Kimberly Bullock Gatling understands the importance of support from the top when working to make an organization’s diversity and inclusion efforts sustainable. And it’s more than just getting backing from leadership. It’s also like running a marathon—it takes patience, persistence, and commitment.
Web accessibility is a vital component of workplace equity and one frequently neglected in the conversation following the pandemic workforce shift. Now, employers are seeking remote solutions to their workplace needs, but accessibility often goes unaddressed.
Employers large and small have long touted the benefits of developing a diverse workforce. But to get the most from diversity efforts, HR professionals need a clear view, not one clouded by a limited plan.
Melinda Wolfe has seen employers make important strides in diversity, equity, and inclusion (DEI) over the years, but she’s also seen setbacks. And she’s learned that to avoid setbacks and continue progress, employers have to be open to change and make systematic improvements to policies and practices in the workplace.
When it comes to creating great diversity, you have to balance the overall drive for diversity with equity and inclusion. According to this issue’s interviewee, the best diversity programs don’t ask employees to fit in; they create spaces for people to be themselves.