The Future of Work Requires Development Equity By Stephen Bailey The future of work is human. Not in the traditional sense of human capital and high-potential employees, but in the sense of the humanity that emerged with such force from the events of the past two years. Employees expect to be seen, heard and appreciated. They also increasingly expect to marry their values at work with their values at home. The Great Resignation is the most obvious evidence of this new employer/employee dynamic. Yet not everyone can take part in this movement. It's just one example of how a lack of privileges disproportionately affects people of color and other underrepresented groups in the workplace. And while this disparity isn't new, recent events have brought organizations and their leaders to an inflection point. Internal pressures and external expectations have led many companies to make public commitments to support greater diversity and social justice. The increased scrutiny that comes with this kind of commitment has led to exceptional pressure to uphold them in meaningful ways. Yet many organizations don't recognize how they can invest in existing talent to show all employees that they are appreciated, that their contributions are valued and that their professional growth - particularly into leadership roles for women and people of color - is a valuable component of what it will take to thrive in the future of work. What is Development Equity? There are several reasons people of color and women continue to be underrepresented in leadership. Whether intentional or unconscious, they are often the ones most likely to be unsupported, undervalued and unseen. Organizations without objective, formalized selection | 38https://www.insider.com/people-of-color-arent-quitting-like-the-great-resignation-suggests-2021-12 https://www.washingtonpost.com/business/interactive/2021/black-executives-american-companies/