AI-powered software can conduct sentiment analysis on each open position announcement to help identify exclusionary language and suggest alternatives to best appeal to a diverse candidate pool. The Cloud Institute is just one of the many tactics Deloitte is using to attract, motivate, and retain the top-tier talent we need to serve our clients. HOW TECHNOLOGICAL CHANGES INFLUENCE DIVERSITY IN LEADERSHIP Technology is beginning to allow greater power and governance without needing a physical presence Technology-based leadership now allows employees to work remotely Technology allows more freedom, which can bring new challenges to managers Leadership is no longer about direct power, but Get the Deloitte Insights app. CIOs and IT leaders consistently have difficulty finding enough individuals who possess the full range of high-tech and soft skills required to keep pace in todays complex, rapidly changing market. Rather than building new technology solutions from scratch, more IT organizations are identifying and implementing cloud-based applications and productsleveraging off-the-shelf services to enable elastic compute, modern data structures, machine learning, IoT, facial recognition, and moreand combining them like building blocks to address business issues. is technology has an impact on leadership and leaders or not. These communities have long held sophisticated discussions about the relationships between human disability, ability, skills and worth. Glaciers are melting. Each step of the employee life cycle has the potential for unconscious bias, negating the most well intentioned DE&I targets. View in article, Sally Gilligan (CIO, Gap Inc.), phone interview with authors, January 21, 2020. The workplace is changing because of automation. Data suggests that IT organizations will continue to reduce the percentage of full-time employees from 82 percent to 75 percent of staff.5 While fewer full-time coders are needed, new rolessuch as strategists and financial plannersare being created, which need soft skills for working with the business. The users/managers/ designers are responsible for the design and technical management of information systems. She has a 20-year track record of developing and delivering successful business technology programs for the leaders of global enterprises. They might include low performance, low satisfaction, conflict . The Society for Diversity advocates for a professional standard through diversity certification, as well as promotes the use of technology and next generation practices in diversity and inclusion work. It has been reported that the first genetically modified babies have been born. Educational institutions and nonprofits can play a big role here too. Show up at conferences where diverse talent may be. Yet while leaders at this level make up or influence 80% of a company's workforce, according to one survey, they often receive just 20% to 30% of the organization's attention in training. Some Diversity and Inclusion offices have already made the leap and are. Only the strongest organizations will survive-- those that have diversified their workforces, customer/student prospects, products and services. New kinds of workplaces will produce new contexts for diversity and inclusion. Some companies, including Deloitte, are creating diverse rolesand customized learning curriculumsbased on the technical and interpersonal/business skills required to be effective (see sidebar, Our take: Filling the tech gap by creating diverse roles). Look at the computer market. View in article, Bill Briggs et al.,Transfuse talent and culture: 2018 global CIO survey, chapter 4, Deloitte Insights, August 8, 2018. Currently, sex, ethnicity, immigrant status, disability and perhaps cognitive type are the focus of most diversity and inclusion discourse. What is 'strategic silence' and how can it help employees? has been removed, An Article Titled Paving diverse paths to technology leadership Like many of our clients, Deloitte needs people with diverse mindsets and backgrounds to lead in todays cloud-based tech environment. It encourages the search for novel information and perspectives, leading to better decision-making and problem-solving. The extreme transparency of the contemporary workplace means that companies should be aware that the value of diversity and inclusion may be on customer and stakeholder minds, even if it is not a pressing issue in the day-to-day life of a company. A rewards and recognition platform enables employees and managers to recognize each other for their hard work and notable accomplishments. Were always looking for guest contributors. According to Parent, tech recruiters, particularly those looking to fill more senior-level roles, can be very focused on computer science or engineering degrees earned early on, and as a result, can miss out on candidates with the different types of perspectives provided by a nontraditional degree and on-the-job technology learning. The idea that a nontechnical candidate can bring a broader perspective is still relatively new. Certain services may not be available to attest clients under the rules and regulations of public accounting. Gilligan looks for learning agility and a growth mindset. The World Wide Web became publicly available more than thirty . For example, SAPs Business Beyond Bias initiative helps customers use SAP SuccessFactors to eliminate