Much of the work required to push toward these goals falls to DEI executives themselves.
Without a change, executives say, their burnout could lead expensive diversity plans to fall short.
For over four years, she’s worked on corporate diversity, equity, and inclusion as the CEO and cofounder of The Melanin Collective but never in a climate like today’s.
In the wake of the killing of George Floyd, her inbox has been flooded with requests from corporate and nonprofit leaders. They want change, and they want it fast. But at the same time, she felt many were not respecting her.
For over four years, she s worked on corporate diversity, equity, and inclusion as the CEO and cofounder of The Melanin Collective but never in a climate like today s.
In the wake of the killing of George Floyd, her inbox has been flooded with requests from corporate and nonprofit leaders. They want change, and they want it fast. But at the same time, she felt many were not respecting her.
Over the past few months, she said, business leaders have yelled at her, sent her demeaning emails, and even questioned the existence of racism in corporate spaces, despite her expertise and her lived experience as a disabled Latina.
As a result, more leaders will be judged on a key trait: emotional intelligence.
Emotional intelligence is one s ability to understand how people feel and react to make decisions.
This article is part of a series called IQ to EQ, which explores the management styles of inspiring business leaders. Check here for similar stories.
Emotional intelligence is a crucial leadership skill that is going to become more important for executives across the board.
That s according to diversity and inclusion consultants who said leaders can t achieve the important work around racial equity without it.
Emotional intelligence is defined as the ability to understand the way people feel and react and to use this skill to make good judgments and to avoid or solve problems, per the Cambridge Dictionary.