Discussing diversity and inclusion (D&I) practices in the workplace can be a delicate subject — but it shouldn’t be. Rather than dance around the subject or get defensive about the reason for the imbalance, I believe HR leaders and CEOs must make a conscious and active effort to openly discuss how best to tackle the issue. Simply hiring more women or filling minority quotas isn’t going to cut it. Diversity policies can be short-sighted, with management striving to level the gender playing field for compliance or altruistic purposes. And, the narrative around gender diversity in business culture can be weak,…
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