Dan Grafstein [Archive.org URL]

Many diversity and inclusion (D&I) solutions keep companies on the defensive. That is, they primarily address concerns such as promoting compliance and diversity in race, age and ethnicity.

That’s not enough. Wide demographics alone won’t make a difference to an organization’s bottom line unless the people within those demographics feel authentically welcomed.

In other words, leaders need both a diverse workforce and an inclusive workplace culture to realize the business benefits of D&I, such as reduced turnover and higher performance.

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