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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Harnessing the Power of Diversity

Harnessing the Power of Diversity: Executive Recruiting Done Right

Diversity is a critical aspect of any modern organization. A diverse team can bring a range of perspectives, ideas, and experiences that can help drive innovation, creativity, and ultimately, success. However, achieving diversity can be challenging, especially when it comes to executive recruiting.

Executive recruiting is an essential process that can help organizations find the right leaders to steer their businesses towards success. However, traditional recruiting methods often lead to homogeneity in leadership teams, limiting the potential benefits of diversity. Here are some ways to harness the power of diversity in executive recruiting:

1. Define Diversity Goals: The first step towards achieving diversity in executive recruiting is to define diversity goals. Organizations should set clear objectives that outline the types of diversity they want to achieve, such as gender, race, ethnicity, age, and cultural background. These goals should be communicated to the recruiting team and be an essential consideration when assessing potential candidates.

2. Expand Your Network: Expanding your network is a crucial step towards achieving diversity in executive recruiting. Organizations can reach out to diverse communities, attend industry events and conferences, and build relationships with diverse professional organizations to expand their pool of potential candidates.

3. Reconsider Qualifications: Organizations must rethink their traditional qualifications when assessing potential candidates to achieve diversity in leadership teams. They should consider non-traditional backgrounds, experiences, and skillsets that can bring unique perspectives and ideas. Focusing on qualifications that only cater to a specific demographic can lead to homogeneity in the team.

4. Eliminate Bias: Unconscious bias can be a significant roadblock to achieving diversity in executive recruiting. Organizations should evaluate their recruitment processes and eliminate any unconscious biases that may exist. They can do this by implementing blind resume screening and avoiding questions that may lead to bias.

5. Diversify Your Recruiting Team: Diversifying the recruiting team can help ensure that the organization is considering a range of candidates from diverse backgrounds. Including individuals from diverse backgrounds in the recruiting team can bring new perspectives and ideas that can help identify the best candidates.

In conclusion, achieving diversity in executive recruiting is critical for any organization looking to achieve long-term success. By setting clear goals, expanding networks, rethinking qualifications, eliminating bias, and diversifying the recruiting team, organizations can harness the power of diversity and build strong, diverse leadership teams that can drive innovation and success.


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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.”




What It Takes To Achieve Diversity

What It Really Takes To Achieve Diversity

By Diversity Recruiters™


In the wake of George Floyd’s death, there’s been an incredible uptick in inquiries by firms looking to improve their stance on D&I issues. In many cases, companies are looking to firms like Diversity Recruiters™ to assist them in making radical changes to their hiring processes. This is good news for all; however, these changes must be thoughtful, and they mustbe carried out with much care.



In the midst of the current environment, firms have also increased their focus on diversity hiring – particularly, in leadership positions. While having a diverse workforce is essential to any growth-oriented business, additional structure and systems must also be installed within organizations to ensure adequate representation in hiring processes.  


Our founder, Tony Wright, was recently interviewed by Bloomberg on this very issue. As he points out, strong diverse candidates are naturally skeptical about pursuing opportunities in new organizations without a thorough vetting. A major warning sign for these applicants is the lack of historical effort around D&I strategies. Talented employees require a sense of belonging to do their best work. This must be evident throughout the process of interviewing employers when evaluating a career change.


Bloomberg Article –


In addition to the hiring process, firms must understand how implicit biases negatively impact diverse individuals. They must fully accept, nurture, and guide all employees irrespective of their differences. In many cases, this type of support isn’t readily available for the under-represented population.


In today’s marketplace, talent retention and diversity are tremendously important. Employers with a full understanding of what it takes ‘beyond the hire’ are usually best equipped for growth and innovation. They, too, are best equipped to find the world’s best diverse talent.





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.





Measuring Diversity

Measuring Diversity: The Metrics That Matter


McKinsey & Company’s 2018 “Delivering through Diversity” report stated companies in the top quartile for ethnic/cultural diversity on executive teams were 33 percent more likely to have industry-leading profitability. Additionally, companies in the top quartile for gender diversity on executive teams were 21 percent more likely to outperform on profitability and 27% more likely to have superior value creation. These facts are proof that efforts to elevate your D&I initiatives can have a bottom-line impact on your organization.


Moreover, research has proven that, without inclusion, diversity is unsustainable.


Additionally, the idea of “belonging” is becoming increasingly important to a strong D&I strategy. Belonging is the sense that all employees can be their authentic selves, and as such, are essential to their team’s success. However, to continue effectively driving your D&I initiatives in the right direction, you need to know what is working and how well.


The metrics that measure the success of any people initiative are the same for D&I. Performance indicators, especially financial performance (specifically profit margin), should be paired with softer metrics for a complete picture. Correlate financial performance with measurements of employee engagement, employee retention, talent attraction, customer orientation, employee satisfaction and employee participation in decision-making.


In addition to these, there are a couple of specific initiatives you should implement to focus on measuring D&I:


Diversity Reports:


From a broad view, your company may appear to be diverse, but consider segmenting the company several ways to ensure it is representative of all levels and functions. Completing a quarterly or biannual report that shows the following (compiled from Project Include) will lend insight into your initiatives’ success:


  1. Employees overall, by function, seniority and tenure (cut by demographics)
  2. Employment status (i.e., full-time, part-time, contractor) (cut by demographics)
  3. Management and leadership (cut by demographics)
  4. Salary (cut by demographics) – Raises and bonuses (cut by demographics)
  5. Board of directors (cut by demographics)
  6. Candidate pools and hiring funnels, by role (cut by demographics)
  7. Voluntary and involuntary attrition rates (cut by demographics)
  8. Promotion rates (cut by demographics)
  9. Formal and informal complaints (cut by demographics) – Complaint resolution status (cut by demographics)


As an executive placement firm specializing in workplace diversity, we ensure that our clients have a keen understanding of what it will take to create the best culture to create a sense of belonging for all cultures. We aren’t just an executive headhunter. We are committed to being the best D&I search partner that we can be. Give us a call if you’re interested in finding out more.