It can be well intentioned for an organization to make an operational or financial case for increasing diversity.

But this can undermine the true and sustainable change needed to make things better for current and future generations.

We must focus on the moral case for diversity, equity, and inclusion.

Check out this HBR article for evidence.

One thing I’m doing is building up my own personal passion to increasing diversity and changing power dynamics in family, business, and society.

As leaders, we must clarify and communicate our own connection to this work. This requires us to educate ourselves and put up a mirror to see where we must change and the cost to not changing.

For me it is about my wife, my niece, and my friends. I see how women, people of color, and LBTQ+ friends around me are limited. I also see the potential inside and around them to be their truest selves. I love them so I will work to make it better.

If we simply rely on the bottom line to justify increasing diversity, we perpetuate the power dynamics which maintain patriarchy and white supremacy.

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If you want a place to start your journey of educating yourself, check out my list or ask a friend.

Lean In Foundation has many resources for gender equality.

Consider how you can use experiential learning framework to make a change yourself.