I read something that got under my skin this morning. Recent data proves that until a particular group makes up 30% of an organization, it is unlikely that their views will be heard. My inclusive self is disheartened.
The return on investment to listen and meet the needs of the smallest groups may not immediately outweigh the organizational inertia that keeps culture trudging along in the same direction. Making change happen requires longer vision and stepping outside “the way we we’ve always done things.” Building D&I success requires cultivating a responsive culture that embraces the perspectives of each member.
More and more organizations talk the talk about wanting to make change happen, to develop inclusion, to attract and retain diverse talent. But, do they walk their talk? Are you listening to the perspectives of your minority groups? Then, more importantly, how are you acting on what you learn?
Liz Mikos
Liz is a PhD. candidate with expertise in multiculturalism in the contemporary United States. She brings targeted knowledge on the recent shifts in the U.S. demographics, changing global attitudes, and the impact this has on her clients. She partners with firms and organizations to devise diversity and inclusion strategies that fit both their values and goals.
