Inclusion Revolution

You can no longer ignore the facts or wait for a crisis to force change. The time is now, and yes, I do believe you should have a sense of urgency about it.

In 2022, men held nearly 91% of leadership positions at Fortune 500 companies, some of the top paying leadership positions in the world, raking in salaries in the billions of dollars.

Across the world, men occupy four out of five seats in the board room, yet women represent the majority of the population and the most educated gender demographic in America.

Even more stark is the contrast between men and women of color and people who identify as LGBTQ+, with only two women of color and four people who identify as LGBTQ+ currently holding a Fortune 500 CEO position.

Most concerning are the VC funding statistics. In 2021, Venture Capital spending was at an all time high, with 98% of it claimed by founders who identify as men. What compounds the shocking nature of this statistic is that current reporting suggests only 62% of business are owned by people who identify as men. It doesn’t take detailed analysis to interpret the systemic bias and inequity that exists across all business sectors.

To add insult to injury, the binary nature of our statistics leave individuals who are non-gender conforming out of the conversation entirely. Institutions and statisticians can ignore non-gender conforming individuals, but it doesn’t mean they don’t exist. In fact, twelve percent of millennials identify as transgender or non-gender conforming and the numbers only increase as you move into Gen Z populations where Lisa Kenney reports 25% of people expect to change their gender identity at least once during their lifetime in her April 8, 2020 HBR article, "Companies Can't Ignore Shifting Gender Norms."

Treating underrepresented populations poorly, failing to acknowledge our potential, ignoring us altogether or pretending we don’t exist will not magically erase us, our demands for equality, or our contributions. A quick Google search reveals ample research to prove the direct link between diversity in leadership and improved business performance. Diversity in our institutions and organizations is not just what humanity demands, it’s also a business imperative.

We need an inclusion revolution and we need it now. Don’t wait for this to become your crisis to take it seriously.

#leadershiplessons #diversity #change #urgency #genderequity