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Companies are working towards diversity in leadership but inclusion is a long way off

By Quartz

New board quotas might help hasten the processRead full story

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  • It’s encouraging to see such a strong percentage of US CEOs committed to making gender diversity a top priority. But, as the author points out, taking it a step further by also prioritizing inclusion, in which all employees’ input is valued and respected, is critical as well. At the inaugural Women Leaders Global Forum held in Iceland last November, I explored topics related to gender equality, inclusivity and women’s empowerment with some of the world’s top female leaders. Among the items discussed

    It’s encouraging to see such a strong percentage of US CEOs committed to making gender diversity a top priority. But, as the author points out, taking it a step further by also prioritizing inclusion, in which all employees’ input is valued and respected, is critical as well. At the inaugural Women Leaders Global Forum held in Iceland last November, I explored topics related to gender equality, inclusivity and women’s empowerment with some of the world’s top female leaders. Among the items discussed were the benefits that inclusion presents. Embracing diversity—of thought, insight and life experience—is the best incubator for ideas to grow and build business impact.

  • Maggie Chan Jones
    Maggie Chan JonesproFounder & CEO at Tenshey, Inc.

    ‪More companies are conscious about diversity plans, the ones who really “get it” go beyond diversity target to reach inclusion. That’s when you make everyone at ease of bringing their whole self to work and unleash the potential of your talents. Thanks @Ossolalex @QZ for the interview and for continuing to shed a light on gender equality. ‬

  • Important insights! Women may be *starting* to get their foot in the door, but, until they are given more opportunities for leadership, inclusion has not yet been achieved. Companies with effective leadership programs for women can increase inclusion PLUS boost employee engagement, retention and revenue. Diversity hiring is only the first step, but true inclusion adds to the bottom line.

  • Diversity hiring is the first step, but inclusion is the next one, keeping meritocracy in mind. Also diversity at the top level is what drives difference at the mid to entry level.

  • Adrian Warr
    Adrian WarrManaging Director at Edelman

    Quotas can be a circuit breaker. They will change the numbers. But the risk is that they won’t change culture and that’s the key.

    To echo the crux of the article, they will give you diversity but not necessarily inclusion.

    If they are the start of a process they can’t hurt though, and everything is better than the status quo.

  • Inclusion has little to do with diversity, and minorities being in positions to influence. Inclusion at this level has to do with the core culture of a company.

    Many companies are picking up on hiring women and minorities because of optics and a sense of “have to.” However, these companies are run by CEO’s who run their companies with methodologies that are ancient.

    It’s this top down, meeting hell, dog eat dog, corporate culture that really needs to change to become inclusive.

    Agile, innovation

    Inclusion has little to do with diversity, and minorities being in positions to influence. Inclusion at this level has to do with the core culture of a company.

    Many companies are picking up on hiring women and minorities because of optics and a sense of “have to.” However, these companies are run by CEO’s who run their companies with methodologies that are ancient.

    It’s this top down, meeting hell, dog eat dog, corporate culture that really needs to change to become inclusive.

    Agile, innovation, AI, data lake, diversity, inclusion... are just buzzwords. Most companies have no concept of how to actually change because their C-suite can’t change.

  • Della Rucker
    Della RuckerChief Community Officer at Econogy

    Just spoke on this today at #INBC33. The most rational, hard-headed reason for diversity to matter is to make better decisions in a complex and multi-faceted world. Silent tokens do not give us those advantages. But if those who are accustomed to having all the say do not make some room for the people who are bringing those different perspectives, then we've all wasted the time and the effort.

  • Mahmout ahmadou
    Mahmout ahmadoutanko at tanko

    The participation of women in corporate leadership is important for all companies

  • Great article on diversity and the need for absolute inclusion!

  • Weiyee IN
    Weiyee INChief Strategy Officer

    Regulations and quotas are only the first step. Again significant evidence and research have already demonstrated that diversity and inclusion are critical to good governance for boards, and even more importantly to innovation and development in tech companies. The culture needs to change, and rapidly! One of the greatest challenges American tech companies may face from China might actually be a competitive advantage coming through diversity and inclusion and alacrity of cultural change for gender

    Regulations and quotas are only the first step. Again significant evidence and research have already demonstrated that diversity and inclusion are critical to good governance for boards, and even more importantly to innovation and development in tech companies. The culture needs to change, and rapidly! One of the greatest challenges American tech companies may face from China might actually be a competitive advantage coming through diversity and inclusion and alacrity of cultural change for gender equality. Counter-intuitively, as a result of more than a generation of single child policies and China, women have already very quickly become far more successful and far more valued and respected in corporate society in a much shorter time.

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