Most clients come to Borderless with a genuine desire to build diverse and diversity-capable leadership teams. That is, after all, our expertise. And at the top of their concern? Women in leadership.
Despite often well-intentioned initiatives on women and their careers, many companies still fall short of their goals. Rosalie Harrison explores some of the more common issues that we see plaguing the advancement of talented women.
By Rosalie Harrison
By relying on conventional demographic categories, companies reinforce two unintended consequences: creating a majority-versus-minority mindset that fuels divisiveness and ignoring huge cohorts of the workforce who could benefit from DEI in the workplace.
Collectively, private-equity-owned firms make up a powerful economic force, so in the push for business to increase DEI, these firms could make a big difference. Yet PE-owned companies are behind their publicly traded counterparts in taking action.
No.2 on this year’s Queer 50 list, Pfizer’s chief corporate affairs officer Sally Susman describes the career-defining moments of the past year, and her ongoing advocacy for LGBTQ representation.