, an expert-in-residence at Brex, a financial-services startup valued at $12.3 billion. Both shared their top learnings for leaders. Implementing diversity and inclusion policies comes down to mid-level managers, both Suah and Irizarry said, so investing in them matters.
He added that funding substantial leadership training can yield higher employee retention, calling it a"competitive advantage." "It's so important to have a hiring manager who understands the ranks of building a team and understands where one person may be stronger, and another person may be weaker, someone who figures out how to mesh them so that the team is moving effectively," Suah said.
The"head approach" is about showing analytics and reports supporting the business case for diversity, while the"heart approach" is about appealing to a person's emotions. "People want to work for companies who give a shit about them," she said."When you feel truly connected to the brand, and when you feel like the brand actually cares about you, you are more likely going to want to work for that company."
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