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Submitted URL: https://www.conference-board.org/publications/publicationdetail.cfm?publicationid=9116
Effective URL: https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component
Submission: On May 16 via api from US — Scanned from DE
Effective URL: https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component
Submission: On May 16 via api from US — Scanned from DE
Form analysis 14 forms found in the DOM
/searchresults.cfm
<form class="gsc-search-box gsc-search-box-tools" accept-charset="utf-8" action="/searchresults.cfm">
<table cellspacing="0" cellpadding="0" class="gsc-search-box" action="/searchresults.cfm">
<tbody>
<tr>
<td class="gsc-input">
<div class="gsc-input-box" id="gsc-iw-id1">
<div class="solosegment-dropdown-target-new">
<ul class="sc-dnqmqq IyfDZ solosegment-dropdown-content"></ul>
</div>
<table cellspacing="0" cellpadding="0" id="gs_id50" class="gstl_50 gsc-input" style="width: 100%; padding: 0px;">
<tbody>
<tr>
<td id="gs_tti50" class="gsib_a"><input autocomplete="off" type="text" size="10" class="gsc-input" name="q" title="search" id="gsc-i-id1" dir="ltr" spellcheck="false" value="" formaction="/searchresults.cfm"
style="width: 100%; padding: 0px; border: none; margin: 0px; height: auto; background: url("https://www.google.com/cse/static/images/1x/en/branding.png") left center no-repeat rgb(255, 255, 255); outline: none;"></td>
<td class="gsib_b">
<div class="gsst_b" id="gs_st50" dir="ltr">
<a class="gsst_a" href="javascript:void(0)" title="Clear search box" role="button" data-feathr-click-track="true" style="display: none;"><span class="gscb_a" id="gs_cb50" aria-hidden="true">×</span></a></div>
</td>
</tr>
</tbody>
</table>
</div>
</td>
<td class="gsc-search-button"><button class="gsc-search-button gsc-search-button-v2"><svg width="13" height="13" viewBox="0 0 13 13">
<title>search</title>
<path
d="m4.8495 7.8226c0.82666 0 1.5262-0.29146 2.0985-0.87438 0.57232-0.58292 0.86378-1.2877 0.87438-2.1144 0.010599-0.82666-0.28086-1.5262-0.87438-2.0985-0.59352-0.57232-1.293-0.86378-2.0985-0.87438-0.8055-0.010599-1.5103 0.28086-2.1144 0.87438-0.60414 0.59352-0.8956 1.293-0.87438 2.0985 0.021197 0.8055 0.31266 1.5103 0.87438 2.1144 0.56172 0.60414 1.2665 0.8956 2.1144 0.87438zm4.4695 0.2115 3.681 3.6819-1.259 1.284-3.6817-3.7 0.0019784-0.69479-0.090043-0.098846c-0.87973 0.76087-1.92 1.1413-3.1207 1.1413-1.3553 0-2.5025-0.46363-3.4417-1.3909s-1.4088-2.0686-1.4088-3.4239c0-1.3553 0.4696-2.4966 1.4088-3.4239 0.9392-0.92727 2.0864-1.3969 3.4417-1.4088 1.3553-0.011889 2.4906 0.45771 3.406 1.4088 0.9154 0.95107 1.379 2.0924 1.3909 3.4239 0 1.2126-0.38043 2.2588-1.1413 3.1385l0.098834 0.090049z">
</path>
</svg></button></td>
<td class="gsc-clear-button">
<div class="gsc-clear-button" title="clear results"> </div>
</td>
</tr>
</tbody>
</table>
</form>/searchresults.cfm
<form class="gsc-search-box gsc-search-box-tools" accept-charset="utf-8" action="/searchresults.cfm">
<table cellspacing="0" cellpadding="0" class="gsc-search-box" action="/searchresults.cfm">
<tbody>
<tr>
<td class="gsc-input">
<div class="gsc-input-box" id="gsc-iw-id2">
<div class="solosegment-dropdown-target-new">
<ul class="sc-dnqmqq IyfDZ solosegment-dropdown-content"></ul>
</div>
<table cellspacing="0" cellpadding="0" id="gs_id51" class="gstl_51 gsc-input" style="width: 100%; padding: 0px;">
<tbody>
<tr>
<td id="gs_tti51" class="gsib_a"><input autocomplete="off" type="text" size="10" class="gsc-input" name="q" title="search" id="gsc-i-id2" dir="ltr" spellcheck="false" value="" formaction="/searchresults.cfm"
style="width: 100%; padding: 0px; border: none; margin: 0px; height: auto; background: url("https://www.google.com/cse/static/images/1x/en/branding.png") left center no-repeat rgb(255, 255, 255); outline: none;"></td>
<td class="gsib_b">
<div class="gsst_b" id="gs_st51" dir="ltr">
<a class="gsst_a" href="javascript:void(0)" title="Clear search box" role="button" data-feathr-click-track="true" style="display: none;"><span class="gscb_a" id="gs_cb51" aria-hidden="true">×</span></a></div>
</td>
</tr>
</tbody>
</table>
</div>
</td>
<td class="gsc-search-button"><button class="gsc-search-button gsc-search-button-v2" style="display: none;"><svg width="13" height="13" viewBox="0 0 13 13">
<title>search</title>
<path
d="m4.8495 7.8226c0.82666 0 1.5262-0.29146 2.0985-0.87438 0.57232-0.58292 0.86378-1.2877 0.87438-2.1144 0.010599-0.82666-0.28086-1.5262-0.87438-2.0985-0.59352-0.57232-1.293-0.86378-2.0985-0.87438-0.8055-0.010599-1.5103 0.28086-2.1144 0.87438-0.60414 0.59352-0.8956 1.293-0.87438 2.0985 0.021197 0.8055 0.31266 1.5103 0.87438 2.1144 0.56172 0.60414 1.2665 0.8956 2.1144 0.87438zm4.4695 0.2115 3.681 3.6819-1.259 1.284-3.6817-3.7 0.0019784-0.69479-0.090043-0.098846c-0.87973 0.76087-1.92 1.1413-3.1207 1.1413-1.3553 0-2.5025-0.46363-3.4417-1.3909s-1.4088-2.0686-1.4088-3.4239c0-1.3553 0.4696-2.4966 1.4088-3.4239 0.9392-0.92727 2.0864-1.3969 3.4417-1.4088 1.3553-0.011889 2.4906 0.45771 3.406 1.4088 0.9154 0.95107 1.379 2.0924 1.3909 3.4239 0 1.2126-0.38043 2.2588-1.1413 3.1385l0.098834 0.090049z">
</path>
</svg></button></td>
<td class="gsc-clear-button">
<div class="gsc-clear-button" title="clear results"> </div>
</td>
</tr>
</tbody>
</table>
</form>Name: sign — POST /signin/signincontroller.cfm
<form name="sign" action="/signin/signincontroller.cfm" method="post" class="form-horizontal sign bv-form" role="form" novalidate="novalidate"><button type="submit" class="bv-hidden-submit" style="display: none; width: 0px; height: 0px;"></button>
<div id="loginInput stopPropLogin">
<div class="form-group required stopProp has-feedback">
<div class="col-lg-12 stopProp">
<input type="text" class="form-control stopProp" placeholder="Enter Business Email Address" name="username" id="username" value=""
data-bv-field="username"><i class="form-control-feedback bv-no-label" data-bv-icon-for="username" style="display: none;"></i>
<small class="help-block" data-bv-validator="callback" data-bv-for="username" data-bv-result="NOT_VALIDATED" style="display: none;">The username should be valid and cannot be empty</small>
</div>
</div>
<div class="form-group required stopProp has-feedback">
<div class="col-lg-12 stopProp">
<input type="password" class="form-control stopProp" placeholder="Enter Password" name="password" id="password" value=""
data-bv-field="password"><i class="form-control-feedback bv-no-label" data-bv-icon-for="password" style="display: none;"></i>
<small class="help-block" data-bv-validator="notEmpty" data-bv-for="password" data-bv-result="NOT_VALIDATED" style="display: none;">The password is required and cannot be empty</small>
