In the last few years, the HR world has seen a shift in perspective when it comes to diversity and inclusion in the workplace. Countless studies have been conducted to research the impact that diverse and inclusive cultures have on a company’s goals, and the results have been clear: inclusive organizations consistently outperform their less inclusive equals, being twice as likely to meet or exceed financial targets, three times as likely to be high performing, and up to eight times more likely to achieve better business outcomes. In addition, with skill shortage being one of the main concerns for future growth, diversity and inclusion strategies offer significant benefits to be gained by widening the pool of potential talent company’s can tap into.
However, while D&I strategies continue gaining traction to this day, leading positions, coveted spots and boards across the globe continue to show a lack of diversity. A 2018 study by Deloitte expressed that women and minorities only made up 34 percent of all board seats in Fortune 500 companies, with only 145 of these companies showing over 40 percent diversity in their boards. Yes, it’s true that these numbers show an increase from previous studies (2010 showed only
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