Even when CEOs make gender diversity a priority鈥攂y setting aspirational goals for the proportion of women in leadership roles, insisting on diverse slates of candidates for senior positions, and developing mentoring and training programs鈥攖hey are often frustrated by a lack of results. That鈥檚 because they haven鈥檛 addressed the fundamental identity shift involved in coming to see oneself, and to be seen by others, as a leader.
Business leaders send a powerful message when they make a commitment to diversity that goes beyond rhetoric. But what motivates them to do so, and how do they actually create inclusive cultures?
Companies have long emphasized touchpoints鈥攖he many critical m..
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