</div>
</div>
</div>
<div class="stopProp" id="forgotpassword">
<div class="stopProp">
<a href="/signin/forgotpassword.cfm?reflink=https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/" class="forgotYourPassword" data-feathr-click-track="true"> <small>Forgot Your Password?</small></a>
</div>
</div>
<div class="clearfix"></div>
<div class="form-group stopPropLogin">
<div class="col-lg-12 stopProp">
<div class="checkbox stopProp keepSigin stopProp">
<label>
<input type="checkbox" name="remember" value="true" id="remember" class="stopProp">
<p class="lheight16px stopProp"> <small class="stopProp">Keep me signed in on this computer </small> </p>
</label>
</div>
</div>
</div>
<div class="stopProp">
<div class="stopProp">
<input type="hidden" name="pathInfo" value="https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/">
<button type="submit" name="login_submit" class="btn btn-primary megaMenubuttonLinkCustom">Sign In</button>
</div>
</div>
</form>Name: sign — POST /signin/signincontroller.cfm
<form name="sign" action="/signin/signincontroller.cfm" method="post" class="form-horizontal sign bv-form" role="form" novalidate="novalidate"><button type="submit" class="bv-hidden-submit" style="display: none; width: 0px; height: 0px;"></button>
<div id="loginInput stopPropLogin">
<div class="form-group required stopProp has-feedback">
<div class="col-lg-12 stopProp">
<input type="text" class="form-control stopProp" placeholder="Enter Business Email Address" name="username" id="username" value=""
data-bv-field="username"><i class="form-control-feedback bv-no-label" data-bv-icon-for="username" style="display: none;"></i>
<small class="help-block" data-bv-validator="callback" data-bv-for="username" data-bv-result="NOT_VALIDATED" style="display: none;">The username should be valid and cannot be empty</small>
</div>
</div>
<div class="form-group required stopProp has-feedback">
<div class="col-lg-12 stopProp">
<input type="password" class="form-control stopProp" placeholder="Enter Password" name="password" id="password" value=""
data-bv-field="password"><i class="form-control-feedback bv-no-label" data-bv-icon-for="password" style="display: none;"></i>
<small class="help-block" data-bv-validator="notEmpty" data-bv-for="password" data-bv-result="NOT_VALIDATED" style="display: none;">The password is required and cannot be empty</small>
</div>
</div>
</div>
<div class="stopProp" id="forgotpassword">
<div class="stopProp">
<a href="/signin/forgotpassword.cfm?reflink=https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/" class="forgotYourPassword" data-feathr-click-track="true"> <small>Forgot Your Password?</small></a>
</div>
</div>
<div class="clearfix"></div>
<div class="form-group stopPropLogin">
<div class="col-lg-12 stopProp">
<div class="checkbox stopProp keepSigin stopProp">
<label>
<input type="checkbox" name="remember" value="true" id="remember" class="stopProp">
<p class="lheight16px stopProp"> <small class="stopProp">Keep me signed in on this computer </small> </p>
</label>
</div>
</div>
</div>
<div class="stopProp">
<div class="stopProp">
<input type="hidden" name="pathInfo" value="https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/">
<button type="submit" name="login_submit" class="btn btn-primary megaMenubuttonLinkCustom">Sign In</button>
</div>
</div>
</form>/searchresults.cfm
<form class="gsc-search-box gsc-search-box-tools" accept-charset="utf-8" action="/searchresults.cfm">
<table cellspacing="0" cellpadding="0" class="gsc-search-box" action="/searchresults.cfm">
<tbody>
<tr>
<td class="gsc-input">
<div class="gsc-input-box" id="gsc-iw-id3">
<div class="solosegment-dropdown-target-new">
<ul class="sc-dnqmqq IyfDZ solosegment-dropdown-content"></ul>
</div>
<table cellspacing="0" cellpadding="0" id="gs_id52" class="gstl_52 gsc-input" style="width: 100%; padding: 0px;">
<tbody>
<tr>
<td id="gs_tti52" class="gsib_a"><input autocomplete="off" type="text" size="10" class="gsc-input" name="q" title="search" id="gsc-i-id3" dir="ltr" spellcheck="false" value="" formaction="/searchresults.cfm"
style="width: 100%; padding: 0px; border: none; margin: 0px; height: auto; background: url("https://www.google.com/cse/static/images/1x/en/branding.png") left center no-repeat rgb(255, 255, 255); outline: none;"></td>
<td class="gsib_b">
<div class="gsst_b" id="gs_st52" dir="ltr">
<a class="gsst_a" href="javascript:void(0)" title="Clear search box" role="button" data-feathr-click-track="true" style="display: none;"><span class="gscb_a" id="gs_cb52" aria-hidden="true">×</span></a></div>
</td>
</tr>
</tbody>
</table>
</div>
</td>
<td class="gsc-search-button"><button class="gsc-search-button gsc-search-button-v2"><svg width="13" height="13" viewBox="0 0 13 13">
<title>search</title>
<path
d="m4.8495 7.8226c0.82666 0 1.5262-0.29146 2.0985-0.87438 0.57232-0.58292 0.86378-1.2877 0.87438-2.1144 0.010599-0.82666-0.28086-1.5262-0.87438-2.0985-0.59352-0.57232-1.293-0.86378-2.0985-0.87438-0.8055-0.010599-1.5103 0.28086-2.1144 0.87438-0.60414 0.59352-0.8956 1.293-0.87438 2.0985 0.021197 0.8055 0.31266 1.5103 0.87438 2.1144 0.56172 0.60414 1.2665 0.8956 2.1144 0.87438zm4.4695 0.2115 3.681 3.6819-1.259 1.284-3.6817-3.7 0.0019784-0.69479-0.090043-0.098846c-0.87973 0.76087-1.92 1.1413-3.1207 1.1413-1.3553 0-2.5025-0.46363-3.4417-1.3909s-1.4088-2.0686-1.4088-3.4239c0-1.3553 0.4696-2.4966 1.4088-3.4239 0.9392-0.92727 2.0864-1.3969 3.4417-1.4088 1.3553-0.011889 2.4906 0.45771 3.406 1.4088 0.9154 0.95107 1.379 2.0924 1.3909 3.4239 0 1.2126-0.38043 2.2588-1.1413 3.1385l0.098834 0.090049z">
</path>
</svg></button></td>
<td class="gsc-clear-button">
<div class="gsc-clear-button" title="clear results"> </div>
</td>
</tr>
</tbody>
</table>
</form>Name: sign — POST /signin/signincontroller.cfm
<form name="sign" action="/signin/signincontroller.cfm" method="post" class="form-horizontal sign bv-form" role="form" novalidate="novalidate"><button type="submit" class="bv-hidden-submit" style="display: none; width: 0px; height: 0px;"></button>
<div id="loginInput stopPropLogin">
<div class="form-group required stopProp has-feedback">
<div class="col-lg-12 stopProp">
<input type="text" class="form-control stopProp" placeholder="Enter Business Email Address" name="username" id="username" value=""
data-bv-field="username"><i class="form-control-feedback bv-no-label" data-bv-icon-for="username" style="display: none;"></i>
<small class="help-block" data-bv-validator="callback" data-bv-for="username" data-bv-result="NOT_VALIDATED" style="display: none;">The username should be valid and cannot be empty</small>
</div>
</div>
<div class="form-group required stopProp has-feedback">
