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.

AI
AI-Fluency begins with a neuroscience foundation
As artificial intelligence becomes embedded in our daily workflows, a critical question emerges: Are we just teaching people to use AI, or are we empowering them to think with AI?