A brief dialogue arguing that organizational leaders must embrace diversity, equity, and inclusion (DEI). Speakers recommend long-term actions—partnering with universities, investing in training, and "building a bench" of diverse talent—because diverse teams provide broader perspectives and better problem-solving.
Chapters
If you have somebody in a leadership position who literally doesn't respect.
Diversity and inclusion, the question is, why are they in a leadership position? What companies with resources can do is.
Build their own bench, which is go.
To universities, invest in the programs that will train the people, train in this case, as you said, some gender diversity.
So that they have the skills and then, and offer them the potential for jobs when they come through the program. So you set them up. In other words, build your own bench. Because I've heard this from companies before.
Which is, you know, we'd love to, but the talent's not there, you know.
So go build the bench. If you have a long term approach to this stuff, it's not about solving.
A problem in a month, you know, it's about solving a problem so that.
It'S sticky, so that it's not just.
A reaction, but rather it becomes inculcated and built in into the fabric of the company. And I go back to leadership training again, which is what good leaders recognize and is that a diverse workforce brings diversity of points of view. If everybody looks like me, went to a similar school as me, was brought.
Up like me, then we're all going.
To have similar points of view on some of the challenges we face.
But when we have people with different.
Racial backgrounds or different genders, some people.
Who grew up in Europe versus America or rich versus poor, they bring entirely new perspectives based on their worldview to a problem. And the more diverse perspectives we have on challenge, it means the more options.
We have to solve that problem. And so I think one of the things to do is that leaders are going to be expected to embrace this, that we're going to be judging our leaders and their ability to do this, to build more diverse teams and to go out into the marketplace before some of these young people start looking for.
Jobs and start training them in the.
Skills that you want and setting them up. It goes to what we said before, which is we want to make you a whole person. We'll give you some of the technical.
Skills and some of the human skills. And then when you join us, you're.
Going to be a better prepared person, a better prepared employee to join, to join our team, because we've already set you up for success with hard skills and human skills.