<div class="col-lg-12 stopProp">
<input type="password" class="form-control stopProp" placeholder="Enter Password" name="password" id="password" value=""
data-bv-field="password"><i class="form-control-feedback bv-no-label" data-bv-icon-for="password" style="display: none;"></i>
<small class="help-block" data-bv-validator="notEmpty" data-bv-for="password" data-bv-result="NOT_VALIDATED" style="display: none;">The password is required and cannot be empty</small>
</div>
</div>
</div>
<div class="stopProp" id="forgotpassword">
<div class="stopProp">
<a href="/signin/forgotpassword.cfm?reflink=https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/" class="forgotYourPassword" data-feathr-click-track="true"> <small>Forgot Your Password?</small></a>
</div>
</div>
<div class="clearfix"></div>
<div class="form-group stopPropLogin">
<div class="col-lg-12 stopProp">
<div class="checkbox stopProp keepSigin stopProp">
<label>
<input type="checkbox" name="remember" value="true" id="remember" class="stopProp">
<p class="lheight16px stopProp"> <small class="stopProp">Keep me signed in on this computer </small> </p>
</label>
</div>
</div>
</div>
<div class="stopProp">
<div class="stopProp">
<input type="hidden" name="pathInfo" value="https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/">
<button type="submit" name="login_submit" class="btn btn-primary megaMenubuttonLinkCustom">Sign In</button>
</div>
</div>
</form>/searchresults.cfm
<form class="gsc-search-box gsc-search-box-tools" accept-charset="utf-8" action="/searchresults.cfm">
<table cellspacing="0" cellpadding="0" class="gsc-search-box" action="/searchresults.cfm">
<tbody>
<tr>
<td class="gsc-input">
<div class="gsc-input-box" id="gsc-iw-id4">
<div class="solosegment-dropdown-target-new">
<ul class="sc-dnqmqq IyfDZ solosegment-dropdown-content"></ul>
</div>
<table cellspacing="0" cellpadding="0" id="gs_id53" class="gstl_53 gsc-input" style="width: 100%; padding: 0px;">
<tbody>
<tr>
<td id="gs_tti53" class="gsib_a"><input autocomplete="off" type="text" size="10" class="gsc-input" name="q" title="search" id="gsc-i-id4" dir="ltr" spellcheck="false" value="" formaction="/searchresults.cfm"
style="width: 100%; padding: 0px; border: none; margin: 0px; height: auto; background: url("https://www.google.com/cse/static/images/1x/en/branding.png") left center no-repeat rgb(255, 255, 255); outline: none;"></td>
<td class="gsib_b">
<div class="gsst_b" id="gs_st53" dir="ltr">
<a class="gsst_a" href="javascript:void(0)" title="Clear search box" role="button" data-feathr-click-track="true" style="display: none;"><span class="gscb_a" id="gs_cb53" aria-hidden="true">×</span></a></div>
</td>
</tr>
</tbody>
</table>
</div>
</td>
<td class="gsc-search-button"><button class="gsc-search-button gsc-search-button-v2"><svg width="13" height="13" viewBox="0 0 13 13">
<title>search</title>
<path
d="m4.8495 7.8226c0.82666 0 1.5262-0.29146 2.0985-0.87438 0.57232-0.58292 0.86378-1.2877 0.87438-2.1144 0.010599-0.82666-0.28086-1.5262-0.87438-2.0985-0.59352-0.57232-1.293-0.86378-2.0985-0.87438-0.8055-0.010599-1.5103 0.28086-2.1144 0.87438-0.60414 0.59352-0.8956 1.293-0.87438 2.0985 0.021197 0.8055 0.31266 1.5103 0.87438 2.1144 0.56172 0.60414 1.2665 0.8956 2.1144 0.87438zm4.4695 0.2115 3.681 3.6819-1.259 1.284-3.6817-3.7 0.0019784-0.69479-0.090043-0.098846c-0.87973 0.76087-1.92 1.1413-3.1207 1.1413-1.3553 0-2.5025-0.46363-3.4417-1.3909s-1.4088-2.0686-1.4088-3.4239c0-1.3553 0.4696-2.4966 1.4088-3.4239 0.9392-0.92727 2.0864-1.3969 3.4417-1.4088 1.3553-0.011889 2.4906 0.45771 3.406 1.4088 0.9154 0.95107 1.379 2.0924 1.3909 3.4239 0 1.2126-0.38043 2.2588-1.1413 3.1385l0.098834 0.090049z">
</path>
</svg></button></td>
<td class="gsc-clear-button">
<div class="gsc-clear-button" title="clear results"> </div>
</td>
</tr>
</tbody>
</table>
</form>/searchresults.cfm
<form class="gsc-search-box gsc-search-box-tools" accept-charset="utf-8" action="/searchresults.cfm">
<table cellspacing="0" cellpadding="0" class="gsc-search-box" action="/searchresults.cfm">
<tbody>
<tr>
<td class="gsc-input">
<div class="gsc-input-box" id="gsc-iw-id5">
<div class="solosegment-dropdown-target-new">
<ul class="sc-dnqmqq IyfDZ solosegment-dropdown-content"></ul>
</div>
<table cellspacing="0" cellpadding="0" id="gs_id54" class="gstl_54 gsc-input" style="width: 100%; padding: 0px;">
<tbody>
<tr>
<td id="gs_tti54" class="gsib_a"><input autocomplete="off" type="text" size="10" class="gsc-input" name="q" title="search" id="gsc-i-id5" dir="ltr" spellcheck="false" value="" formaction="/searchresults.cfm"
style="width: 100%; padding: 0px; border: none; margin: 0px; height: auto; background: url("https://www.google.com/cse/static/images/1x/en/branding.png") left center no-repeat rgb(255, 255, 255); outline: none;"></td>
<td class="gsib_b">
<div class="gsst_b" id="gs_st54" dir="ltr">
<a class="gsst_a" href="javascript:void(0)" title="Clear search box" role="button" data-feathr-click-track="true" style="display: none;"><span class="gscb_a" id="gs_cb54" aria-hidden="true">×</span></a></div>
</td>
</tr>
</tbody>
</table>
</div>
</td>
<td class="gsc-search-button"><button class="gsc-search-button gsc-search-button-v2"><svg width="13" height="13" viewBox="0 0 13 13">
<title>search</title>
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</form>Name: contentHubForm — POST
<form id="contentHubForm" name="contentHubForm" action="" method="post">
<input type="hidden" id="contentHubPubId" name="contentHubPubId" value="">
</form>Name: confContentHubForm — POST
<form id="confContentHubForm" name="confContentHubForm" action="" method="post">
<input type="hidden" id="contentHubConfId" name="contentHubConfId" value="">
<input type="hidden" id="contentHubConfType" name="contentHubConfType" value="">
</form>Name: sign — POST /signin/signincontroller.cfm
<form name="sign" action="/signin/signincontroller.cfm" method="post" class="form-horizontal" role="form">
<input type="hidden" name="section" value="menusignin">
<input type="hidden" name="attendeePath" id="attendeePath" value="">
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<div class="form-group mar0 required">
<input type="password" class="form-control" placeholder="PASSWORD" name="password" id="password" value="">
</div>
<div class="clearfix"></div>
<div class="pull-left" id="forgotpassword"> Forgot
<a href="/signin/forgotpassword.cfm?reflink=https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/" class="forgotYourPassword" data-feathr-click-track="true">Password</a> |
<a href="/signin/forgotpassword.cfm?reflink=https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/" class="forgotYourPassword" data-feathr-click-track="true">Resend account confirmation</a>
