Talent advisors around the world are well intentioned, compassionate leaders who work hard to create a culture of fairness, equality and inclusion. They accept the challenge of shattering glass ceilings and including diverse voices in conversations. They lead by example and work hard to overcome personal and institutional biases.
And yet the challenge remains to improve female and minority representation in the boardroom and the executive suite of many global corporations. Germany recently took one approach and passed a law that requires many companies to give 30 percent of board seats to women beginning in 2016. Other countries, such as Britain and the United States, rely on a mix of market pressure and shame to goad more companies into elevating women and minorities into key leadership roles.
Let’s face it. Whatever approach your organization takes to improve its talent pipeline and create a culture of equitable talent development, you can probably do more.
Most conversations about diversity and inclusion lack nuance, which is why we want to elevate the discourse during the month of April.
This month, the contributors to the Talent Advisor Portal will work hard to share case studies and examples of strong diversity and inclusion programs. They will demonstrate the ROI of diversity. And they will speak to the broader themes of building heterogeneous leadership practices at your company.
They will also have a little fun, thank goodness, and share the lessons they have learned during their careers as talent advisors, teachers and HR leaders.