The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies to humanize the workplace, empower people, and foster innovation. Members can access full versions the Alliance’s Action Steps in the Member Resource Center.
In times of rapid change, evolving priorities, and relentless pressure, it’s easy to focus on systems, policies, and productivity metrics. But at the core of every organization— beneath the goals and the numbers—are people. And when people don’t feel seen, supported, or safe, even the most well-intentioned strategies fall flat.
Your employees are the heart of your organization. They’re the ones solving client problems, mentoring new talent, holding space for tough conversations, and carrying your culture forward in a million daily interactions. And yet, in the hustle to keep up, many organizations unintentionally treat people as a resource to manage rather than a force to champion.
If you want a workplace that performs at a high level, you need to build a culture that honors the humans driving that performance.
What Is a Human-Centered Workplace?
With so much uncertainty and change in our world, organizations must go beyond surface-level perks to create workplaces where people can thrive. A Human-Centered Workplace is one where flexibility, inclusion, and well-being are embedded into the culture, not treated as add-ons or afterthoughts…
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
The pace of workplace change today is unprecedented, with organizations navigating everything from shifting workforce expectations to debates over flexibility and DEI. In this rapidly evolving environment, leaders and employees alike are grappling with uncertainty. Without a clearly defined and intentionally cultivated culture, organizations risk becoming reactive rather than resilient.
Culture is not just about physical presence or a list of corporate values tucked in a handbook. It’s the heartbeat of an organization, shaping how decisions are made, how people engage, and how businesses evolve. A strong culture provides clarity and direction, allowing organizations to stay grounded in their mission, values, and vision— regardless of external challenges.
The question is: How do you define and strengthen a culture that supports your organization’s future?
Define Your Culture with Purpose
Culture is the foundation that shapes every decision and action within an organization. To define it with clarity and intention, the Culture Clarity Framework developed by Manar Morales provides a structured approach based on four essential questions:
https://dfalliance.com/wp-content/uploads/2025/03/Building-A-Workplace-Culture-that-Drives-Engagement-and-Success.png12001200dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2025-03-28 09:00:062025-04-25 10:42:36Action Step – Align and Cultivate: Building A Workplace Culture that Drives Engagement and Success
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
February is always a busy time for organizations, which means it is an even busier time for caregivers juggling professional and personal responsibilities. As organizations focus on strategy and planning, now is the time to assess how well they are supporting working parents and caregivers.
The latest 2025 KPMG Working Parents Survey highlights just how much caregiving and work are intertwined. While it’s well known that caregiving responsibilities can contribute to stress and burnout, the survey reveals deeper trends that should be front and center for organizations aiming to attract, engage, and retain top talent.
Engagement & Support for Working Parents
The study found that 76% of parents reported increased motivation in their careers after having children. However, organizations often overlook this momentum instead of channeling it into meaningful career growth.
Parenthood is a significant life transition that reshapes both personal and professional goals. To support employees through this shift, organizations should:
Offer career coaching to help new parents navigate their return to work and explore evolving career aspirations, whether that means stepping into leadership roles, engaging in pro bono work, developing niche expertise, or building a business…
https://dfalliance.com/wp-content/uploads/2025/02/Why-Supporting-Caregivers-Should-Be-A-Business-Priority.png12001200dfalliancehttps://dfalliance.com/wp-content/uploads/2019/03/Diversity-and-Flexibility-Alliance-Logo-260.pngdfalliance2025-02-28 10:48:042025-04-25 10:42:31Action Step – Why Supporting Caregivers Should Be A Business Priority
Action Step – The H.E.A.R.T. Framework
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies to humanize the workplace, empower people, and foster innovation. Members can access full versions the Alliance’s Action Steps in the Member Resource Center.
In times of rapid change, evolving priorities, and relentless pressure, it’s easy to focus on systems, policies, and productivity metrics. But at the core of every organization— beneath the goals and the numbers—are people. And when people don’t feel seen, supported, or safe, even the most well-intentioned strategies fall flat.
Your employees are the heart of your organization. They’re the ones solving client problems, mentoring new talent, holding space for tough conversations, and carrying your culture forward in a million daily interactions. And yet, in the hustle to keep up, many organizations unintentionally treat people as a resource to manage rather than a force to champion.
If you want a workplace that performs at a high level, you need to build a culture that honors the humans driving that performance.
What Is a Human-Centered Workplace?
With so much uncertainty and change in our world, organizations must go beyond surface-level perks to create workplaces where people can thrive. A Human-Centered Workplace is one where flexibility, inclusion, and well-being are embedded into the culture, not treated as add-ons or afterthoughts…
Members: Continue reading this Action Step in the Member Resource Center.
To read this entire Action Step become a member of the Diversity & Flexibility Alliance.
Action Step – Align and Cultivate: Building A Workplace Culture that Drives Engagement and Success
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
The pace of workplace change today is unprecedented, with organizations navigating everything from shifting workforce expectations to debates over flexibility and DEI. In this rapidly evolving environment, leaders and employees alike are grappling with uncertainty. Without a clearly defined and intentionally cultivated culture, organizations risk becoming reactive rather than resilient.
Culture is not just about physical presence or a list of corporate values tucked in a handbook. It’s the heartbeat of an organization, shaping how decisions are made, how people engage, and how businesses evolve. A strong culture provides clarity and direction, allowing organizations to stay grounded in their mission, values, and vision— regardless of external challenges.
The question is: How do you define and strengthen a culture that supports your organization’s future?
Define Your Culture with Purpose
Culture is the foundation that shapes every decision and action within an organization. To define it with clarity and intention, the Culture Clarity Framework developed by Manar Morales provides a structured approach based on four essential questions:
Members: Continue reading this Action Step in the Member Resource Center.
To read this entire Action Step become a member of the Diversity & Flexibility Alliance.
Action Step – Why Supporting Caregivers Should Be A Business Priority
The Alliance’s Action Steps are designed to assist organizations with implementing practical strategies and policies related to diversity and flexibility. Members can access full versions of all of the Alliance’s Action Steps in the Member Resource Center.
February is always a busy time for organizations, which means it is an even busier time for caregivers juggling professional and personal responsibilities. As organizations focus on strategy and planning, now is the time to assess how well they are supporting working parents and caregivers.
The latest 2025 KPMG Working Parents Survey highlights just how much caregiving and work are intertwined. While it’s well known that caregiving responsibilities can contribute to stress and burnout, the survey reveals deeper trends that should be front and center for organizations aiming to attract, engage, and retain top talent.
Engagement & Support for Working Parents
The study found that 76% of parents reported increased motivation in their careers after having children. However, organizations often overlook this momentum instead of channeling it into meaningful career growth.
Parenthood is a significant life transition that reshapes both personal and professional goals. To support employees through this shift, organizations should:
Members: Continue reading this Action Step in the Member Resource Center.
To read this entire Action Step become a member of the Diversity & Flexibility Alliance.