Diversity and inclusion (D&I) is becoming a more common component of business strategy, and with good reason. However, only about 7 percent of corporate diversity and inclusion strategies target people with disabilities.
By spelling out both the problems and solutions, L&D professionals are equipped to save the day, end the conflict and rescue all survivors. (Rescuer life-lines are also provided).
It is 2018, and organizations have yet to master the art of creating diverse and inclusive work environments.
Our world is in a period of unprecedented flux. The complexities of this change are affecting the fabric and culture of our organizations, as the traditional leadership paradigm gives way to something completely different.
The majority of conversations on diversity and inclusion (D&I) revolve around hiring more diverse people and creating inclusive work cultures. Both of these intentions are worthy starting points for creating a more diverse and inclusive organization.