Our 8 Best Practices
1. Establish a sense of
belonging for everyone
For each individual to bring their best self forward, a sense of belonging must first be established. Having a connection...
2. Empathetic leadership
is key
Diversity and inclusion are often treated as a single initiative owned exclusively by HR. But for real change to happen, every...
3. A top-down approach
isn’t enough
Top-down approaches drive compliance, not commitment. From senior leaders to frontline employees, every individual...
4. Quotas don’t automate
inclusion
Hiring goals may boost diversity numbers, but this won’t automatically create an inclusive culture. Too often, leaders...
5. Inclusion is ongoing
not one-off training
It isn’t enough to teach employees what it means to be inclusive. Like any form of behavior change, inclusion requires...
6. Maximize joy and
connection, minimize fear
People are wired to react with fear and distrust when their beliefs are challenged. While fear can be a powerful motivator...
Read the full article here to find out what are the 8 best practices for changing the culture
“A lot of conversations about diversity and inclusion do not happen in the boardroom because people are embarrassed at using unfamiliar words or afraid of saying the wrong thing — yet this is the very place we need to be talking about it. The business case speaks for itself: diverse teams are more innovative and successful in going after new markets, new projects and new challenges.”
― Monica Perna, Chief Executive Officer
Diversity may be the hardest thing for a society to live with
and perhaps the most dangerous thing for a society to be without.
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