HRO Today June 2018 - 10

Special D&I Report
THE
FACE OF
INCLUSION
A roundup of CHROs and TA leaders share
best-in-class D&I strategies.
By Debbie Bolla
The recent #MeToo movement shined a spotlight on the
mistreatment of women and minorities in all realms of
society, and the workplace was no exception. As cases
continue to make headlines, they encourage organizations
to rethink their polices and practices, with HR leading
the charge to change. This crusade for fairness among all
workers is clearly connected to an organization's diversity
and inclusion (D&I) strategy.
" Diversity isn't a program or policy. Diversity is a way of
thinking-a cultural golden thread that must be woven
throughout the culture and practices of a company, "
explains Joan Buccigrossi, global head of diversity and
inclusion for Alcon, a Novartis Company. " A corporate
culture that leverages diversity is one where leaders see
being inclusive as a leadership skill, not an add on. When
a company has leaders, managers, and associates who are
inclusive, innovation, productivity, and satisfaction are
baked into the culture. "
[10]
HRO TODAY MAGAZINE
|
JUNE 2018
Many HR executives argue that an inclusive workforce
begins and ends with culture. " It really is about the
culture, " says Christine Esckilsen, chief human capital
officer for Piper Jaffray. " A lot of this comes down to
creating a workplace culture where women thrive. "
In what ways can companies encourage the growth
and development of women and minorities within the
workplace? Esckilsen recommends that organizations:
* build social capital;
* provide opportunities to create important connections
and gain influence;
* get executive team sponsorship; and
* offer mentorship programs and role models.
Peggy Anderson, vice president of global talent acquisition

HRO Today June 2018

Table of Contents for the Digital Edition of HRO Today June 2018

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