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<div class="stopProp">
<input type="hidden" name="pathInfo" value="https://www.conference-board.org/topics/natural-disasters-pandemics/making-diversity-inclusion-critical-component/">
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<div class="mktoAsterix">*</div>First Name:
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<div class="mktoAsterix">*</div>Last Name:
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<div class="mktoAsterix">*</div>Company Name:
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<option value="">Select...</option>
<option value="Afghanistan">Afghanistan</option>
<option value="Aland Islands">Aland Islands</option>
<option value="Albania">Albania</option>
<option value="Algeria">Algeria</option>
<option value="American Samoa">American Samoa</option>
<option value="Andorra">Andorra</option>
<option value="Angola">Angola</option>
<option value="Anguilla">Anguilla</option>
<option value="Antarctica">Antarctica</option>
<option value="Antigua and Barbuda">Antigua and Barbuda</option>
<option value="Argentina">Argentina</option>
<option value="Armenia">Armenia</option>
<option value="Aruba">Aruba</option>
<option value="Australia">Australia</option>
<option value="Austria">Austria</option>
<option value="Azerbaijan">Azerbaijan</option>
<option value="Bahamas">Bahamas</option>
<option value="Bahrain">Bahrain</option>
<option value="Bangladesh">Bangladesh</option>
<option value="Barbados">Barbados</option>
<option value="Belarus">Belarus</option>
<option value="Belgium">Belgium</option>
<option value="Belize">Belize</option>
<option value="Benin">Benin</option>
<option value="Bermuda">Bermuda</option>
<option value="Bhutan">Bhutan</option>
<option value="Bolivia">Bolivia, Plurinational State of</option>
<option value="Bonaire Sint Eustatius and Saba">Bonaire, Sint Eustatius and Saba</option>
<option value="Bosnia and Herzegovina">Bosnia and Herzegovina</option>
<option value="Botswana">Botswana</option>
<option value="Bouvet Island">Bouvet Island</option>
<option value="Brazil">Brazil</option>
<option value="British Indian Ocean Territory">British Indian Ocean Territory</option>
<option value="Brunei">Brunei</option>
<option value="Bulgaria">Bulgaria</option>
<option value="Burkina Faso">Burkina Faso</option>
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<option value="Cambodia">Cambodia</option>
<option value="Cameroon">Cameroon</option>
<option value="Canada">Canada</option>
<option value="Cape Verde">Cape Verde</option>
<option value="Cayman Islands">Cayman Islands</option>
<option value="Central African Republic">Central African Republic</option>
<option value="Chad">Chad</option>
<option value="Chile">Chile</option>
<option value="China">China</option>
<option value="Christmas Island">Christmas Island</option>
<option value="Cocos (Keeling) Islands">Cocos (Keeling) Islands</option>
<option value="Colombia">Colombia</option>
<option value="Comoros">Comoros</option>
<option value="Democratic Republic of the Congo">Congo, Democratic Republic of</option>
<option value="Congo">Congo</option>
<option value="Cook Islands">Cook Islands</option>
<option value="Costa Rica">Costa Rica</option>
<option value="Cote d'Ivoire">Côte d'Ivoire</option>
<option value="Croatia">Croatia</option>
<option value="Cuba">Cuba</option>
<option value="Curacao">Curaçao</option>
<option value="Cyprus">Cyprus</option>
<option value="Czech Republic">Czech Republic</option>
<option value="Denmark">Denmark</option>
<option value="Djibouti">Djibouti</option>
<option value="Dominica">Dominica</option>
<option value="Dominican Republic">Dominican Republic</option>
<option value="Ecuador">Ecuador</option>
<option value="Egypt">Egypt</option>
<option value="El Salvador">El Salvador</option>
<option value="Equatorial Guinea">Equatorial Guinea</option>
<option value="Eritrea">Eritrea</option>
<option value="Estonia">Estonia</option>
<option value="Ethiopia">Ethiopia</option>
<option value="Falkland Islands (Malvinas)">Falkland Islands (Malvinas)</option>
<option value="Faroe Islands">Faroe Islands</option>
<option value="Fiji">Fiji</option>
<option value="Finland">Finland</option>
<option value="France">France</option>
<option value="French Guiana">French Guiana</option>
<option value="French Polynesia">French Polynesia</option>
<option value="French Southern Territories">French Southern Territories</option>
<option value="Gabon">Gabon</option>
<option value="Gambia">Gambia</option>
<option value="Georgia">Georgia</option>
<option value="Germany">Germany</option>
<option value="Ghana">Ghana</option>
<option value="Gibraltar">Gibraltar</option>
<option value="Greece">Greece</option>
<option value="Greenland">Greenland</option>
<option value="Grenada">Grenada</option>
<option value="Guadeloupe">Guadeloupe</option>
<option value="Guam">Guam</option>
<option value="Guatemala">Guatemala</option>
<option value="Guernsey">Guernsey</option>
<option value="Guinea-Bissau">Guinea-Bissau</option>
<option value="Guinea">Guinea</option>
<option value="Guyana">Guyana</option>
<option value="Haiti">Haiti</option>
<option value="Heard Island and McDonald Islands">Heard Island and McDonald Islands</option>
<option value="Holy See">Holy See (Vatican City State)</option>
<option value="Honduras">Honduras</option>
<option value="Hong Kong">Hong Kong</option>
<option value="Hungary">Hungary</option>
<option value="Iceland">Iceland</option>
<option value="India">India</option>
<option value="Indonesia">Indonesia</option>
<option value="Iran">Iran, Islamic Republic of</option>
<option value="Iraq">Iraq</option>
<option value="Ireland">Ireland</option>
<option value="Isle of Man">Isle of Man</option>
<option value="Israel">Israel</option>
<option value="Italy">Italy</option>
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<option value="Japan">Japan</option>
<option value="Jersey">Jersey</option>
<option value="Jordan">Jordan</option>
<option value="Kazakhstan">Kazakhstan</option>
<option value="Kenya">Kenya</option>
<option value="Kiribati">Kiribati</option>
<option value="North Korea">Korea, Democratic People's Republic of</option>
<option value="South Korea">Korea, Republic of</option>
<option value="Kuwait">Kuwait</option>
<option value="Kyrgyzstan">Kyrgyzstan</option>
<option value="Laos">Lao People's Democratic Republic</option>
<option value="Latvia">Latvia</option>
<option value="Lebanon">Lebanon</option>
<option value="Lesotho">Lesotho</option>
<option value="Liberia">Liberia</option>
<option value="Libya">Libya</option>
