Equity, diversion and inclusion (EDI) programs are often implemented with the best of intentions, and organizations appreciate that they are good for business. So why are so many employers getting EDI initiatives wrong?
Decades ago, the sociology and political science departments of progressive universities worldwide realized that some individuals would face continual barriers to their success based on inherent characteristics such as race, religion, ethnic origin, gender expression or sexual identity.
To read the full story, login below.
Not a subscriber?Start your subscription today!