The Importance of Diversity in the C-Suite

By Tony Wright
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The Importance of Diversity in the C-Suite




As the business world is becoming more global and complex, there is a growing awareness of the importance of diversity in the C-Suite. Despite this, the percentages of diverse executives in the C-Suite remain low, with women and people of color being overwhelmingly underrepresented. This lack of diversity can have a negative impact on innovation in a company.
Diversity in the C-Suite brings a variety of perspectives and experiences to the table, which can lead to more innovative ideas and solutions. A diverse group of executives can bring different ways of thinking, problem-solving, and decision-making to a company. This can help a company to adapt to changing market conditions, as well as to better understand and serve a diverse customer base.
One key aspect of diversity is gender diversity. Research has shown that companies with more women in leadership positions tend to have better financial performance and higher levels of innovation. Women bring unique perspectives and skills to the table, such as empathy, collaboration, and a focus on long-term relationships.
Another important aspect of diversity is racial and ethnic diversity. People of color bring a range of experiences and cultural insights that can help a company to better understand and serve diverse markets. They can also bring an entrepreneurial spirit and a focus on innovation that can help a company to stay ahead of the curve.
In addition to the benefits of diversity for innovation, there are also ethical and social reasons to promote diversity. Having a diverse group of executives sends a message to employees, customers, and the wider community that the company values diversity and inclusion. This can help to attract and retain top talent, as well as to improve the company’s reputation and brand.

In conclusion, diversity in the C-Suite is essential for innovation in any company. By bringing together a range of perspectives and experiences, diverse executives can help a company to stay ahead of the curve and to better understand and serve a diverse customer base. Companies that prioritize diversity in the C-Suite also send a message that they value diversity and inclusion, which can have a positive impact on their reputation, brand, and bottom line.







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EDC Appoints Andrés Henríquez as Director of STEM Education Strategy


EDC appoints Andrés Henríquez

March 19, 2021



EDC has appointed Andrés Henríquez as its director of STEM education strategy. Henríquez, a nationally known education innovator who was a key driver of the National Research Council’s Framework for K–12 Science Education and the Next Generation Science Standards, rejoins EDC after decades of leading transformational education initiatives focused on STEM, literacy, and equity.


In his new role at EDC, Henríquez will launch and lead strategic partnerships and initiatives that will maximize the reach and impact of EDC’s STEM expertise, working closely with EDC vice president Sarita Pillaiand EDC’s team of STEM specialists. He joins EDC from the New York Hall of Science, where he was the vice president for STEM learning in communities and advanced a wide range of programs with the local Latinx community.


“We are absolutely delighted to welcome Andrés Henríquez back to EDC,” said EDC senior vice president Cindy Taylor. “His visionary work to enhance STEM education, his deep dedication to equity and community engagement, and his accomplishments in strengthening educational policy and practice to benefit all learners are unequalled.”


Previously, Henríquez served as a program director for the National Science Foundation and a program officer for the Carnegie Corporation of New York, where he led programs focused on science, adolescent literacy, and English language learners. Earlier in his career, he held leadership and research positions with EDC’s Center for Children and Technology, where he managed a partnership between Bell Atlantic and Union City Schools that dramatically improved education in Union City, New Jersey, and received acclaim from President William J. Clinton.


Henríquez holds an MA from Teachers College and a BA from Hamilton College. He has held board positions with Excelencia in Education and Hamilton College and an advisory role with the U.S. National Parks Service. He will be based in EDC’s New York headquarters.


“I am delighted to bring my various experiences back to EDC to elevate the work in STEM education and workforce development.” Henríquez said. “I am looking forward to working with a group of creative, top-notch colleagues to improve our nation’s efforts in STEM and ensure the next generation of young people thrive.”




Inclusive Hiring

Inclusive Hiring Doesn't Have to Be Difficult

By: Nicole Ferrer


While diversity in the workplace has gotten its fair share of attention over the past few years, there still appears to be limited traction with firms when it comes to inclusion.


As a reminder, diversity focuses on the range of human differences (such as race, ethnicity, gender, sexual orientation, age, etc.). Inclusion, on the other hand, focuses on involvement and empowerment. Inclusive processes promote a sense of belonging, and respects the talents and range of human differences in ways that are recognizable by all parties involved.


This is important because when firms focus on surface-level diversity (or visible diversity) and ignore inclusion, it can – and potentially will – do more harm than good.


The very best leaders understand the importance of inclusion. More importantly, they understand how to properly facilitate inclusive processes. These leaders understand that this doesn’t mean “giving away the farm” or fully delegating all decision-making processes to internal or external stakeholders. Inclusivity absolutely requires a single point of effective leadership. It also requires authenticity and a collaborative spirit from everyone involved. Combining these important attributes is key to a healthy process that should ensure synergy and cohesion throughout the entire team.


It’s important that, at the onset of any collaborative effort, expectations are crystal clear regarding the process that is to be used by all. We’ve developed tools to assist our partners throughout these types of processes because we’ve found that different stakeholders generally approach the process with a different set of expectations regarding the needs of the organization.


Given the recent changes to our economy, and our work environments, it’s even more important that these processes are given additional thought.