Stated Pierre, “When one thing like this occurs, it’s normally a symptom of a bigger difficulty. So even when we may wave our magic wand and magically change this, they usually may change the celebration for this 12 months to be a little bit extra secure and inclusive, we nonetheless have a bigger difficulty at play right here. And that’s why it feels so catastrophic when it occurs, as a result of actually what this exhibits us is that there’s nonetheless a extreme lack of assets and alternatives for feminine and nonbinary expertise.”
Organizations must do a greater job of attracting and retaining a various workforce, Pierre added. We have to have a look at range, fairness, and inclusion (DEI) as one thing that advantages everybody, not simply feminine and nonbinary expertise, she famous, since lots of the issues that make an employer enticing for underrepresented teams, together with flexibility, work-life steadiness, and growth alternatives, are good for all staff.
“I believe we have to have extra of an actionable method and ensuring that we’re actually embedding DEI into our general tradition,” she stated.
