Clearly, organizations that drive diversity, equity and inclusion enjoy a boom in innovation, collaboration and employee engagement, which combine to deliver a distinct competitive and fiscal advantage.However, DEIB efforts in organizations to date have largely not delivered meaningful progress. The current pandemic-incited crisis ofin the U.S., particularly those of Chinese descent, demonstrates the cracks in inclusive work environments.
With the core business focus on learning and development, product knowledge and compliance training, and an otherwise meager budget allocated for measurable training, HR leaders tend to default to conservative and well-known practices such as diversity hiring, a mental template that provides a quick win but fails to truly disrupt the status quo. The part that is forgotten is the inclusion of the people who are hired.
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