Elearning: Diversity, Equity & Inclusion Training - Consistent, Clear

Profile photo for Miriam Olson
Acheivement Badges Top Talent


Video for the Teams at GARTNER
Even keel, informative, consistent

Vocal Characteristics



Voice Age

Middle Aged (35-54)


North American (General) North American (US General American - GenAM) North American (US Mid-Atlantic)


Note: Transcripts are generated using speech recognition software and may contain errors.
progressive organizations already know that creating a more diverse and inclusive work environment drives talent and business outcomes. More and more of them are hiring D. EI executives to help get them there. In fact, demand for recruiters with experience in hiring for diversity is up 800% in one year over year Gardner study, but there's still a long way to go. Women and men of color made up only 10 and 18% of senior level positions in the US. And the vast majority of the EI leaders see bias in how their organizations deal with promotions, recruiting and performance management. The truth is there is no quick fix for building a diverse, equitable and inclusive organization. It requires sustainable and systemic change. A real shift in strategy. How do you get there? First design D. EI strategy that's closely aligned with and owned by your entire organization, then define metrics that let you consistently measure how well you were tracking against the D. E. I. Goals in your strategy. Finally, take action to ensure your D. EI strategy is deeply embedded into all of your existing talent and business processes across the entire organization. Organizations with this type of sustainable D. EI strategy report up to 20% more organizational inclusion than those without And that 20% makes a huge difference in employee retention performance and on the job effort. If you're not yet talking about a sustainable D. EI strategy, it's time to start