Diversity & Inclusion

Despite representing a skilled, educated, untapped talent pool, neurodiverse candidates are largely underemployed.

Recent data found only 19% of board seats and only 12% of top officer positions are held by women.

The U.S. Supreme Court decision banning the use of race in college admissions imperils corporate programs on diversity, equity and inclusion.

The keys to progress on DEI are becoming clearer. It hinges on workplace experience, company culture and a consistent approach.

Baby Boomers are aging out of insurance company board seats. Specialized training can help bring newcomers up to speed.

We crave diversity because we know it serves all people with speed, intelligence and transparency and delivers better business outcomes.

DEI encourages us to understand and feel empathy for the experiences of others. When we do this, attitudes and behaviors change.

To understand more about how far we've come and how far we have to go, ITL Editor-in-Chief Paul Carroll posed some questions to Amy Cole-Smith, Director of Diversity at The Institutes.