<option value="Liechtenstein">Liechtenstein</option>
<option value="Lithuania">Lithuania</option>
<option value="Luxembourg">Luxembourg</option>
<option value="Macao">Macao</option>
<option value="Macedonia">Macedonia, Republic of</option>
<option value="Madagascar">Madagascar</option>
<option value="Malawi">Malawi</option>
<option value="Malaysia">Malaysia</option>
<option value="Maldives">Maldives, Republic of</option>
<option value="Mali">Mali</option>
<option value="Malta">Malta</option>
<option value="Marshall Islands">Marshall Islands, Republic of</option>
<option value="Martinique">Martinique</option>
<option value="Mauritania">Mauritania</option>
<option value="Mauritius">Mauritius</option>
<option value="Mayotte">Mayotte</option>
<option value="Mexico">Mexico</option>
<option value="Micronesia">Micronesia, Federated States of</option>
<option value="Moldova">Moldova, Republic of</option>
<option value="Monaco">Monaco</option>
<option value="Mongolia">Mongolia</option>
<option value="Montenegro">Montenegro</option>
<option value="Montserrat">Montserrat</option>
<option value="Morocco">Morocco</option>
<option value="Mozambique">Mozambique</option>
<option value="Myanmar">Myanmar</option>
<option value="Namibia">Namibia</option>
<option value="Nauru">Nauru</option>
<option value="Nepal">Nepal</option>
<option value="The Netherlands">Netherlands</option>
<option value="New Caledonia">New Caledonia</option>
<option value="New Zealand">New Zealand</option>
<option value="Nicaragua">Nicaragua</option>
<option value="Niger">Niger</option>
<option value="Nigeria">Nigeria</option>
<option value="Niue">Niue</option>
<option value="Norfolk Island">Norfolk Island</option>
<option value="Northern Mariana Islands">Northern Mariana Islands</option>
<option value="Norway">Norway</option>
<option value="Oman">Oman</option>
<option value="Pakistan">Pakistan</option>
<option value="Palau">Palau, Republic of</option>
<option value="Palestine">Palestine</option>
<option value="Panama">Panama</option>
<option value="Papua New Guinea">Papua New Guinea</option>
<option value="Paraguay">Paraguay</option>
<option value="Peru">Peru</option>
<option value="Philippines">Philippines</option>
<option value="Pitcairn">Pitcairn</option>
<option value="Poland">Poland</option>
<option value="Portugal">Portugal</option>
<option value="Puerto Rico">Puerto Rico</option>
<option value="Qatar">Qatar</option>
<option value="Reunion">Réunion</option>
<option value="Romania">Romania</option>
<option value="Russia">Russian Federation</option>
<option value="Rwanda">Rwanda</option>
<option value="Saint Barthelemy">Saint Barthélemy</option>
<option value="Saint Helena Ascension and Tristan da Cunha">Saint Helena, Ascension and Tristan da Cunha</option>
<option value="Saint Kitts and Nevis">Saint Kitts and Nevis</option>
<option value="Saint Lucia">Saint Lucia</option>
<option value="Saint Martin">Saint Martin (French part)</option>
<option value="Saint Pierre and Miquelon">Saint Pierre and Miquelon</option>
<option value="Saint Vincent and the Grenadines">Saint Vincent and the Grenadines</option>
<option value="Samoa">Samoa</option>
<option value="San Marino">San Marino</option>
<option value="Sao Tome and Principe">Sao Tome and Principe</option>
<option value="Saudi Arabia">Saudi Arabia</option>
<option value="Senegal">Senegal</option>
<option value="Serbia">Serbia</option>
<option value="Seychelles">Seychelles</option>
<option value="Sierra Leone">Sierra Leone</option>
<option value="Singapore">Singapore</option>
<option value="Sint Maarten">Sint Maarten (Dutch part)</option>
<option value="Slovakia">Slovakia</option>
<option value="Slovenia">Slovenia</option>
<option value="Solomon Islands">Solomon Islands</option>
<option value="Somalia">Somalia</option>
<option value="South Africa">South Africa</option>
<option value="South Georgia and the South Sandwich Islands">South Georgia and the South Sandwich Islands</option>
<option value="South Sudan">South Sudan</option>
<option value="Spain">Spain</option>
<option value="Sri Lanka">Sri Lanka</option>
<option value="Sudan">Sudan</option>
<option value="Suriname">Suriname</option>
<option value="Svalbard and Jan Mayen">Svalbard and Jan Mayen</option>
<option value="Swaziland">Swaziland</option>
<option value="Sweden">Sweden</option>
<option value="Switzerland">Switzerland</option>
<option value="Syria">Syrian Arab Republic</option>
<option value="Taiwan">Taiwan</option>
<option value="Tajikistan">Tajikistan</option>
<option value="Tanzania">Tanzania, United Republic of</option>
<option value="Thailand">Thailand</option>
<option value="Timor-Leste">Timor-Leste</option>
<option value="Togo">Togo</option>
<option value="Tokelau">Tokelau</option>
<option value="Tonga">Tonga</option>
<option value="Trinidad and Tobago">Trinidad and Tobago</option>
<option value="Tunisia">Tunisia</option>
<option value="Turkey">Turkey</option>
<option value="Turkmenistan">Turkmenistan</option>
<option value="Turks and Caicos Islands">Turks and Caicos Islands</option>
<option value="Tuvalu">Tuvalu</option>
<option value="Uganda">Uganda</option>
<option value="Ukraine">Ukraine</option>
<option value="United Arab Emirates">United Arab Emirates</option>
<option value="United Kingdom">United Kingdom</option>
<option value="United States">United States</option>
<option value="Uruguay">Uruguay</option>
<option value="U. S. Minor Outlying Islands">US Minor Outlying Islands</option>
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<option value="Vanuatu">Vanuatu</option>
<option value="Venezuela">Venezuela, Bolivarian Republic of</option>
<option value="Vietnam">Viet Nam</option>
<option value="British Virgin Islands">Virgin Islands, British</option>
<option value="Virgin Islands (U.S.)">Virgin Islands, US</option>
<option value="Wallis and Futuna">Wallis and Futuna</option>
<option value="Western Sahara">Western Sahara</option>
<option value="Yemen">Yemen</option>
<option value="Zambia">Zambia</option>
<option value="Zimbabwe">Zimbabwe</option>
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FILTER BY CENTER ECONOMY, STRATEGY & FINANCE ENVIRONMENTAL, SOCIAL & GOVERNANCE
HUMAN CAPITAL MARKETING & COMMUNICATIONS
FILTER BY CENTER ECONOMY, STRATEGY & FINANCE ENVIRONMENTAL, SOCIAL & GOVERNANCE
HUMAN CAPITAL MARKETING & COMMUNICATIONS
COVID-19 RESET & RECOVERY: MAKING D&I A CRITICAL COMPONENT OF THE SOLUTION
June 16, 2020 | Publication
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> “We are in two crises right now, an economic crisis and a people crisis, and
> organizations that acknowledge only one risk [are] exacerbating the other.