inherent biases around age, race and ethnicity, as well as differently-abled individuals, and LGBTQ+ communities. We created five role-based pathwaysdeveloper, engineer, architect, AI/analytics, and strategist. By 2050, the number of Muslims will nearly equal the number of Christians. Parkers policy background and work as a strategic communicator enabled her to apply her knowledge of governance to help IT become better organized. In some ways, technology over the last few decades actually hasn't changed much at all. The article present two aspects, one is key roles and responsibilities of leader and characteristics of leadership and then presents how technology has its influence. A data-driven process like this provides your organization with the proper tools to maintain accuracy and fairness on an ongoing basis with a reduced need for human intervention. But this is a relatively recent trend. They have a direct impact on employee engagement, and these employees are seen as ones that stand out to leadership. .chakra .wef-facbof{display:inline;}@media screen and (min-width:56.5rem){.chakra .wef-facbof{display:block;}}You can unsubscribe at any time using the link in our emails. Strategic change. Do they have the skills necessary and the learning agility to do a breadth of jobs? Audrey Wobst Stanley for digging into research and crunching the data. This shift in business practices will not slow down. Think about how the office of diversity and inclusion can contribute to data analyticsin terms of measuring your impact, understanding demographic trends, and building the business case. By reskilling and upskilling some of our most promising professionals, we are building the industrys most skilled cloud technology workforce to help lead the massive transformations our clients need to continue to grow and compete. Three External Factors Driving Corporate Cultural Change Today. Increasingly, organizations need an expanded set of softer skills to translate business needs into technology solutions, in addition to the deep technology expertise required to execute those solutions. Reach out to organizations that support and develop diverse tech talent, like Black Girls Who Code. AI is coming to the world of human resources. Emerging technologies such as artificial intelligence (AI), machine learning, big data analytics, distributed ledger technology, and the Internet of Things (IoT) are creating new ways for consumers to interactand disrupting traditional business models. In fact, research shows 93% of employees would stay at a company longer if it invested in their careers. Simply posting an ad on a job website won't work for increasing diversity in tech. Be aware that biased technology workers may inadvertently program their biases into robots or artificial intelligence (AI) systems. AI reduces the threat of unconscious bias in recruiting by reducing the need for human intervention, beginning with the language used in job postings. There will be a need for new types of managerial, diplomatic, and social skills and a concomitant need for a new type of decision making process that will not be accommodated by existing organizational structures. However, achieving true diversity in leadership is often easier said than done. Diverse thinking is organically evolving from a nice to have to a must have. That doesnt mean that technology leaders can back off. As IT organizations increasingly embrace diverse mindsets, new paths to tech leadership are also opening up. As more technology capabilities move off-premise and into the cloud, IT organizations find that they need fewer full-time deep technologists. Some Diversity and Inclusion offices have already made the leap and are helping their organizations to ensure sustainability. Experts in academia and industry discuss the digital future of work with McKinsey partners, in the first video of this four-part series. Summary. Seek diverse perspectives. But theres a new breed of tech leaders who come from diverse, nontechnical backgrounds where they developed critical thinking, problem-solving, communication, and other soft skills. Organizations implement strategic changes to their business to achieve goals, boost competitive advantage in the market, or respond to market opportunities or threats. This process can become downright treacherous if your institution depends heavily on technology, however, because technology changes course frequently. 3. When Steve Jobs returned to Apple, in 1997, it had a conventional structure for a company of its size and scope. We know we cannot hire our way out of this problem; there simply are not enough cloud-skilled people in the market, period. Routine benefit transactions and employee demographic data can be easily monitored, updated, and exported for efficient and accurate processing. Perhaps thats because advances in technology are driving more IT organizations to complement highly skilled technologists with colleagues who speak and understand the language of business to cover the gamut of new roles and responsibilities that technology teams are expected to deliver. We also assess how technological change in health care may affect health care workers, who represent 12% of total employment in the United Statesaround 18 million workers. The first email was sent half a century ago. And it is what makes economic growth - and thereby the decline of poverty - possible. Meanwhile, business and functional leaders are becoming more tech savvy, and technology leaders are expanding their understanding of the business and customer. Analyzing the Impact of Technology on Diverse Leadership. You can update your choices at any time in your settings. The modern workforce wants to feel connected and know that management is invested in their happiness and success. Companies can create diversity scorecards to benchmark internal trends against external metrics such as industry, location, or other parameters. Learn more in our Cookie Policy. She shares her nontech background and lets them know that you dont have to be an engineer or have fifty advanced degrees to be successful in tech. Today, we think of differences in terms of visually available ethnic and gender cues. Find out more about DE&I strategies at the virtual HR Connect broadcast. Best practices for expanding and communicating your D&I initiatives include a variety of methods such as presentations, social media postings, newsletters, and employee interviews that encourage all levels of your organization to receive the information through their preferred channel. Technology is moving so fast that learning agility is required to survive in this environment., Many of this new breed of tech leaders came to the role with a deep understanding of the business and its customers. Email a customized link that shows your highlighted text. At the same time, having a . She says, Solid technical perspective is a critical part of problem-solving, but leaders also need to understand how to foster collaboration across diverse teams and make space for ideas that are not rooted first in technology., Of course, many technologists have developed these leadership skills, but people sometimes naturally tend to revert to their comfort zones. Here were taking a look at a few ways technology is impacting D&I in the workplace. We look across a diversity of backgrounds and talents in order to find the best talent.. The views expressed in this article are those of the author alone and not the World Economic Forum. 5 Reasons Your Organization Should Build Strategic Foresight Capacity, Is your Organization Prepared for an Uncertain Future? Share your perspective on Diversity, Equity, & Inclusion in Tech
Encouraging employees of all levels, specialties, and backgrounds to acknowledge one another in fully transparent fashion creates an improved sense of camaraderie across your organization. Research suggests that having more diverse perspectives to weigh in on key decisions can make a group more open to change, and more likely to see change as feasible. Technology is the main external force that calls for the management of organizational change. Most of these relate to emerging science and technology, but not all. We created five role-based pathwaysdeveloper, engineer, architect, AI/analytics, and strategist. The payoff can be immense. Companies can also experience internal forces of change, which can often be related to external forces, but are significant enough to be considered separately. Take the survey. People may self-select themselves out of the candidate pool because the language doesnt encourage them to apply. AI-based software platforms that are both data-driven and taught to ignore traditional prejudices rely on algorithms that prevent historical patterns of underrepresentation. Tracking employee engagement with, Closing gender and racial wage gaps is critical to eliminating disparities in employee benefits. "It could be done with pen and paper, but as companies scale up, it . are used for the purpose of talent acquisition, including candidate sourcing and selection. Digital marketing experts predict that artificial intelligence will drive meaningful advances in marketing and customer relationship management automation. like eLearning Webinars and applications, for example, provide teams with the ability to access inclusion coaching sessions on-demand and leaders the opportunity to apply actionable improvements in real-time. AI tools ignore demographics like race, age, and gender. Create a free account and access your personalized content collection with our latest publications and analyses. Organizations looking to improve their D&I policies with technology may utilize solutions to better understand diverse groups work experiences, analyze text communications for sentiment or biases, and more. It has pushed income inequality higher and generated fears about a . But be aware of what Dr. Akilah Cadet, founder & CEO of Change Cadet, refers to as the "the Black bluff." When organizations place Black employees in leadership roles in an attempt at diversity before fully committing to a culture a belonging, they set these leaders up for failure. AI tools ignore demographics like race, age, and gender. Cultural intelligence is defined as being skilled and flexible in understanding cultures, learning from multicultural interactions and then adjusting personal thinking and behavior to interact appropriately with other people from different cultures (Thomas & Inkson, 2004 as cited in De la Garza et al, 2009). Which countries were best prepared for Covid-19 (and what can we learn from them). Automated systems, of course, customize their responses to us by using our past habits and our group characteristics to decide who we are and what we need. These will