Related Posts
Bowl Leader
Bowl Leader
Are you a diverse person? Are you an ally to DEI?
I’d love to speak with you for 10-20 mins about my LLC and Nonprofit and the work that I’ve been looking to do as it relates to education and diversity.
Please feel free to view the video on the homepage of my website:
https://www.bridginglegaciesacrosscampuses.org/mission
Should this be of interest to you, please feel free to use this link below to set up a meeting:
https://calendly.com/jleebridgingandbuilding/30-minute-meeting-over-the-phone
More Posts
What is the onboarding process in Accenture.?
Senior Agency Prod Salary in Toronto??
Additional Posts in Consulting
Pro
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
I wholeheartedly disagree with you. Inclusion creates a diverse set of opinions which are incredibly important to bring to the table
So... you have a gay friend. That’s really where you are going to go with this? Do you have a black friend too?
You understand that the fact that you as a straight white man have “never noticed a problem” with inclusion is literally the point and the reason the position is needed, I hope?
Not to put too fine a point on it but — which demographic group do you belong to? Are you perhaps a straight white man?
What do you have against inclusion?
I prefer exclusion. Of everyone. Always. Like no communication between any humans ever.
👆🏻ah found the ❄️
Our chief inclusion leader is not just focused on race and ethnicity and she’s not just focused on hiring and recruiting. While those are elements, it’s also about creating an inclusive environment and making sure that our managers, SMs, and PPDs are building inclusive teams. Your CHCO has enough on their plate with recruiting, developing talent, performance management, and new talent models.
The place where inclusion falls apart is on the projects. Remember a few weeks ago the post about the male partner and male staff going out for drinks almost every night and a lot of people saw no issue with that. Are teams being inclusive with their activities or are all team events drinking after work (excluding those who don’t drink or have after work responsibilities). Do teams know how to handle someone with religious commitments during the day at a time when clients have meetings (eg daily prayer). Are we always giving opportunities to people from where we are from, with similar personalities, from similar schools?
I’m a minority female and thought I had really diverse teams in the past. Minorities, women, lgbt, southern white men (I consider you guys a minority in the consulting world). But I realized my teams weren’t inclusive because The teams were all young, extroverts, and almost no one had kids. And on the occasions where I had a parent and they couldn’t make the team happy hour, I didn’t even think about it.
I have taken a different approach the past 2 years. Inclusion is about being inclusive
Apologies for being unclear - I do not believe this should be a c-suite role...
Inclusion is important and is a problem of our times, but at EY and Deloitte I have never noticed a problem - not enough where it requires this kind of role, which to me comes off as more publicity than anything else.
According to this article in Fortune, diversity is exactly what the C-suite should be involved in since there is a correlation to the bottom lone:
"Receiving buy-in from the C-suite is certainly a key component for organizational change. To get that buy-in, it’s important to show how diversity and inclusion save money and boost revenue, while also highlighting the long-term value of these initiatives. As a recent McKinsey study shows, “Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.” Additionally, a 2015 study from Bersin by Deloitte showed that diverse companies had 2.3 times higher cash flow per employee over a three-year period than non-diverse companies did.”
https://www.google.com/amp/amp.timeinc.net/fortune/2017/01/18/leadership-diversity-bottom-line-career-advice
I can't condone OP's insensitive comment about transgender people but I can see why he might be flabbergasted at the title name of "Chief Inclusion Officer". Diversity has always been parroted for years and shown abstractly with studies but it's still hard for people to understand what this really means in a business setting. The role of a CEO is self-explanatory. The CIO is concerned with overall IT (simplistic). The COO is concerned with operations as a whole. CFO, the financials. Elevating diversity to the importance of these other roles can be stupefying because it's still unclear for many people unfortunately what diversity really manifests itself within a day-to-day of a business. So seeing this new role can be a challenge and it's the business' responsibility to make the duties of the position more clear as a whole and what that means (especially when it seems that it can get politically charged in today's climate--I.e what would traditional conservative workers based in the Deep South feel about this?)
What is nonsense about it? That you don't think inclusion is a problem in consulting or that it doesn't deserve a seat at the table in the c suite?
You don’t get to cite your ‘ friends from LGBT’ as evidence that you understand the issue...your reasoning is exactly why we need these roles.
P1 - why do you ask if OP is a straight white male? Are you insinuating that, if so, his opinion matters less? If so then you are a bigot.
A2 P1 commented that it is no surprise that a white male would not see a problem with the status quo. That is not insinuating his opinion doesn’t matter, it is challenging his opinion.
I’ll be kind to A2 and OP and say this - I’m a minority male and have plenty of good friends of different ethnicities. Being friends with me in no way gives them insight into the insecurity and feeling of exclusion I felt growing up. Same goes other way, I don’t know how they felt either.
That doesn’t make them bad friends or anything. It’s just not a topic I broach when I’m hanging out and trying to have a good time. In a similar sense, it’s not a topic often broached in the work place either.
Just a few months ago I asked a female coworker if she had ever dealt with what I considered a ridiculous scenario at work. She told me it happened numerous times and I was shocked.
Point is you don’t know everything about everyone and encouraging people to be comfortable in their own skin isn’t a bad thing. At worst it doesn’t impact you in any way. So realize how dumb of a fight this is to pick and move on.
Noo OP, noooo. You lost any credibility/support that you were clinging to with that transgender comment.
White male here. Standing by for a bashing. I’m a fan of inclusion but do question the concept of a Chief Inclusion Officer. It feels like the whole C-Suite should have this in their job description and that HR should be executing policy. Creating a new layer of bureaucracy seems like a PR move. The CEO should be leading inclusion efforts otherwise it feels like a high-paid hall monitor. Thoughts?
You’ve never noticed there is a problem doesn’t mean there is actually no problem. Having people like you at the workplace is exactly why problems still exist
This is not a new role
OP got fried, then grilled, baked and finally roasted. Feel inclusive now?