> [Diversity, equity, and inclusion] efforts can be a powerful solution to both
> challenges.”
>
> Lily Zheng, “Adapt Your D&I Efforts to the Reality of the Crisis,” Harvard
> Business Review, May 7, 2020.
Continue Reading
The last few months have brought increased attention to many issues at the
center of diversity & inclusion (D&I) efforts in the workplace. Current
events—including the unequal health, economic, and work/life challenges facing
women and people of color in the US, the increase in incidents of stigma and
discrimination against people of Asian descent, and the worldwide protests
following the killing of George Floyd—have sparked important conversations about
race, equity, and justice, as well as the impact of inequality on marginalized
groups both at and outside of work.1 This necessary dialogue is happening as
leaders continue to juggle multiple considerations around the COVID-19 health
crisis, business needs, and the “reimagined workplace” that is emerging through
different phases of recovery2—all while many continue to work virtually and
limit in-person meetings.
This is an important time for human capital leaders to speak to—and take action
on—the value of D&I to bring about healing and positive change. While planning
for “what’s next,” the opportunity arises for D&I to not only remain a priority,
but to become a critical component of the solution.
SUSTAINING AND ENHANCING D&I EFFORTS
Businesses do not always prioritize D&I during uncertain economic times; indeed,
D&I budgets (e.g., for staffing, programming, and activities) have typically
been among the first to be cut or put on hold during times of crisis and
economic downturn.3 Today, however, diversity, equity, and inclusion are such
integral components of recovery that it is advisable for organizations to
actually ramp up their efforts as well as their communications about the work
that D&I leaders and champions are doing.4
In addition to the benefits of sustaining and enhancing D&I, there are important
risks of not doing so. As many aspects of today’s health, economic, and societal
crises disproportionately affect women and people of color, organizations that
do not accelerate their D&I work are more likely to roll back any progress made
toward diverse representation, as well as decrease feelings of inclusion among
marginalized and underrepresented groups.5
Given these challenges, what can human capital and business leaders do to ensure
that their companies don’t lose ground on diversity and, instead, integrate it
into their recovery plans to drive sustainable positive change?
TACTICS AND SOLUTIONS
> “Building empathy and inclusive leadership skills is more important than ever.
> It’s needed to manage this crisis effectively; D&I priorities should remain
> front and center instead of an afterthought.”
>
> D&I Council Leader—Statement adapted from The Conference Board D&I Council
> discussion, May 19, 2020
We present three sets of recommendations on how to articulate the urgency of D&I
and a strategy where diversity, equity, and inclusion drive both short- and
long-term goals: 1) strengthen communication about the why and how of D&I, 2)
make D&I part of the solution, and 3) enhance participation in D&I.
STRENGTHEN COMMUNICATION ABOUT THE WHY AND HOW OF D&I
Times of crisis, transition, and recovery often require a shift in strategy and
communication. D&I positively contributes to business outcomes in a variety of
ways, but its value increases even more during difficult times.6 Strengthening
internal communication about the importance of D&I should go beyond a
single-issue statement in response to current events and guide future behaviors
and communications. Some guidelines include:
* Provide clear, relevant, and consistent messaging about why D&I efforts are
especially important now and in times of crisis and recovery. Help leaders
and colleagues understand how D&I can create better work environments for
everyone by enhancing:
* Transparency, trust, and psychological safety
* Engagement and dedication
* Collaboration and teamwork
* Decision-making effectiveness
* Resilience
* Innovation
* Highlight the value D&I brings to employees, the organization, and the
communities where the company operates. Provide specific examples of how the
organization is using D&I concepts, programs, and activities during these
times of crisis, as some might not be as visible. Examples include supporting
people managers trying to lead their virtual teams more inclusively, drafting
guidelines and tools to support difficult conversations about current events,
and working with employee groups and councils.
* Focus on shared values around inclusion. While making the business case for
some programs and activities can be useful, speaking about the ethical and
moral value of D&I can resonate more broadly and be a more effective way of
bringing positive change.7
* Outline how everyone can engage in the company’s D&I efforts. Provide
resources for “meaningful action,”8 such as ways to support communities most
harmed by the crises and guidelines for employees who are interested in
becoming allies.
MAKE D&I PART OF THE SOLUTION
D&I leaders should leverage and enhance existing initiatives while also adapting
them to new needs and challenges as employees and organizations transition to
new ways of working. Incorporating D&I considerations into crisis management,
such as by encouraging inclusive leadership skills and establishing processes to
include different voices in crafting solutions, can be especially useful.
Specific examples include:
* Employee resource groups (ERGs) Engage ERGs and allies to survey their
members, gather critical insights, and/or recommend solutions that more
effectively support employees more likely to face hardships during the
crisis.9
* D&I team and champions Leverage cross-functional and cross-team collaboration
to build relationships to encourage having difficult conversations about
inequality. While discussing these topics can be uncomfortable at first, over
time it brings more opportunities for meaningful discussions and positive
change. D&I work often relies on relationship building, influencing, and
building alliances across the organization, which makes it even more valuable
during difficult times.10
* Leadership development and training Inclusive leadership skills are becoming
increasingly important. Equip leaders and people managers with the training,
resources, and skills to face new challenges and meet the needs and
circumstances of different groups of employees.11
* Leader accountability Build leader expectations around D&I that are
measurable and linked to organizational rewards (e.g., inclusive leadership
behaviors, inclusion index score, etc.).
