INSIGHTS THAT MOVE YOU FORWARD
While D&I leaders are hired to address diversity problems within organizations, they face a few factors that limit their effectiveness. First, the definition of diversity has become so broad to where inequities in racial and ethnic diversity (especially BIPOC) can be masked by or aggregated with others. Second, some D&I leaders care more about protecting their position than making a real impact within their organization. Fearful of quantifying the problem, they’d rather reflect positively-trending numbers that show favorably on them and their positions. Also, telling the truth about diversity numbers means letting the skeletons out of the closet, which many organizations are uncomfortable doing.