Why Ryley Learning Is the Ideal Partner for Sexual Harassment Training
By Bay Ryley|2025-12-03T16:44:12-05:00November 6th, 2025| Anti-Racism & Bias |
Workplace sexual harassment is a serious organizational risk with legal, financial, cultural, and reputational consequences. As more jurisdictions across North America mandate training, employers have a responsibility to protect their people and foster safe, respectful environments. At Ryley Learning, we design sexual harassment training that not only meets legal standards but truly resonates with employees.
Anti-Harassment and Violence Training for Federally Regulated Employers (Canada)
By Ray Wang|2025-12-03T16:50:58-05:00October 7th, 2025| Anti-Racism & Bias |
Creating a safe and respectful workplace is essential for all organizations. HR, legal teams and people leaders must take proactive measures to comply with the laws designed to protect employees and mitigate legal and reputation risks. Many jurisdictions have mandatory training and other requirements. Let’s focus here on federally regulated employers in Canada and what
Beyond Compliance: Why Tackling Unconscious Bias Matters for HR
By Bay Ryley|2025-12-03T17:41:21-05:00April 3rd, 2025| Anti-Racism & Bias |
Unconscious bias is an invisible barrier that shapes workplace decisions in hiring, promotions, and everyday interactions. Even the most well-intentioned HR professionals may inadvertently reinforce bias—undermining inclusion and limiting the potential of diverse teams. The good news? HR leaders are uniquely positioned to challenge these biases and champion fairness across the organization. That’s why we’ve outlined
Is D-E-I Going to D-I-E? 3 reasons DEI will survive and thrive, despite the “anti-Woke” lobby
By Bay Ryley|2025-12-04T18:37:04-05:00September 22nd, 2024| Anti-Racism & Bias |
Sure the “anti-DEI” lobby (if I may call it that) has made some headlines. (see the latest retractions by Ford, Lowes, Harley Davidson, John Deere). However, Diversity, Equity and Inclusion will survive because it is connected to traditional corporate table stakes: compliance, brand reputation, limiting legal liability, and talent recruitment and retention. Reason #1: Compliance & Fines Depending