* Health, well-being, and safety practices Provide mental health resources,
enhance accessibility to technology, promote health disparity awareness,
encourage health and safety practices, and explain the important connections
between D&I and safety behaviors.12
* Work/life effectiveness Build solutions for working parents and for those
with new care responsibilities; increase awareness and build trust around
different ways of working and encouraging more fluid work rhythms, schedules,
and practices; ensure that everyone has the right technology and tools to
work effectively.13
* Community building Encourage new ways of building partnerships with local
communities, either through volunteering, information sharing, or other
events. Encourage new ways of amplifying resources inside and outside the
organization. At the beginning of the recent health crisis when travel was
restricted across the US, for example, American Airlines partnered with a
number of national retailers to hire their employees with transferable skills
who had been furloughed or put on a reduced schedule.14
ENHANCE PARTICIPATION IN D&I
As D&I becomes more integrated into the organization’s recovery strategy, engage
employees and leaders more broadly. Recent events, including disruptions in
regular work and travel schedules and increased visibility of D&I issues,
amplify opportunities to involve those who typically do not participate in D&I.
Boosting interest and participation in D&I activities helps ensure that the
burden of speaking up doesn’t fall solely on marginalized groups or on those
most affected by crises.
A few important considerations to make when building more inclusive
participation practices include:
* Work with HR, business leaders, and people managers to integrate D&I
solutions into action plans and within individual talent development plans
and goals. For example, people managers can recognize their team members’
work on ERGs during their performance conversations.15 Doing so highlights
the value that D&I can bring to the organization as well as to individual
employees interested in developing new skills and competencies.
* Rethink how you communicate with employees and teams with a focus on sharing
information more equitably and effectively. Refresh (team) communication
practices to establish new norms, procedures, and tools around day-to-day
work (e.g., use collaboration tools, limit meetings on particular days/times,
consider schedules and time zones, etc.).
* Leverage technology to connect and poll employees; provide access to
educational activities to help employees and leaders practice collaboration
and communication skills. Ensure virtual meetings are accessible through
closed captioning and recordings and send documents to review in advance
whenever possible.16
* Set up regular check-ins and opportunities for employees to share how things
are going. These can take the form of quick polls, leader or team “office
hours,” mentoring conversations, and peer coaching, to name a few.17
DIVERSITY AND ORGANIZATIONAL RESILIENCE
A growing body of research shows that D&I helps navigate uncertainty and build
resilience across multiple stages of a crisis and recovery. The same leadership
and cultural skills that drive workplace inclusion on a “regular day” can
support crisis management and build resilience during times of change and
recovery.18
D&I considerations are vital during difficult times and important to building a
more resilient and equitable workplace, one that can facilitate difficult
conversations and support employees who often remain marginalized throughout
their careers.19 Indeed, data suggest that more diverse and inclusive companies
substantially outperformed others during the Great Recession.20 Within the
workplace, resilience entails an organization’s ability to reinvent and renew,
as well as overcome barriers to change.21
Workplace diversity boosts crisis recovery by building organizational and team
resilience. Specifically, diversity builds capabilities during the three stages
of the resilience process, as outlined in a recent Harvard Business Review
article: anticipation, coping, and adaptation.22
* Anticipation pertains to the awareness and communication around potential
risks to the organization. Resilient organizations are ready to respond to
high-risk events, however low their probability. D&I supports this process by
helping identify critical issues, prepare for the future, and prevent
groupthink.
* Coping focuses on how organizations manage uncertainty during a crisis.
Coping often requires alliance-building skills and leaders’ ability to work
with both internal and external partners to craft solutions and maximize
resources for recovery. D&I activities advance the communication, problem
solving, and alliance-building capabilities vital to coping.
* Adaptation speaks to what is needed to recover from a crisis and to process
responses to change, acceptance, and growth. Effective diversity management
enhances adaptation by providing tools to navigate change, increase awareness
about challenges and opportunities, and encourage openness during difficult
times, limiting bias and groupthink.
--------------------------------------------------------------------------------
1 Covid-19: Women, Equity, and Inclusion in the Future of Work, Catalyst, May
28, 2020; Laura Sabattini, Human Capital Management during COVID-19: Addressing
Stigma and Discrimination during Times of Crisis, The Conference Board, April
2020; Dnika J. Travis and Jennifer Thorpe-Moscon, “Report: Day-to-Day
Experiences of Emotional Tax among Women and Men of Color in the Workplace,”
Catalyst, February 15, 2018.
2 Rebecca L. Ray, Through a Glass Darkly: Preparing to Return to the
(Reimagined) Workplace, The Conference Board, April 2020.
3 Kevin Dolan, Vivian Hunt, Sara Prince, and Sandra Sancier-Sultan, “Diversity
Still Matters,” McKinsey Quarterly, May 19, 2020.
4 Laura Morgan Roberts and Ella F. Washington, “US Businesses Must Take
Meaningful Action against Racism,” Harvard Business Review, June 1, 2020.
5 “Coronavirus Layoffs Could Erase Many of Women’s Workplace Gains,” Catalyst,
March 26, 2020; Dolan et al., “Diversity Still Matters”; Alexandra Kalev,
“Research: US Unemployment Rising Faster for Women and People of Color,” Harvard
Business Review, April 20, 2020.
6 Dolan et al., "Diversity Still Matters.”
7 Laura Morgan Roberts and Anthony J. Mayo, “Toward a Racially Just Workplace,”
Harvard Business Review, December 3, 2019.
8 Morgan Roberts and Washington, “US Businesses Must Take Meaningful Action
against Racism.”
9 For more information on ERGs, see: Laura Sabattini, Amy Ye, Amanda Popiela,
and Jane Horan, What’s Next For Employee Groups? The Conference Board, January
2020; Laura Sabattini, COVID-19 Reset & Recovery: Employee Groups as a Crucial
Resource for Organizations and Leaders, The Conference Board, June 2020.
10 Mary B. Young , Marion Divine, and Laura Sabattini, Taking Diversity and
Inclusion Global: Balancing Alignment and Flexibility, The Conference Board,
April 2020.
11 Lloyd W. Howell, Jr., “Why Leadership Diversity Matters in Handling Crises
Like COVID-19,” Knowledge@Wharton, March 23, 2020.
12 Anna Paolillo, Silvia A. Silva, and Margherita Pasini, "Promoting Safety
Participation through Diversity and Inclusion Climates,” International Journal
of Workplace Health Management 9, no. 3 (2016): 308–327.
13 For more information on work/life effectiveness and work flexibility, see:
Marjorie Derven, “Diversity and Inclusion Are Essential to a Global Virtual
Team’s Success,” Association for Talent Development, 2016; Ruchika Tulshyan,
“How to Be an Inclusive Leader through a Crisis,” Harvard Business Review, April
10, 2020.
14 Kenneth Charles and Robin Erickson, “An Abundance of Caring: American
Airlines Helps Redeploy Employees,” Human Capital Blog, The Conference Board,
April 15, 2020.
15 Sabattini et al., What’s Next for Employee Groups?
16 Tulshyan, “How to Be an Inclusive Leader through a Crisis.”
17 Aaron Hurst, “Newly Remote Workers Need Peer Coaching,” MIT Sloan Management
Review, April 20, 2020.
