Overview
Some conversations are hard. Some conversations are ‘personal’. Some conversations are avoided. Some conversations are fake. Some conversations are angry, confusing, cathartic, helpful, and/or impactful. Some change the game.

When it comes to diversity… We want to have them all. With each of you.

Why?
Here are 5 good reasons:

It’s good for business, families, communities, and countries. It’s good for all people to lead at the highest level and use their talents in an authentic way.

Affinity groups and initiatives are helpful, but they are not enough. [And, in some cases, they are a barrier] Diversity may appear to be a complex problem, but it is actually quite simple. [I didn’t say it was easy!] Let’s breakthrough the walls and take the conversation to the public – - to raise the tide for all boats.

The social contract between employer and employee has shifted, if it still exists at all, creating frustration and instability in the workforce. The research proving this not only exists, but it has been out there for some time. (see our research) Combine this with the downturn in the economy, and we might have the best opportunity to foster diversity than we have ever had before!  Talent is a competitive advantage, which is at risk for not using the complete population of our talent.

We have trained and measured and evaluated the ‘tangible’ components of this change, for years, but have we dealt with the ‘intangible’ part of it all? One of the biggest barriers to diversity is in the mindsets that we can’t ‘see’.  We can’t train or develop these subconscious barriers away, but we can ‘notice them’ and transition our norms in business to work through them.

We’ve been working to foster diversity since (at least!) 1955 in our education, our work and our life. Have we changed the way we look at this change?  Are you tired of this ‘fuss’? What have we done to innovate this movement, lately?  to re-energize the movement?  [besides this community?!]