There’s a conversation missing from boardroom diversity discussions. We talk about gender diversity. We talk about cultural representation. We debate whether directors should be generalists or specialists. But what we don’t talk about—what we don’t even whisper—is the age gap sitting at the boardroom table.
Is a client relationship worth enduring harassment or abuse? Gemma Lloyd says ‘No’.
The launch is also the first time a Russian cosmonaut is taking off from U.S. soil in 20 years.
Diana Omuoyo, says finding like-minded corporate women of colour was a game changer for her.
82% of surveyed Asian-Australians report they have experienced discrimination in Australia.
Through their partnership with Vision Australia, SISTERWOULD has extended its accessibility right through to its packaging, all of which includes universal braille.
A critical step required to overcome the inertia for change is to tap into employees’ psyche to understand what some of the blockers under the surface could be. Individually, people may have personal concerns, such as their fear that they will lose their job to someone else or that the organisational culture will change. Collectively, the corporate culture may lead people to resist change as the new initiative is not how ‘we do things here’.
Inclusion is not a natural outcome of a diverse human experience. What comes more swiftly is to withdraw into the safety of similarities and distance oneself from the unknown. Which is why, a room full of diversity is not necessarily one brimming with inclusion.
When managers value their people, they are able to get ahead of possible discontent and passive aggression. Genuine appreciation lets the team to know that going the extra mile is not taken lightly and valued at work.
Introverts have a choice of either not participating or doing so on terms that make their lives tougher.