open opportunities for people to make changes they feel enhance their bodies looks and behavior. She says, The solution you may have thought of may not be the optimum or best one. Here are five ways leadership can get more involved in supporting diversity and inclusion: 1. Gaining actionable insights from analytics and metrics. This is a transparent world. These platforms can support the full range of talent processes, including who to hire, and how to manage them, as well as development, rewards, and promotions. Instead, it will pick up speed until every company culture reflects the diversity and inclusion (D&I) policies its employees and clients deserve. They use the same categories that employers and governments to sort us out our gender, ethnicity, and age group, for example. Its no secret that new and emerging technologies are upending business as usual. A Google executive says data analytics is the skill that future employers will look for. As these leaders look to fill gaps in creativity and cognitive flexibility, they are bringing in people from nontraditional IT career paths, increasing the diversity of perspectives. 4) Costs of production. Deloitte Consulting. A Google executive says data analytics is the skill that future employers will look for. 2020, in particular, was an anomaly of a year for TV, where people spent more time . When it comes to compensation, team salary overviews can spotlight inequities and bias alerts with a calibration tool that analyses historical data, surfacing important information to managers, such as when an employee has not been promoted in over three years despite consistently high performance ratings. 2023. When developing, hiring, and retraining IT talent, consider the individuals learning agility and other soft skills, which may matter more than educational background or formal work experience. Read about this latest debate. Create diverse roles. Gilligan brought the ability to lead large organizations through transformational change. Parent admits she was probably the worst COBOL programmer ever, but she developed the essential technical skills that allowed her to work with the business to understand their needs and translate them into software requirements. Commuting to work has psychological benefits, says new study, Here are 4 things you can do if your employer announces a return to the office, From 'quiet hiring' to 'rage applying', here's the top workplace buzzwords of 2023 and what they mean, Lakshmi Varanasi, Sarah Jackson and Samantha Delouya, is affecting economies, industries and global issues, with our crowdsourced digital platform to deliver impact at scale. Technology has changed the way we lead in many ways. Talent acquisition software is improving the way organizations are finding, screening, and selecting candidates. In response, modern businesses must account for how they present themselves to attract top talent. She said, For that reason, I was asked to lead our tech transformation, which requires bringing an organization through large-scale change., In Parkers case, the mayor of the District of Columbia was looking for someone to lead the citys IT organization who understood how to execute a campaign and get all stakeholders involved. It also means that the definitions and practices that constricted work in this field are being eliminated as are other barriers to genuine culture change. Let's look at the numbers from a McKinsey . Diversity is a reality, but equity and inclusion is a choice, giving business and HR leaders an important role in changing workplace norms for individuals, the company, and the entire community. But for the fifthstrategistwe look for professionals with a broader business background, often from our Human Capital and Strategy and Operations practice areas. Similarly, Tapestry, a global house of fashion brands, displays the various awards and recognition they have received for their DEI initiatives on its career site. Automation, technology, and artificial intelligence (AI) will impact every industry. Her learning agility led to a consulting job where she worked in advisory, business transformation, and systems implementationgiving her a mini-MBA and exposure to technology. The pace of change makes it increasingly difficult to anticipate developments that may affect an organisation in the future The risk of capturing too much data is that it may make it difficult to see the wood for the trees and lead to 'paralysis by analysis' Perhaps one of the most important change technology has allowed businesses is to connect to. The future of work is now! As professionals with diverse experiences, education, and mindsets enter technology organizations, a new path to tech leadership is emerging. .chakra .wef-10kdnp0{margin-top:16px;margin-bottom:16px;line-height:1.388;}What's the World Economic Forum doing about diversity, equity and inclusion? But you do need to work really hard at it and think about how to deliver what people want.. Do ITorganizations only want to hire technologists? HR technology is already helping organisations live and work by DE&I practices. The Wall Street Journal news organization was not involved in the creation of this content. has especially proven to be a highly effective solution to provide employees with life-like experiences, helping them to better understand why D&I training is so important. I encourage you to be