How corporate education can improve diversity, inclusion and succession

By Lily Kelly-Radford

Many minorities in the workplace may be less likely to step forward and speak up for leadership opportunities, because they don’t see enough leaders who look like them. So organizations can miss out on promising talent that’s already in the house!

This is true at all levels and in all fields. Seeing people who “look like you” in positions to which you aspire is important.

I talk about this in my article “The Not-so-white Paper on Succession” in Chief Learning Officer magazine.

When planning a curriculum for any learning engagement, it is not only responsible but imperative to go beyond the call of duty to present a wide range of examples. At first, we might not think that adults need pictures — but think again. Even at the top levels of business, high-performing minorities will be more willing to step into competition and succession plans if they see themselves reflected in the company’s brand.

“A Not-so-white Paper on Succession” Chief Learning Officer Magazine
LEAP Leadership also has two Not-so-white Papers that can help your organization find examples of leaders who aren’t all white, and aren’t all American males. Because even if your company still has some ways to go toward diversity there’s no reason your training and development can’t present case studies of successful LGBTQ, women, Black, Latinx and people with disabilities.

LEAP Leadership can also advise and consult with your company to establish a plan to help minorities join your leadership succession plan.