Beyond visibility: What the inclusion metrics miss
Leaders are tasked with measuring inclusion more rigorously than ever today – but are they measuring the wrong signals? ...
Brain Circuits
Do you know how to think differently about difference?
Despite good intentions, DE&I initiatives often fail. Check out the reasons why and ask yourself the questions that follow to identify where your organization could do better.  
Why DE&I initiatives often fail
- Lack of integration with broader organizational goals
- Lack of leadership buy-in
- Reactive rather than strategic approach
- Lack of sufficient financial support
- External political and legal pressures
- Poor communication and transparency
- Lack of clear metrics and accountability
- Failure to address unconscious bias
Questions to identify the underlying issues
1. What barriers or obstacles might there be in our organization that prevent people from all walks of life, with diverse experiences and perspectives, from succeeding?
2. How can we ensure that DE&I is not misunderstood as the opposite of meritocracy, but as key in leveling the playing field for all?
3. Are we sticking to existing hiring mechanisms and HR processes that prevent us from creating the workforce that’s needed to succeed?
4. How can we broaden participation to make decisions that better reflect the complexity of the world we are operating in?
5. Are we consistent in our efforts to hear the voices of all the people we need to address?
6. What steps can we take to further participation and inclusion?
Key learning 
The current political shifts are a call to action on DE&I. Leaders should identify the gaps in their strategy to think more divergently about who to include and how, and leverage the positive impact of diversity, equitable processes, and an inclusive organizational culture for all of us. 
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