Minerva just released their second annual diversity scorecard for BC companies and the findings are nothing short of disappointing. We have had a civil public conversation about diversity and inclusion thus far. We’ve sympathized, empathized and agreed change takes time. White men need the opportunity to adjust to sharing power; the rest of us need time to develop the competence to exert power. Being nice about this has gotten us, well, not very far. Is it time to call a spade a spade? Is it time we confronted the hard truth that many of those in power don’t want to share and will put up any and every barrier to stop the rest of us from joining their exclusive club, for as long as they can? The evidence suggests that, if inclined, organizations can fast-track inclusion efforts. An example is Ritchie Bros. Auctioneers who, in the last 12 months, have added 3 women to its executive team and just appointed a second woman to their board, which is chaired by a woman.
While it is easy to become despondent, we need to reflect on and remember just how much progress we have made as a society in providing each of us with the opportunity and support to step forward and contribute equally. But we still have some barriers to break down, and we need to get moving. This is what I believe will help us make real progress in advancing diversity.
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Rebecca Schalm, Ph.D.
Founder & CEO