Although diversity and inclusion strategies and tactics have been in place with some organizations for a long time, the question I am most frequently asked by diversity practitioners is, ” How can I help our leaders reflect their support of diversity and inclusion efforts?”
At company conferences, articles in internal newsletters, and other communication methods most often the CEO or other executive focuses on the need to attract the best talent with the intention of broadening their market penetration, or believing that it is the right thing to do. These messages are helpful but are rarely the words that motivate company employees to become more determined to create and sustain a diverse workforce. If logical business rationale does not work, then what does?
