November 7, 2019

How to Commit and Turn ‘Diversity’ into ‘Inclusion’

By Caroline Stokes

Do all the people in your organization feel safe and included? Are employees from diverse backgrounds free to do their work without being marginalized? Do you constantly work to broaden your hiring pool?

People leaders who are committed to creating diverse, inclusive work spaces must ask themselves these questions. Yet before you can answer them in any meaningful way, the company’s leadership must have an open mind and an eagerness to learn; they must be willing to be educated on areas in which they have blind spots.

Let’s do a thought experiment: Imagine you’re a CEO or in your company’s leadership, and you’re a white man. Statistically, this is most likely to be the case. In 2018, there were only 24 female CEOs in the Fortune 500, and there were only three black CEOs, all of whom were male. The remaining 95 percent of CEOs in the Fortune 500 were white men. Thus, it’s a relatively safe assumption that your company leadership is white and male. These numbers have to change if workplaces are going to be a true representation of the world we live in.