Realizing the real business impact diversity and inclusion can have, many organizations now have chief diversity and inclusion officers (CDOs) on their executive teams.
Hiring talent from different racial, geographic, ethnic and religious backgrounds is becoming standard business practice. How do good leaders leverage these diverse perspectives in a way that is relevant and contemporary?
For businesses wanting to advance women into leadership positions on IWD and all year, the learning and development function can lead the way, both by example and by developing effective leadership development programs.
What does it mean to lead inclusively? Although there is no standard recipe for inclusion – it inevitably varies by culture and individual – one thing is for sure: If inclusive leadership feels easy, you’re doing it wrong.
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).