 Recently, I have been having a lot of conversations about the best ways to track the success of organizational diversity, equity and inclusion. I am a strong believer that traditional approaches to measuring effectiveness based solely on diversity -- which tend to rely heavily on snapshots of representation by gender, race, LGBTQ2S+ identification, for example – are not sufficient. Instead, to be truly meaningful, I believe organizations need to also have insights into the experiences of diverse staff.
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