Finding a solution is hugely dependent on defining the problem and its scope correctly. By defining D&I as a bounded problem, many approaches falter at the first step.
Talent should be on the board agenda because bad hiring practices demotivate and cause attrition, as well as damage equity and diversity in an organisation.
With the lessons of 2020 to guide us, boards need to change their risk conversations and their strategic priorities for 2021.
To go beyond tokenism on "difference" or "diversity", we need to practise governance differently. Starting with how we recruit board directors. And how we report on our intent, action, and progress for diversity.
Finance in 2030 will be shaped by politics, the self-directed consumer, and the churn among nation-states, big-tech and civil society at large.
Boards can learn from Greg Clarke's resignation from the FA and ask themselves whether inclusion and antiracism are truly on their organisational agenda.
If we take a cue from HIV/ AIDS, and learn to live with Covid19, the practice of prevention and regular testing could help us rebuild our economies and societies.
In trying times, friends matter; the right friends matter even more. The pandemic is forcing a rethink.
The experience of this pandemic has made explicit our ways of seeing. It can inform what and how we need to learn so we can cope with the next complex challenges life may bring us.
Much is made of diversity as a source of better thinking on boards. Not enough is made of the value of a new kid on the block.
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