A company’s senior leaders set the tone for principles of equity, fairness and inclusion, and their commitment must be visible and personal, said John M. Robinson, chief diversity officer at the U.S. Department of State.

Dr. David Finegold, dean of Rutgers University’s School of Management and Labor Relations, highlights the power shift in favor of China and India that is driving the new global high-skill, low-wage workforce at our November 2010 learning event.

The most important ingredient for a successful succession plan is the attitude of leadership, according to a panel of distinguished diversity leaders who spoke at DiversityInc’s learning event in Washington, D.C.

Dr. James R. Jones, an associate professor at the University of Nebraska, tells a DiversityInc audience at our two-day learning event that engaging and retaining racially and ethnically diverse employees is key to cultivating a climate of “belongingness and connectedness.”

IBM’s Ron Glover told a DiversityInc audience at our Washington, D.C., learning event that the business case for diversity has to be directly connected and deeply embedded into a company’s business objectives, all the way from the enterprise level to the ground floor.

For companies to have the competitive edge, recruiting and retaining the best talent is the clearest path to business success, said a panel of chief diversity officers during DiversityInc’s learning event in Washington, D.C.

At DiversityInc’s two-day learning event, Dr. David Finegold, dean of Rutgers University’s School of Management and Labor Relations, highlights the power shift in favor of China and India that is driving the new global high-skill, low-wage workforce.

When it comes to the principles of equity, fairness and inclusion, senior leaders in an organization set the tone—and their commitment must be visible and personal, said John M. Robinson, chief diversity officer at the U.S. Department of State, to a DiversityInc audience of high-ranking executives.

Diversity must be tied to an organization’s overall brand, explained Chris Brassell, director of the Office of Diversity at PricewaterhouseCoopers, as he talked about the company’s global rebranding efforts and getting the message out about diversity efforts at DiversityInc’s high-level learning event in Washington, D.C.

If you want your company to be great, not just good, then you must get beyond diversity initiatives that simply comply with the law by following “the spirit of the law,” not just the letter, explained former EEOC chair and author Cari M. Dominguez at DiversityInc’s high-level learning event in Washington, D.C.

Lawyers can make good chief diversity officers because they understand compliance requirements and can look out for legal pitfalls. But if you go that route, make sure the attorney heading your diversity operations is passionate about the issue and thinking about the goals of the business, said a panel of diversity executives and attorneys at DiversityInc’s high-level learning event in Washington, D.C.

Ingrain your company’s diversity efforts into its business operations to have a measurable impact on the bottom line and on attracting and retaining the talent necessary to lead in the future, said a panel of distinguished diversity leaders during DiversityInc’s high-level learning event in Washington, D.C.

Kevin Jennings, founder of GLSEN and assistant deputy secretary of the Department of Education’s Office of Safe and Drug-Free Schools, talked to DiversityInc’s high-level audience at our learning event in Washington, D.C., about how the powerful and privileged bear the responsibility to ensure meaningful diversity.

ADP’s Benito Cachinero-Sánchez talks to a DiversityInc audience of senior leaders about the importance of making corporations more human.

EEOC Commissioner Stuart Ishimaru discussed discrimination lawsuits and the challenges facing his organization at DiversityInc’s high-level learning event in Washington, D.C.