'Which means we have to find out if they make conscious choices or if their motivation is so instinctive they don’t understand a ‘why’ question.'
TweetShareShare Imagine twelve alien spaceships showing up all around globe and you’re the linguist tasked with communicating with the aliens. Now, imagine you’re in charge of your company’s diversity program and your leadership has asked you what your diversity and inclusion strategy is for your company. The two scenarios are more common than you think.
You are never going to fully understand every subculture within your organization. That’s ok. Coming to terms with this is half the battle. You will constantly have fundamental differences in defining and approaching what diversity means to your company. It’s your job to understand those differences and communicate them to your stakeholders, which leads to my next point.
I cannot tell you how many executives I’ve spoken to who ask, “How do I make my company diverse?” I usually answer, “Well, what do you mean by ‘diverse’?”
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