Many companies are focused—and rightfully so—on ensuring that they are recruiting and hiring staff members who reflect their markets. As we continually stress, this focus goes well beyond the traditional model of diversity as a numbers game and gets to the relevance of inclusion from a business perspective: we simply cannot succeed in markets when our leaders and our staff members do not mirror those markets. So, that focus is important. But, unfortunately, despite their best

We’ve often said that putting traditionally underrepresented groups in positions of authority within organizations can be a huge boost to a company’s success by bringing in diverse perspectives and backgrounds and – among other things – being able to speak effectively to broader markets. However, diversity and inclusion don’t necessarily mean that consumers will flock to your brand just because someone who looks like them came up with some new ideas. Case in point: “Lady Dori

In an increasingly diverse workforce and increasingly interconnected world, diversity is more important than ever, and that trend is sure to continue in the years and decades to come. A diverse workforce has important benefits for any organization, primarily giving the organization access to a wide range of insights, experiences and values. However, the key word here is “access.” Diversity alone doesn’t ensure that those insights, experiences and values are being capitalized

Millennials may seem like a relatively new addition to the workforce to some, but as early as 2015, they made up a full one-third of the American workforce, when they overtook baby boomers to claim the largest share by cohort, according to Pew Research Center. What’s surprising about that figure is the fact that many employers are challenged to fully understand this group. They’re often seen as job-hoppers, disengaged and lacking the work ethic of earlier generations. The iss