is the one to greater diversity, equity, and inclusion in an organization, an effort she contends “has no finite ending point.” Washington
Washington says that leaders need to acknowledge that DEI efforts take time and sacrifices. “If an organization is committed to increasing its diversity of leadership, it may have to keep a position open longer than expected to identify a diverse slate of candidates,” she writes. “It may have to recruit outside of the schools it typically draws from.
Some DEI practices described, such as Joly saying Best Buy wouldn’t accept resumes from recruiters for non-Black board candidates,. Weaver acknowledges legal risk also, saying, “If I look at a position and say the attrition on African-Americans has put us below what our percentage [is] in the country, that position is held for an African-American. Take me to court over it. I’m okay with that.”
“As leaders, we try to solve problems, and sometimes it’s not about solving problems. It’s just saying nothing and listening so that you really understand what the issues are.” —Chris Schmidt, retired CEO, Moss Adams
charterworks EllaFWashington Hope ageism is discussed in the book.