Representation matters the same way in any organization or industry. It is crucial to whether current and future employees feel included or see themselves rising to the top of your organization. Would someone like Kamala Harris see herself represented on your board of directors or executive leadership team? And if she’s not represented, do you have policies in place that foster her rise to be the first, or are there hurdles due to the absence of an inclusive culture?
Read MoreWe should treat diversity and inclusion (D&I) as a humanity issue rather than a personnel issue. This insightful statement supports the argument that D&I goes beyond human resources (HR) in the ongoing debate about whether the leadership and management of D&I initiatives belong within HR or reporting directly to the head of the organization.
Read MoreFostering diversity and inclusion (D&I) should not be the sole responsibility of the human resources leader or the D&I practitioner. To have a significant impact, we must spread D&I efforts across the organization, and this is only possible if the company’s leadership is walking the talk. Leaders have an essential role in driving inclusiveness, and organizations should bear that in mind as they recruit top talent or develop existing employees for leadership roles. As you move forward in building future teams, think about how important it is for your leaders to model inclusive leadership to get the best outcomes.
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