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.
Latest From the Lab: Ownership drives responsibility
A common challenge for organizations is getting people to take responsibility for their work instead of deferring or shifting blame, a critical element in cultures of accountability. A recent study
July 28, 2025
