In theory, diversity and inclusion should be simple: Create a culture that embraces differences and welcomes a diverse workforce that can thrive. However, diversity training is often ineffective due to oversimplification of the issue.
There are numerous factors that help characterize an organization as a “great place to work,” from ample professional development opportunities to supportive leadership to comprehensive employee benefits programs.
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?
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.