March 8 is International Women’s Day. Check out stats and facts in this infographic.

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When we, as diversity and inclusion leaders, engage and equip white male leaders, our organizations will make progress in solving problems.

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Some argued that designations such as black, white, Asian and Hispanic are outmoded classifications with little valid meaning for understanding genetic variations. The other side opined that meaningful DNA variations can track racial lines and to not explore them might jeopardize the effectiveness of the emerging concept of personalized medicine, aimed at developing treatment based on a person’s genetic makeup.

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Opening a country’s borders to people from “foreign lands” has been a controversial issue for centuries but as globalization, due largely to technological advances, has made it much easier to be borderless, the issue is front and center.

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The need for culturally competent leaders will be ever more urgent as the workforce becomes more and more diverse on a number of different dimensions.

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Managing and promoting effective communication should always be the goal when dealing with difficult people. When there is conflict, communication can ensure the advantage of protecting and preventing conflict from ever disrupting the business process. Different styles and personality types, chiefly, represent a barrier to overcome due to the potential to communication breakdown.

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Highly engaged employees are easy to spot. They try harder on the job and drive business results. According to Temkin Group’s 2013 Employee Engagement Benchmark Study, they are twice as likely both to work after their shift ends and to do something good for the company that is unexpected of them.

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We all have multiple identities. No one is uni-dimensional. President Barack Obama exemplifies the conundrum of intersection of multiple identities well. His father is from Kenya and his mother was white American, officially making him bi-racial. He lived in Indonesia and Hawaii during his formative years, making him what anthropologists call a “Third Culture kid. However he is most often identified in a uni-dimensional way as “African American”.

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While D&I practitioners have been aware that the issues of diversity and inclusion span the globe, until recently the popular sentiment was that the term “diversity” was a US idea that did not play well in other parts of the world.

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Women hold the majority in the global population; the majority who are earning baccalaureate and advanced degrees but are still woefully underrepresented in positions of power. We see this dynamic changing rapidly not only because of the demographic reality but because of the global economic imperative to level the playing field.

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