No one wants to be told they need fixing, and yet this is the impression so many diversity and inclusion programs leave on employees. According to Randall Tucker, Chief Inclusion Officer at Mastercard, the smarter way to gain people’s buy-in is to frame D&I as an extension of an organization’s business goals. That way, Randall says, leaders can help people see D&I as a tool for building their skills, not correcting their flaws.
Culture and Leadership
How Manager Complicity is Driving Toxic Workplaces
This article from WorkLife explores how employees believe the actions of their direct managers lead to the toxicity of the workplace, including insight from NLI’s Distinguished Faculty, Christy Pruitt-Haynes.
May 2, 2024
