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Why Care About Diversity?

February 14, 2012

The changing demographics of the United States are transforming the American culture and consumer behavior across the nation. Organizations that want to remain competitive moving forward need to understand and embrace these emerging markets. How can you sell to a consumer you know nothing about? Hire an employee who does!

Buy-in from top management is crucial in order for any corporate initiative to be successful. Lack of support from the top only sets your integration of diversity and inclusion up for failure. To ensure success in an evolving marketplace, corporations must invest in the recruitment, retainment, and promotion of diverse employees—these efforts must be thoughtfully planned and measured.

“Organizations that are successful in leveraging the diversity of their people are better able to adapt to changes in the external environment.” (Robinson, Pfeiffer, Buccigrossi)

In 1980, only 20% of the population in the U.S. was non-white, in 2000 that percentage increased to 25%. By 2040, it is estimated that half the population will be made up of groups now considered “minorities.”

According to McKinsey & Company, a U.S. business consulting firm, the most important asset a company has is not its technology, or plant infrastructure, but its human capital. Talented employees are the most valued corporate resource, also the resource in shortest supply. So, how are you recruiting and retaining top diversified talent?

Our Institute for Leading Diversity & Inclusion is a learning experience that enables leaders inside and outside the office of diversity to develop core competencies for effectively recognizing and leveraging D&I as key drivers of business results. To learn more, visit www.linkageinc.com/DIV.

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