Diversity and inclusion are key strategic considerations. In an increasingly complex and changing world, the ability to open up to and attract diverse talent is a critical success factor. Already, companies with global operations and customers are focusing on building cohesive cross-cultural teams. But to unleash the full promise of diversity, make better decisions and drive innovation, organizations must learn to appreciate and mine the knowledge and experience of individuals with different backgrounds and viewpoints. More information |
Time for the “Rooney Rule” in Board Searches?
It may be time for a Rooney Rule in corporate boardrooms. With numbing regularity, highly qualified and successful women tell me that they don’t get so much as a nibble when board seats for which they would be an ideal fit come open. | 
|
Small Mistakes with Big Consequences for Diversity and Inclusion
The business case for diversity and inclusion has won almost universal acceptance. Yet even the most well-intentioned companies often hit a wall when it comes to achieving diversity and inclusion in practice. Why? A large part of the answer lies in the cognitive biases that prevent us from accurately interpreting the behavior, character, motives, and worth of people who differ from us. | 
|
Strengthening the diversity of top academic leaders
Most leading academic institutions are strongly committed to diversity, a commitment visible in their policies on staff recruitment and student admissions, as well as in their academic programs. Yet how diverse are their leaders? A survey by Egon Zehnder International of over 300 top universities and research institutions worldwide shows that the most senior level of academic leadership remains overwhelmingly male and locally-born. | 
|
|
|