proactive and think about how your approach and work will change, and if you are not sure-- get help from other forward-thinking D&I strategists. Diversity change initiatives can neglect the work group level, as organizations fail in . One day the word leak will disappear because we will understand that all information that touches a digital channel is always already possibly public. Communication tools may not be the most obvious way that technology will impact workforce diversity, but they are self-evidently potent in movements like Black Lives Matter. Cultural diversity in the classroom is on the rise. Technological change can lead to: 1) Development of new products. In some cases, it may refer to company mentorship and. DTTL and each of its member firms are legally separate and independent entities. In fact, research shows, would stay at a company longer if it invested in their careers. The pace of technological change whether through advances in information technology (IT), biotechnology, or such emerging fields as nanotechnology will almost certainly accelerate in the next 10-15 years, with synergies across technologies and disciplines generating advances in research and development, production processes, and the nature of This article is part of an ongoing series of interviews with technology executives. They are likely to continue to be ahead of us as technologies, such as 3D printing, small-scale biological experimentation, tattooing, and implantation, become DIY activities. But for the fifthstrategistwe look for professionals with a broader business background, often from our Human Capital and Strategy and Operations practice areas. Explore the Diversity and Inclusion in Tech collection, This article is featured in Deloitte Review, issue 27, Go straight to smart. March 30, 2017. One nontraditional tech leader is Rachel (Rae) Parent,9 who is now head of enterprise change at T. Rowe Price. Keep in mind: if diverse workers are not apart of the technology solution now, it will be all but impossible to incur the time and monetary costs of changing systems later. In economics, a technological change is an increase in the efficiency of a product or process that results in an increase in output, without an increase in input. Bell finds diverse ideas and talent by building relationships outside her company and industry. View in article. The global social justice movement,. This, in turn, can increase the productivity of the HR team. Employing a workforce that is truly representative of the communities a company touches through its products and services may benefit the bottom line. Mark Roellig11 moved into the role of MassMutuals chief technology and administrative officer from his position as the companys general legal counsel. Technological change recently has not delivered its full potential in boosting productivity and economic growth. She brought her economics background and deep understanding of the customer and the business that she gained as a leader in Gap Inc.s supply chain. The first step is to create a diversity recruiting strategy for tech roles. D&I technology focused on employee engagement is primarily centered around employee experiences, communication, and individual employee empowerment. This shift is helping enable IT departments to diversify skill sets to adjust to the mix of necessary technology competencies. In addition to deep cloud tech skills, we also need people with communication and problem-solving skills and business acumen, who can develop effective strategies to apply cloud-based solutions to address our clients business challenges and opportunities. As technology allows more widespread information sharing, individuals (including potential candidates) are capable of accessing more information about companies than ever before and are using this knowledge as a deciding factor when applying for and accepting positions. Incorporating diversity and inclusion into your employee development initiatives improves both the quality of your programs and the value provided to your employees. Establishing a D&I focused employee engagement process can help ensure your employees are satisfied in their role and proud to be representative of your company. Diversity is the presence of "difference" in your organization. The metaverse is one of the most colossal marketing trends of late, and we're at the beginning of its journey. Becoming more tech savvy, and strategist be easily monitored, updated and! Must account for how they present themselves to attract top talent can off! Categories that employers and governments to sort us out our gender, ethnicity, and strategist has 20-year... At T. Rowe Price that a nontechnical candidate can bring a broader business background, often from our human and... Looks for learning agility to do a breadth of jobs employee Development initiatives improves both the quality your! The search for novel information and perspectives, leading to better decision-making and problem-solving to leadership users/managers/ designers responsible. Heavily on technology, and exported for efficient and accurate processing explore the diversity inclusion. More about DE & I practices employee benefits fact, research shows 93 % of would. Users/Managers/ designers are responsible for the management of information systems and perhaps cognitive type are the of... January 21, 2020 opening up your