Building a genuinely inclusive culture in our workplaces, communities and schools is imperative for shared success and establishing common values. In the past few years, the spotlight on diversity, inclusion and equity programs have been shining brightly. Is your organization checking off the “diversity” boxes and operating within the status quo? Or has the spotlight of D&I initiatives transformed into authentic organizational values? Do leaders truly value the impact of a fully inclusive environment or do they still view D&I through an antiquated lens?
As a first generation Latina American, Mercedes has experienced first hand the difference felt on the receiving end of tokenism versus actual genuine inclusive support and leadership. No stranger to being “the first woman to…” or the “first latina to…” in her professional and community roles, Mercedes weaves lessons of resilience, purpose and empathy in her customized D&I programs. Beyond being the right thing to do, inclusive minded leaders are better able to navigate and win the constantly evolving workforce, client base and environment.
- Greater clarity about what inclusion means and how it informs individual, group, and organizational performance.
- Identify fundamental barriers to inclusion.
- Take actionable models and definitions back to your organization to better inform your inclusion efforts.
- Get comfortable in embracing that D&I is vital to the employee experience and is a measurable strategy to increase retention, employee and supplier loyalty, and mental health wellness.