Younger generations are holding less progressive views when it comes to women in leadership, indicating gender equality won’t be achieved with the passing of time, as recent research findings reveal.
DEI Development Programs for Leaders and Managers
We work closely with leadership teams to accelerate and scale the business impact of DEI.
When leaders do not own the solution, companies tend to adopt off-the-shelf diversity and inclusion solutions, which have limited to no impact on changing culture. Research finds that the number one barrier to advancing diversity and inclusion is the denial of inequality at work, which is the belief that workplaces work for everyone in the same way. The challenge is most leaders do not know how to create inclusive cultures or what it means to lead in an inclusive way. Likewise, employees do not understand what it means to practice inclusion as part of their job. Companies cannot simply launch off-the-shelf solutions and expect results.
Our development series have been carefully designed to provide senior level executives and emerging leaders with an immersive deep dive into the latest research, leading practices, and role-relevant case studies in how they can create a workplace culture that values difference. The programs incorporate lectures, discussion, experiential learning, and educational activities designed to build core leadership inclusion capabilities.
Leading inclusively is really just a more effective way to manage your teams, as research finds that teams with inclusive leaders are:
more likely to report feeling valued and psychologically safe.
more likely to say that they make high-quality decisions.
more likely to report that they are high-performing.
more likely to report behaving collaboratively.
According to a study conducted by Catalyst in 2014.
Building workplaces that work for everyone
See how we’ve helped global clients drive transformational change through customised DEI solutions.
Why are women still taken less seriously than men when it comes to leadership?
Creating a workplace where employees feel psychologically safe to be themselves is the starting point for valuing differences at work. Here are three ways to manage microaggressions at work.