Diversity, equity and inclusion (DEI) is a complex movement that, in many ways, is bigger than us, and we are constantly acquiring new information that challenges our assumptions and helps guide us forward. To highlight this important, evolving topic, I was pleased to have the opportunity to speak at the recent CU Women in Leadership Conference on leveraging DEI to positively transform workplace culture and drive employee engagement and business results.
In this blog series, I’m excited to share with you some of the practical solutions I presented at the conference, which go beyond discussion about the gender gap and explore how to take real action that helps accelerate women and other underrepresented groups into leadership roles.
When done well, DEI can truly transform company culture and be a strategic differentiator for financial institutions. Over the past year, through the COVID-19 pandemic and social unrest in our country, DEI has risen to the forefront of discussion in the workplace, and many people would say that we’re at a tipping point (see our previous blog on addressing racism in a global pandemic environment).
Times of crisis can be uncomfortable and disruptive, but they can also be a catalyst for true change. Through DEI, we can seize this moment to create real and sustainable change in our organizations.
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