The video focuses on developing organizations through the installation of an intergenerational labor force that appreciates the importance of diversity. Patricia Milligan, the moderator of the interactive panel, is a senior partner of a multi-national client group, Mercer. She is also the chief developer of, When Women Thrive , work research that seeks to ensure women are well represented in the workforce. She brings together leaders across various industries to participate in a discussion on how to develop a diverse workforce that invests in individual contribution to strengthen the organization.
Lucy Parker, one of the panelists, talks about her work and research on Open for Business , a report that builds the case of LGBT inclusion in business. According to her, the report creates an environment where people are unafraid to make connections with diverse societies. John Stackhouse, the Senior Vice President, Office of the CEO, RBC, points out that diversity and inclusion is more of a mindset. Every organization should be in a position to bring different people together from all walks of life to create brilliant ideas.
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Troy Carter, the CEO of Atom factory, explains the extent of bias in business, especially in the entertainment industry. He mostly focuses on African American discrimination and the minimal representation of women in the leadership of the music business. Marcia Page, the Co-Founder and Executive Chair of Varde, provides a different perspective on diversity and inclusion. According to her, her organization has been able to achieve functional diversity across most of their functions. However, it has been extremely difficult to accomplish on the investment side. She, therefore, states that culture is critical in an organization but is not entirely sufficient by its own.
The MontaRosa founder, Kelvin Thompson, gives his views on the relationship between search firms and diversity and inclusion in organizations. He explains that executive searchers hire individuals they already know about or those who have done a similar job due to the comfort factor. Due to the nature of the population, they are drawing from, they fail to diversify the candidate pole.
While answering one of the audience's questions, Patricia Milligan insists that employment of leaders who are passionate about diversity and inclusion is vital in an organization. Lucy Parker seconds with the moderator by urging the leaders to advocate for the course.
