruit diverse engineering talent in a competitive market
Take action in your role:
- Recruiters: Hire not just for diversity, but also inclusion.
- Engineers: It’s time we make changes to our tech vocabulary.
Promote equal opportunity:
- Choose to challenge: How women at PI are driving inclusion in tech
- How psychometric tests can actually promote inclusivity
- Diversity and inclusion go hand-in-hand with talent optimization
- Aiko Bethea takes the OPTIMA22 stage to inspire equity through empathy.
- The Work on Trial series: Kemy Joseph on equity, purpose, and safety