Let's say your organization is ready to further embrace diversity by committing resources to recruiting and retaining a more diverse talent pool. Perhaps you've even gone so far as to hire a Diversity Officer and create employee resource groups. You recognize the many ways in which diversity can improve your organization's culture and, ultimately, its bottom line. And yet, you don't see a shift in your ability to retain diverse talent and there's a persistent barrier to promoting marginalized groups to the top levels of leadership. Let's ask ourselves what might be missing.
1. Are white men fully engaged in diversity and inclusion (D&I) initiatives?
In order for D&I to succeed, everyone within an organization has a vital role to play in co-creating inclusive work cultures. Given white men's majority hold on business leadership, they are often in the strongest position to drive any type of enduring organizational change.
