According to Fortune, 7 in 10 senior executives are white men. Yet, we often don’t know how to think or what to do about diversity & inclusion (D&I). For many of us, it is an amorphous concept, to which little more than lip service is paid. We retreat to the comfort of the sidelines, letting those who identify as diverse deal with it.
We can and should do more.
The issue of D&I has gained prominence over the past few decades. An increasing number of firms have hired Chief Diversity Officers, instituted diversity recruiting initiatives/targets, and taken steps to create more inclusive work environments (i.e. employee resource groups).
Recently however, movements such as #blacklivesmatter, #metoo, and the technology inclusion pledge have refocused the spotlight on just how little progress has actually been made when it comes to D&I and social justice more broadly.