- Grady Crosby
Vice president of public affairs and chief diversity officer, Johnson Controls
“Leadership engagement is key, but a top-down approach isn’t enough. Top-down approaches drive compliance, not commitment. Fostering a sound D&I culture has to be a basic competency. From senior leaders to frontline employees, everyone must see and understand their role in company culture so that change can be made real for all involved – top down, bottom up, and middle out – in different ways.”
- Genyne Edwards
Partner, P3 Development Group
“Evaluate your D&I efforts to ensure they are aligned with your business growth strategies. D&I is a long-term investment for innovative, high-performing organizations, so track progress and ‘stay the course’ even when it’s challenging. Start with engagement activities that authentically build culture, connections and belonging across all levels of your organization.”
- Tyler Whipple
Vice president of inclusive excellence, American Family Insurance
“Determine what you stand for, commit to making progress and, most importantly, take action. Don’t worry about getting it perfect because you won’t – and don’t let that stop you from moving forward. You will make mistakes along the way and that’s OK. Remember, it’s a journey.”
- Jason Rae
President and CEO, Wisconsin LGBT Chamber of Commerce
“Don’t let the perfect get in the way of the good. Companies who wait until things are perfectly developed and ready to go before starting will never get going. And in that time, they’ll miss out on great talent who want a welcoming and inclusive workplace.”
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