In most cases, your boss is the person with the most influence over your ability…
Over the past decade, more companies have tried to demonstrate a commitment to diversity and inclusion in recruiting, engaging, developing, and promoting employees. But in most cases, the experience of those from marginalized backgrounds has not changed enough.
As a result, appointments of Diversity, Equity, and Inclusion (DEI) executives to top roles seem cosmetic, allowing boards and CEOs to say they’re doing something about the inequities in their workplace but not resulting in much noticeable change.
Furthermore, the burden of increasing awareness about the issues that diverse employees face continues to fall on the shoulders of the excluded group, rather than placing the onus on those in power to recognize their privilege and drive change.
Read the rest of this article in Forbes.