For the first time in my 25+ years of being a diversity and inclusion expert and consultant, companies are beginning to have conversations about equity in the workplace. Of course, most people understood fundamental equality. But it was difficult for leaders and HR managers to wrap their heads around diversity and inclusion in the early days.By the time I started my business in the '90s, schools and organizations had accepted and pushed forward the ideas pioneered by Dr. Martin Luther King Jr., as he is widely accepted as a forefather of equality because of his legacy during the civil rights movement. I think it also helps that the American revolutionary forefathers had already put forth the notion that all men are created equal. However, they failed to demonstrate any real belief in their claims.
I've worked in Human Resources for nearly a decade, and throughout all my roles, I've passionately incorporated diversity initiatives to help make companies more inclusive. Recently, many businesses have made public pledges around diversity in the wake of the Black Lives Matter protests. Statements are one small step in the right direction, but much more needs to be done.
When Forbes Magazine released its list of America's 100 Most Innovative leaders in September, it included only one female without even a photo. The resulting firestorm mostly centered around a lack of gender equality. A cursory look at the list also showed a lack of racial diversity.
Thirty years on Wall Street has taught me a few things about being a woman in the business world that I'd like to share with the next generation of multicultural women who want to start and scale a business. In the early days of my career, I had my own personal missteps amidst numerous victories.