I’m not exactly the poster child for Diversity, Equity, and Inclusion (DEI). Aside from the long, tied-back hair and subtle earring that project a superficial divergence from the norm, I appear to be the mainstream standard for privilege: straight, white, cisgender male from a socioeconomically stable upbringing. The assessment is on point: I am privileged. As such, it may come as a surprise that I am the one writing about DEI. So, before I share my current DEI work at Common Impact, let me share my story.
A good role model is hard to find – and that’s especially true if you’re a woman in the technology industry.
Role modeling, along with tackling unconscious bias in hiring and investing in programs to widen the pipeline of women in technical positions, is of course part of a well-rounded strategy for leveling the playing field.
Of those strategies, role modeling is probably the trickiest to execute well. But as we’re learning at HP, where I’m head of diversity and inclusion, it doesn’t have to be that way.
“I have enjoyed the JetBlue program. They treated us with respect. It was good that they said, ’We are not people with disabilities, we are people with different abilities.’”
—Viviana Guzman, Graduate of LaGuardia Community College in Queens, NY
Acquiring the right talent takes commitment. In 2016, we continued our effort to build our network through mentoring programs for vets, individuals with disabilities, and underrepresented groups of emerging talent.
When Todd Sears started his career as a Wall Street investment banker in the late ‘90s, he had to be discreet about his sexual orientation and sought another job where he could bring “his whole self to work.” In a more welcoming atmosphere, he opened a lucrative new market for his subsequent employer, catering to lesbian, gay, bisexual and transgender clients, a groundbreaking idea for the time.
A newly launched website is billing itself as the world’s first responsible investment platform for women. Moxie Future was started to “fill the gap in the market” for information and support for women who want to invest for good returns while doing good.
MINNEAPOLIS, June 12, 2017 /3BL Media/ – Cargill CEO David MacLennan is one of the business leaders signing on to the CEO Action for Diversity & Inclusion™, a collaboration between more than 150 CEOs pledging to make their companies places where diverse experiences and perspectives are welcomed and employees feel empowered to discuss inclusion and diversity.
Asset owners play an important role in advocating for diverse and inclusive workplaces at service providers and the companies they invest in, Bloomberg’s global head of diversity and inclusion, Erika Irish Brown, says.
“Everyone is in search of alpha,” Irish Brown says. “What information are investors leveraging to find that alpha? A lot of big pension funds put out [requests for proposals]. What questions are they asking? Are they asking diversity questions?”
CEOs pledge to collaborate and cultivate workplaces that support open dialogue and meaningful action to advance diversity and inclusion
DAVIDSON, N.C., June 12, 2017 /3BL Media/ – Michael W. Lamach, chairman and CEO of Ingersoll Rand (NYSE:IR), a world leader in creating comfortable, sustainable and efficient environments, joined more than 150 of America’s leading CEOs in a pledge to cultivate diversity and inclusion in the workplace through the CEO Action for Diversity & Inclusion™.