If you review corporate diversity and inclusion plans for companies, most believe in their hearts that the implementation will make the company better inside and a more competitive outside. Good! That’s what a diversity and inclusion plan should do. But when I ask the executives what their plans solve for, they often say “diversity and inclusion.” That’s as tautological as you get. You must be able to answer the following question in a few words: Why do people need your plan, and what is the opportunity it is solving for? Can you answer this? Most leaders cannot and, as a result, have no idea how big the opportunity gaps are let alone which ones need to be solved for first. That’s how companies end up solving for the wrong things at the wrong time – thus widening opportunity gaps.
Problems with Diversity Part 28
