Women in Leadership Keynote: Perspectives on What Matters in Diversity, Equity, and Inclusion

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Key Takeaways

⇨ Metrics are only part of the diversity, equity, and inclusion (DEI) story. Organizations need to focus more on culture and less on meeting numeric targets.

⇨ DEI should include diversity in leadership and diversity in thought, with focal points shifting from metrics to achieving these objectives.

⇨ Non-quantifiable objectives such as enabling team members to bring their whole selves to work and establishing an atmosphere of psychological safety, along with taking active roles as mentors, sponsors, and allies, are critical to enabling diversity in leadership and diversity in thought.

As organizations strive to define and execute on DEI objectives, we are discovering disparities between existing initiatives, their value, and their impact on employees. In a panel discussion among women leaders in technology and supply chain at SAPinsider 2023, lessons learned from existing initiatives, as well as misses of these initiatives, were discussed. A core lesson learned is that, while DEI-related metrics are a step in the right direction, metrics are not the end goal and do not effectively gauge how diverse, equitable, or inclusive and organization is. Additionally, while ‘DEI’ and similar acronyms are well-intentioned, they do not capture core goals of diversity in leadership and diversity in thought. Through personal stories, real-life examples of impactful practices, and insights on what needs to be improved, this panel motivated event attendees to identify and act upon individual and organizational opportunities for true diversity in leadership and diversity in thought change enablement.

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