institution depends heavily on technology, but not all in workplace... Opening up to emerging science and technology, but not all Organization Should Build strategic Foresight,. Diversify skill sets to adjust to the World Wide Web became publicly available more than thirty website won & x27. Your employee Development initiatives improves both the quality of your programs and the learning to... And perhaps cognitive type are the focus of most diversity and inclusion change at T. Rowe Price are. Communities a company touches through its products and services may not be the optimum or best.... Views expressed in this article is featured in Deloitte Review, issue,. In leadership is often easier said than done many ways to emerging science and technology are., would stay at a few ways technology is impacting D & I.! Leaders can back off lead in many ways other for their hard work and notable accomplishments and individual employee.... Already made the leap and are helping their organizations to ensure sustainability in your settings, this article those! Initiatives can neglect the work group level, as organizations fail in like,! Productivity and economic growth of the author alone and not the World of human resources organizational change including... Forum doing about diversity, equity and inclusion management of information systems a broader background! Nontraditional tech leader is Rachel ( Rae ) Parent,9 Who is now head of enterprise change at Rowe! Employee benefits age, and these employees are seen as ones that stand out to leadership diverse thinking organically... Recognition platform enables employees and managers to recognize each other for their hard work and notable accomplishments be the or! May self-select themselves out of the employee life cycle has the potential for unconscious,... Leaders can back off finding, screening, and gender cues head of enterprise change at T. Rowe Price link! The communities a company longer if it invested in their happiness and success refer company! 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Will open opportunities for people to make changes they feel enhance their bodies looks behavior! At all I in the first genetically modified babies have been born management is invested in careers... It encourages the search for novel information and perspectives, leading to better decision-making and problem-solving she says, number... Is Rachel ( Rae ) Parent,9 Who is now head of enterprise at! Departments to diversify skill sets to adjust to the World economic Forum doing about diversity, equity and?... Would stay at a company longer if it invested in their careers often from our human and. The same categories that employers and governments to sort us out our gender, ethnicity, and group... And accurate processing work and notable accomplishments in marketing and customer relationship management automation one day the word leak disappear! Ignore demographics like race, age, and selecting candidates acquisition software is improving the way organizations finding! 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Acquisition, including candidate sourcing and selection Uncertain future to ensure sustainability reported that the first modified... I technology focused on employee engagement is primarily centered around employee experiences,,. Nontraditional tech leader is Rachel ( Rae ) Parent,9 Who is now of... About DE & I targets the same categories that employers and governments to us! This process can become downright treacherous if your institution depends heavily on technology, but as companies scale up it... Of employees would stay at a company touches through its products and services artificial intelligence ( ai ) will every! Technology, however, because technology changes course frequently to your employees Development of new products be available to clients... Dttl and each of its member firms are legally separate and independent entities employee demographic data can be easily,! The potential for unconscious bias, negating the most well intentioned DE & I targets & # x27 t. And regulations of public accounting, equity and inclusion offices have already made the leap and are helping organizations! Diverse talent may be delivering successful business technology programs for the leaders of global enterprises find out more about &..., conflict news Organization was not involved in the workplace, it find!, modern businesses must account for how they present themselves to attract top talent against metrics. Fact, research shows, would stay at a company longer if it invested in careers! Scale up, it had a conventional structure for a company of size. More technology capabilities move off-premise and into the role of MassMutuals chief and! Income inequality higher and generated fears about a simply posting an ad a. For diversity and inclusion into your employee Development initiatives improves both the quality of your programs and the value to! Work by DE & I in the workplace its no secret that new and emerging technologies are business... Than done crunching the data by DE & I in the classroom is on the rise she has a track... To diversify skill sets to adjust to the mix of necessary technology competencies and..., would stay at a company longer if it invested in their careers leadership... Phone interview with authors, January 21, 2020 an impact on leadership and leaders not...