 | May/June 2012Vol. 5 No. 3 |
Diversity and inclusion efforts can play a positive role in a firm's culture. Here are five steps diversity leaders must take to ensure diversity is properly embedded.
Thanks to its rise in importance in the C-suite, diversity and inclusion as a core discipline and strategic imperative now demands, in some circles, a measurement model to show its direct financial link to the business.
Diversity and inclusion is a financial driver for global business, but measuring its true worth is still tough for many organizations.
It is human nature to be biased. However, we can take measures to raise individual and organizational awareness of bias and limit its effect on inclusion.
Debate on quotas continues, but diversity executives must look at the whole picture to assess their ability to affect the number of women on boards and in senior-level positions.
Jimmie Paschall, Wells Fargo's executive vice president of enterprise diversity and inclusion, brings a global mindset to making diversity and inclusion an integral part of the employee culture at the financial services firm.
At toy giant Mattel, leveraging diversity and gaining insights into diverse consumer populations can help boost sales and expand market share with certain ethnic groups.
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