I work as a D&I specialist on a freelance basis, and one challenge I often face is helping clients see inclusive hiring as more than just a compliance exercise. It’s easy for companies to focus on hitting diversity metrics without really embedding inclusion into their culture or processes. I’m curious what strategies have you found effective in shifting their mindset? For example, how do you frame the long-term benefits in a way that resonates with leadership focused on immediate results? I’d love to hear how others approach this, especially when working with organizations that may not have deep D&I experience.
Oh, so you’re actually trying to make a real impact and not just check boxes. How novel. Maybe try showing them how much money they’re leaving on the table by being so short-sighted.