By Sherrie Haynie | July 30, 2021

Sherrie Haynie, Director of US Professional Services for The Myers-Briggs Company, leads Practitioner Development and Consulting Services.

We’ve heard a lot over the last few years about developing more inclusive company cultures. Most will agree that this is a worthy goal, yet we struggle to achieve it. In its study, Gartner found that:

• Only 31% of employees agree that their leaders promote an inclusive team environment.

• Only 36% of diversity and inclusion leaders report that their organization has been effective at D&I initiatives.

• 80% of organizations rate themselves as ineffective at developing a diverse and inclusive leadership bench.

For some organizations, inclusion probably isn’t a high priority and takes second seat to other objectives. And, of course, there are those organizations with toxic cultures that don’t value inclusivity at all.

However, many other organizations sincerely prize inclusivity but don’t have a clue how to begin promoting it. There’re three things to understand that are key to diversity, equity and inclusion (DEI) initiatives, and specifically to inclusivity.

Read the full article at Forbes