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Diversity and Inclusion programs and its associated policies do not have a defined end date. It is a continuous improvement process to be able to attract diverse talent, improve the existing employee's engagement with the company and also convey the brand value to an external audience.
D&I is about encouraging diversity of thoughts, perspectives, opinions and experiences. Competency should be the foremost criteria for hiring however intentional bias should be weeded out and unconscious bias to be controlled to a large extent.
Diversity is not about hiring people who look different, talk differently, and behave differently but about creating an inclusive environment where people exhibit their real persona, and not compromise on their individuality and have the courage to speak up and not feel threatened, and that they're not pigeon holed into a stereotype.
This book is an attempt to provide some insight into how some companies are utilizing D&I Program implementation to increase their mind share with the desired talent pool as well as some strategies to adopt to roll out a new or expand the existing D&I Program. It is by no means an exhaustive list but a start nonetheless.
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