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Renee Christof
//May 14, 2021
Renee Christof
Head of Global Associate Engagement + Corporate Responsibility
T. Rowe Price
The past year has not only been challenging with covid-19 but we have also faced race and dis- crimination challenges and realities as a state and a country. How do you establish a strategy for diversity, equity and inclusion in your organization?
Inclusion is not just a buzzword used with diversity and equity. Inclusion is so much more: it is about being heard, seen and acknowledged. Diversity isn’t the end game. The harder part is creating a sense of belonging. We must push for more action on both inclusion and equity. My firm surveys our teams about belonging and having a voice. We analyze the data to learn if our associates feel they belong. Our research suggests the earlier we start the better.
During the pandemic, we know that professional women have had to leave their jobs to help with child care and sickness. How can we work together so everyone knows women are essential in the workplace and we must make growing women leaders a priority?
We should support women who need to leave work. We should embrace them by making sure the proper processes and programs are in effect in our workplaces so that upon return, they quickly acclimate and resume their careers. Developing women for leadership is imperative if we are to have thriving, successful organizations.
