Why authenticity is crucial for diversity and inclusion initiatives
Embracing employees and other constituencies of all colors, creeds and gender orientations affects internal culture and the bottom line—and it requires full commitment at all levels.
The question is pretty much settled: Diversity and inclusion are good for business.
The results are being documented in marketing, sales, recruitment, retention, innovation, productivity, morale and bottom-line performance.
Unfortunately, missteps are alarmingly common in new diversity and inclusion initiatives, presenting unique brand risk. The fatal flaw in these initiatives? Most often, it’s lack of authenticity.
Don’t lose authenticity.
Authenticity starts with sincerity of effort. It’s not enough to run a half-day workshop or hire a diversity officer. Rather, organizations have to seriously consider what D&I means for them, why they need to be in this space, and how they will come to possess the necessary insight to succeed. Then they need to live it.
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