Leaders set the tone for what happens in their organizations, so it stands to reason that inclusion must begin at the top.
D&I can be a powerful force for social and marketplace change, but one CEO says it be missing something. How about Diversity, Equality & Inclusion: DE&I.
CEOs may not know exactly how to demonstrate the inclusive behaviors that affirm or encourage LGBTQ+ team members. Here are three steps CEOs can take to create a more inclusive environment for LGBTQ+ employees.
Chief Executive spoke with Oris Stuart of the NBA about being in the limelight as a professional sports league and how that impacts the NBA’s diversity and inclusion efforts.
We can’t always make perfect choices, but by building a board and senior leadership team that is truly diverse it will help an organization take advantage of opportunities, avoid costly missteps, thrive, and perpetuate.
Tim Ryan, U.S. chairman of PwC (PricewaterouseCoopers), has made diversity and inclusion his top priority in leading the American arm of the $41 billion “Big 4” accounting firm. Ryan’s goals, however, aren’t just limited to what happens at one company.
According to our Jeff Cunningham, three things will be on the corporate strategy radar throughout 2019: Trump, gender equality and technology.
As CEO of global advertising and marketing agency Grey Group, Michael Houston understands the value of creativity and what it can do to set brands apart from the crowd.
The true catalyst of innovation is the web of relationships between people who do not think alike.
The board chair and the CEO are critical to the success of D&I strategy, both in their individual roles and in their joint work. Here are five things to do when embarking on the D&I journey