18 Stephanie Duchek, Sebastian Raetze, and Ianina Scheuch, “The Role of
Diversity in Organizational Resilience: A Theoretical Framework,” Business
Research, 2019; Raven Tolbert, “4 Diversity & Inclusion Strategies to Help Your
Organization Endure the Next Recession,” Great Place to Work, February 28, 2020;
Ed Frauenheim and Nancy Ceseña, “New Study Reveals That Diversity and Inclusion
May Be the Key to Beating the Next Recession,” Forbes, December 20, 2019.
19 Morgan Roberts and Mayo, “Toward a Racially Just Workplace.”
20 Tolbert, “4 Diversity & Inclusion Strategies to Help Your Organization Endure
the Next Recession.”
21 Patrick Reinmoeller and Nicole van Baardwijk, “The Link between Diversity and
Resilience,” MIT Sloan Management Review, July 15, 2005.
22 Yvette Mucharraz y Cano, “How Businesses Can Brace for Catastrophe,” Harvard
Business Review, February 6, 2020; Duchek et al., “The Role of Diversity in
Organizational Resilience.”
AUTHOR
LAURA SABATTINI, PHD
FORMER PRINCIPAL RESEARCHER, HUMAN CAPITAL
THE CONFERENCE BOARD
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2022 STARTS WITH STRONG JOB GROWTH
FEBRUARY 04, 2022
DECEMBER SPENDING, INCOME, AND INFLATION READINGS DISAPPOINT
JANUARY 28, 2022
LACKLUSTER NOVEMBER RETAIL SALES PROMPT CONCERN
DECEMBER 15, 2021
PRESS RELEASES & IN THE NEWS
PRESS RELEASE
STAGNANT PRODUCTIVITY GROWTH RETURNS
APRIL 29, 2022
ADDTIONAL CORONAVIRUS (COVID-19) RESOURCES
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CONSUMER CONFIDENCE DECLINED FOR SECOND CONSECUTIVE MONTH IN FEBRUARY
February 23, 2022 | Charts
POLITICAL ECONOMY FACTORS POINT TO A LONG-LASTING ZERO COVID POLICY STANCE
February 22, 2022 | Publication
OMICRON, INFLATION, AND FED DAMPEN US GROWTH PROSPECTS
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STRAIGHTTALK® WHO'S AFRAID OF 2022?
January 25, 2022 | StraightTalk®
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COVID-19 IMPACT ON WOMEN IN ASIA
July 22, 2021
AGAINST THE GRAIN: AN INNOVATIVE APPROACH TO PHARMACY BENEFIT MANAGEMENT
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THE REIMAGINED WORKPLACE A YEAR LATER: HUMAN CAPITAL RESPONSES TO THE COVID-19
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CORPORATE CITIZENSHIP WATCH: THE COVID-19 CRISIS IN INDIA AND THE GLOBAL SOUTH -
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May 11, 2021
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MODEST JOB GROWTH AND NO SIGNS OF EASING LABOR SHORTAGES
JANUARY 07, 2022
THREE WAYS MANAGERS CAN CALM EMPLOYEES’ FEARS ABOUT RETURNING TO WORK
MAY 17, 2021
LEADERSHIP IN CHALLENGING TIMES: A CONVERSATION WITH MARILLYN HEWSON, LOCKHEED
MARTIN
SEPTEMBER 29, 2020
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We firmly believe that the internet should be available and accessible to anyone
and are committed to providing a website that is accessible to the broadest
possible audience, regardless of ability.
To fulfill this, we aim to adhere as strictly as possible to the World Wide Web
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interface) and design it to their personal needs.
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remediates the website’s HTML, adapts its functionality and behavior for
screen-readers used by blind users, and for keyboard functions used by
individuals with motor impairments.
If you wish to contact the website’s owner please use the website's form
Screen-reader and keyboard navigation
Our website implements the ARIA attributes (Accessible Rich Internet
Applications) technique, alongside various behavioral changes, to ensure blind
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meaningful data using the ARIA set of attributes. For example, we provide
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the Screen-reader mode on as soon as they enter the website.
These adjustments are compatible with popular screen readers such as JAWS,
NVDA, VoiceOver, and TalkBack.
2. Keyboard navigation optimization: The background process also adjusts the
website’s HTML and adds various behaviors using JavaScript code to make the
website operable by the keyboard. This includes the ability to navigate the
website using the Tab and Shift+Tab keys, operate dropdowns with the arrow
keys, close them with Esc, trigger buttons and links using the Enter key,
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with the keyboard. The background process also handles triggered popups by
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the focus to drift outside.
Users can also use shortcuts such as “M” (menus), “H” (headings), “F”
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Disability profiles supported on our website
* Epilepsy Safe Profile: this profile enables people with epilepsy to safely
use the website by eliminating the risk of seizures resulting from flashing
or blinking animations and risky color combinations.
* Vision Impaired Profile: this profile adjusts the website so that it is
accessible to the majority of visual impairments such as Degrading Eyesight,
Tunnel Vision, Cataract, Glaucoma, and others.
* Cognitive Disability Profile: this profile provides various assistive
features to help users with cognitive disabilities such as Autism, Dyslexia,
CVA, and others, to focus on the essential elements more easily.
* ADHD Friendly Profile: this profile significantly reduces distractions and
noise to help people with ADHD, and Neurodevelopmental disorders browse,
read, and focus on the essential elements more easily.
* Blind Users Profile (Screen-readers): this profile adjusts the website to be
compatible with screen-readers such as JAWS, NVDA, VoiceOver, and TalkBack. A
screen-reader is installed on the blind user’s computer, and this site is
compatible with it.
* Keyboard Navigation Profile (Motor-Impaired): this profile enables
motor-impaired persons to operate the website using the keyboard Tab,
Shift+Tab, and the Enter keys. Users can also use shortcuts such as “M”
(menus), “H” (headings), “F” (forms), “B” (buttons), and “G” (graphics) to
jump to specific elements.
Additional UI, design, and readability adjustments
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family (type), adjust the spacing, alignment, line height, and more.
2. Color adjustments – users can select various color contrast profiles such as
light, dark, inverted, and monochrome. Additionally, users can swap color
schemes of titles, texts, and backgrounds with over seven different coloring
options.
3. Animations – epileptic users can stop all running animations with the click
of a button. Animations controlled by the interface include videos, GIFs,
and CSS flashing transitions.
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elements only.
5. Audio muting – users with hearing devices may experience headaches or other
issues due to automatic audio playing. This option lets users mute the
entire website instantly.
6. Cognitive disorders – we utilize a search engine linked to Wikipedia and
Wiktionary, allowing people with cognitive disorders to decipher meanings of
phrases, initials, slang, and others.
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printing mode, enable a virtual keyboard, and many other functions.
Assistive technology and browser compatibility
We aim to support as many browsers and assistive technologies as possible, so
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Notes, comments, and feedback
Despite our very best efforts to allow anybody to adjust the website to their
needs, there may still be pages or sections that are not fully accessible, are
in the process of becoming accessible, or are lacking an adequate technological
solution to make them accessible. Still, we are continually improving our
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