Diversity, equity, and inclusion are an opportunity

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LF Channel

This insight post is a summary of the original blog post published by LF Channel. View the original, full-length blog post: Diversity, equity, and inclusion are an opportunity.

Our partner Imma Folch, founder and CEO of LF Channel, recently moderated a panel discussion at the #MWC and #Diversity4tech conferences. During this time, she explained that inclusion policies and practices create more employee engagement and that companies that promote diversity and inclusion retain more talent.

These reflections were latent throughout the #Diversity4tech conferences. To achieve equity, we must remove barriers, create inclusive environments, and develop resources and opportunities equally for everyone. Keep reading to see what insights came of the two-day conference.

Inclusion is an opportunity.

Several experts agreed on two critical arguments raised during the panel discussion. Firstly, inclusion is an opportunity, and secondly, measuring and managing data are essential.

During #Diversity4tech, a central topic of discussion focused on the role of diversity, equity, and inclusion in the industry and what the commitment of organizations should look like. “Diversity and inclusion drive companies’ success,” explained Benjamin Ramirez, Head of Culture, Change & Diversity at Seat.

The participants discussed the importance of equity in work teams and how inclusion fosters talent development and project growth. “We must believe and convince ourselves that inclusion is an opportunity,” explained Justina Nixon-Saintil, Vice President and Corporate Social Responsibility and ESC at IBM.

The founder of The Valuable 500, Caroline Casey, said: “If we don’t have leaders who take action for inclusion, nothing will change.”

On the first day, Errol Gardner, Global Vice President of EY, highlighted the relevance of promoting the inclusion of women in the technology ecosystem and that this motivation should start in schools and classrooms.

Along these lines, the premise was added to the debate that the more diversity increases in the executive ranks, the more it will increase throughout the organization, a reflection that Imma Folch also raised.

An organic and internal process that Elizabeth Tchoungui, Executive Director of CSR, Diversity and Solidarity of the Orange Group, spoke about. Some of the conclusions were offering equal training to all employees and encouraging their growth and sense of belonging to the organization.

If you’d like to learn more about the second topic, measuring and managing data on diversity, equity, and inclusion – be sure to check out the full blog post here.

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