CHAPTER 3
A Framework for Change
Unfortunately, we are not seeing the kind of progress in DEIB that we should be. Pick an industry, any industry, and look at how many women, racial and/or ethnic minorities, LGBTQ+, and/or people with disabilities are CEOs, represented on boards, or part of senior leadership teams. Tech companies are notorious for slow DEIB progress, but many other industries do not fare any better. Despite decades of DEIB commitment, we are barely making incremental progress. At the rate we are going, women won’t achieve pay equity in North America for another 60 years or longer.1
That timeline is way too long. I’d rather we fix the DEIB problem before then so that the next generation of DEIB leaders will no longer be needed. ...
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