Diversity & Inclusion – Let’s Make It Personal!

In my introductory post to this series, I said I wasn’t going to spend too much time trying to convince people who didn’t care about diversity that they should. In my second post, I shared the business case anyway. But here’s where my attempt to convince is going to end. That’s because all the literature I’ve read on why some D&I initiatives work and others don’t come to the same conclusion. If the leaders don’t have a personal stake in D&I, D&I will not succeed in their organizations. D&I takes time, money, effort and faith.

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The Business Case for Diversity and Inclusion Initiatives

Diverse businesses do better. When you get down to a more granular level of offices and teams, diverse groups do better than homogeneous groups even within the same corporate structure. Maybe you believe those statements already, or maybe you don’t. Either way, I’m assuming you need some cold hard numbers to help convince either yourself or the people around you. For some statistics that can help you make your pitch, and some frameworks that can help lend a sense of urgency to diversity initiatives, keep reading.

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