WHAT IS YOUR ADVICE TO OTHER C-LEVEL EXECUTIVES LOOKING TO BECOME MORE DIVERSE AND INCLUSIVE WITHIN THEIR COMPANIES ?
WHAT CHANGES ARE YOU EXPECTING AND HOPING TO SEE IN THE FUTURE WITH REGARDS TO DIVERSITY ?
WHAT IS YOUR ADVICE TO OTHER C-LEVEL EXECUTIVES LOOKING TO BECOME MORE DIVERSE AND INCLUSIVE WITHIN THEIR COMPANIES ?
Give D & I a seat at the top table . Your D & I lead needs to have the backing of the board and the CEO ’ s mandate to make changes . Set realistic targets and KPIs and make senior leaders accountable for delivering on these . Everyone is responsible for creating a diverse and inclusive workplace . One of the biggest risks is the perception that D & I is compartmentalised , a bolt-on to HR , or of too little strategic value to merit proper commitment .
When something becomes everybody ’ s business , change happens quicker . It ’ s important to keep the conversation flowing , internally and externally .
WHAT CHANGES ARE YOU EXPECTING AND HOPING TO SEE IN THE FUTURE WITH REGARDS TO DIVERSITY ?
We ’ re going to see more analysis of how different types of inequality intersect , and will be able to shift our 63
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