Title: 5 Ways Leadership Can Get Involved in Diversity and Inclusion | Inc.com
Headings: 5 Ways Leadership Can Change the Conversation Around Diversity and Inclusion
5 Ways Leadership Can Change the Conversation Around Diversity and Inclusion
Oftentimes leaders think that the risk is too great to get involved in the discussion of diversity and inclusion. In fact, it's the complete opposite.
1. The Power of Listening
2. Educate and Empower Your Leadership Team
3. Leading By Example
4. Communication Is Key
5. Measuring Progress

Content: Diversity and inclusion work is no different. There are great books, trainings, and consultants doing work in this space. Earlier this year, we asked Dr. Robert Livingston, a lecturer of Public Policy at Harvard University's JFK School of Government, to share research and insights on the reality of the achievement gap. The examples were a sobering reminder of how our perceptions of race, class, and gender, impact our workforce, and spurred many of our internal leaders to action. I highly recommend engaging your leadership team in this education early and often. 3. Leading By Example
In order to truly alter the landscape of an organization, leaders must proactively engage and be leaders in diversity and inclusion initiatives - from recognizing the composition of the C-suite, providing budget and resources, using inclusive language, to attending internal events. Often that starts with checking your own privilege and being willing to acknowledge and embrace it--as a leader you have an obligation to make your company more welcoming to others, so learning more about your own perspective and privilege can be a powerful first step. 4. Communication Is Key
You cannot over-communicate early and often enough the importance of your diversity and inclusion efforts to candidates, employees, customers and stakeholders.