“There’s been a lot of ‘try’ around diversity,” but trying isn’t enough, says Mellody Hobson, the co-chief executive officer of minority-owned Ariel Investments LLC. She was interviewed by video this week by Marie-Josee Kravis, past president of the Economic Club of New York.
“For a long time corporations have been talking about diversity,” said Hobson, who is African-American. “And the interesting thing is, it’s the only area where you can talk a lot about something, not make any progress, and still have your job. Everything else we do in corporate America, if we don’t get results, we get fired.”
​www.bloomberg.com/news/articles/2020-12-04/mellody-hobson-says-it-s-not-ok-to-fall-short-on-diversity

This is a powerful statement.  #diversityequityinclusion are on the tip of the tongue of many executives. The narrative of the importance of #DEI can be heard everywhere. Ask yourself how are you measuring your results?  

If you are not certain, the www.WatsonWenkGroup.com can help.

The first step on any journey can be paralyzing, especially when good people want to promote racial equity. To begin conversations in your organization, consider the advice provided by the Aspen Institute in "Ten Lessons for Taking Leadership on Racial Equity." They recommend starting any conversation with information to give participants a "common frame of reference" as well as to dispel stereotypes and bias. Part of the information shared initially should explain the nature of structural racism rather than focusing on troubling but more limited individual acts of racism. These conversations might be held first with advocates and agents of change before trying to reform an entire organization. For more lessons from the Aspen Institute, visit: Leadership Lessons.