Diversity Woman Magazine

SUM 2014

Leadership and Executive Development for women of all races, cultures and backgrounds

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O ver the past three decades, diversi- ty and inclusion work has gone from the fringe to the main- stream. At this point, an overwhelming majority of companies have some kind of diversity and inclu- sion eforts, ranging from fully stafed departments to people given functional accountability as part of their larger responsibilities. Millions of employees have participated in diversity training programs. Diversity conferences abound. Hundreds of books have tackled the subject, as have numerous Oprah episodes. It is reason- able to ask, is it making a diference? Te metrics, both in society as a whole and within organizations, do not bode well. Even though, by many measures of equality, progress has clearly been made over the past 60 years since Brown v. Board of Education, the statistics over the past decade or so indicate a leveling of, or even a backsliding, of progress. For example, according to the Government Accounting Ofce, the gap between women's salaries and men's is closing at a glacial pace. At the present rate, We have made many advances in the diversity and inclusion arena. However, we still have a ways to go—and that requires a paradigm shift. By Howard J. Ross Take the Lead We Mean Business > d i v e r s i t y w o m a n . c o m S u m m e r 2 0 1 4 D I V E R S I T Y W O M A N 23 THINKSTOCKPHOTOS Take the Diversity Challenge

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