Seeing companies striving to rise to the challenge of addressing racial biases and inequities in the wake of the George Floyd travesty reminded me of a study on diversity programs that I co-authored with Columbia anthropologist Catherine Ellis more than 25 years ago. The lessons we gleaned—on what works and what does not—are just as applicable today. Then, as now, political discord prompted well-intentioned efforts to fortify diversity and address racial biases and inequities. But despite passionate effort, the attempts were often flawed, stopping short of firm-wide integration and failing to …
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