Diversity and inclusion have been a part of corporate human resource policies for a long time, but those policies have often failed to become part of the culture of an organization. Avoiding discriminatory practices is very different from actively building diverse workforces and leadership teams. The demand for more inclusion in the upper ranks of management and in the boardroom has become more and more insistent, yet progress remains painfully slow, and crown, not-for-profit, and corporate leadership must champion change from within. 

If our collective world wisdom can launch rockets that fly faster than the speed of sound, create driverless cars and invent life-saving medical marvels like insulin for diabetics, then surely we can find a way to cure the housing crisis.

Today’s workplace looks quite a bit different than it did twenty, or even ten years ago. Employers must grapple with significant amounts of accessible information about employees, and employees often contend with the use of work-issued technology for both professional and personal purposes. What does privacy look like in this context ?