The state of diversity and inclusion — defining the most impactful focus areas for the C-suite in 2021
2020 could be described as the year that planted DEI firmly on the C-suite agenda.
Businesses like McLaren and Alexion appointed their first Chief Diversity Officers and top food chains KFC and Pizza Hut appointed their first Chief Equity Officers, all committing publicly to becoming antiracist organizations.
Focus has shifted from individuals’ biases to systemic inequity. This was the first year we noticed organizations finally beginning to move away from using unconscious bias training as a cure-all.
And the first time that every organization we met with spoke about helping their people have conversations about race.
It seems that the DEI agenda is looking to confront how systemic issues have seeped into the structures and practices of our organizations.
Businesses have been quick to promise to examine and break down systemic barriers in order to create equitable organizations. But how can business leaders begin to deliver on that promise in 2021?
We’re setting out to answer two questions:
1. Which techniques from the DEI playbook is it time to leave behind?
2. What are the most innovative leaders planning for 2021 to create environments that support diverse talent and embed an inclusive culture?