The U.S. has always been known as a melting pot; diversity is its strong suit. However, when it comes to the workforce and corporate America, diversity has been lacking. No longer. Minorities are becoming the majority and that means the majority of consumers, clients, employees, and leaders in the workforce.
The good news is diversity is great for business. Let’s take a look at how organizations can best prepare for the diverse workforce of tomorrow.


There are currently 80 million Millennials in the United States, and soon they will make up the majority of the employee population. Why? For one, Baby Boomers, which make up 40 percent of today’s U.S. workforce, will be leaving the workforce in the next decade. Secondly, this year the Millennial generation (born between 1981–2001) is projected to surpass the Baby Boomer generation as the nation’s largest living generation. That said, it’s crucial for your organization to know how to recruit and retain Millennials.

TINYpulse has put together a fantastic guidebook on this very topic called, The Ultimate Guide to Recruiting…


There are several major demographic trends in today’s workplace, such as Baby Boomer retirement, companies losing female talent and the increasing need for workplace flexibility.

Perhaps the most profound trend, however, is the fact that the United States is transitioning from a nation whose majority population is white to a nation in which the majority of the population will soon be people of color.

So-called minorities accounted for 92 percent of the nation’s population growth in the last decade. …


By Jessica Alvarez, Chief Management Officer

A few years back, I was yearning for a community to embrace me, a tribe that would understand and respect that I’m not just a few general categories of a person, including female, Latina, mother. I needed a community outside of my corporate life that understands that the indigenous roots in me are not only from the Americas but can be traced back to slave trafficking from Africa to the coasts of the Caribbean, central and south America. …


Diversity has been part of my life for as long as I can remember. We just never called it diversity when I was growing up. But it was there all along.

It started with being the youngest of eight children; five brothers and two sisters, all of whom are very different. Add in their friends and you get the picture: a bustling, dynamic house with a never-ending, revolving door of high school and college students. …


Diversity as a Revenue Engine: What 16+ Studies Reveal

“What’s the business case for DEI?” is one of the most common questions we hear. Investing in diversity, equity and inclusion (DEI) leads to cost savings through reduced attrition and absenteeism, and faster, less expensive recruiting; it also contributes to the top line as well. Dozens of studies from respected sources have revealed the business benefits related to DEI so we’ve compiled 16+ studies that show why DEI is a revenue engine.

  1. McKinsey’s 2020 report: Diversity Wins: How Inclusion Matters analysts found that, “Companies in the top quartile for gender diversity on their executive teams were 25 percent more likely…

“How do we recruit people of color?”, “Why can’t we get better diversity representation at our leadership level? “or “What does an engaged and inclusive workforce look like?” My team has fielded questions like this for the past ten years.

But come last summer, with the backdrop of the pandemic, Black Lives Matter protests, and Zoom-sweatpant-video-calls, we were fielding even more calls around Diversity, Equity and Inclusion (DEI), and we hit a wall.

Our clients had new questions.


A company with an annual revenue of $2 million wanted to scale quickly while adding a new product.

Challenges to Address

A tech company CEO wanted to increase his ability to lead a team that would execute to the next level of growth. He wanted to:

  1. Improve his leadership presence with the team and Board.
  2. Develop a strategy to launch a new product while the current product ran effortlessly.
  3. Find the financing to launch the new product.

Solutions

Anne Loehr coached the CEO for approximately six months. During that time, she:

  • Conducted informal 360 surveys, to learn more about the CEO’s strengths and opportunities for growth
  • Worked with the CEO to develop five focus areas, with specific metrics, of goals to be…

I once heard Arianna Huffington say that it’s time to stop bragging about how many hours we work, and how exhausted we are. She believes it’s time to redefine success*, taking it beyond money and power, to include well-being, wisdom, and wonder. I couldn’t agree more with this definition of success.

Success to me is also working with fully engaged clients and giving back to my community, in the form of teaching and mentorship.

Finally, I feel successful when I live my life on purpose.

My purpose is to empower people to soar beyond their horizons. I have this written…


Looking back, I am amazed at how many times I’ve jumped into a new business completely clueless. For me, this ended up being a good thing. Did I have an exit strategy? No way! Was I able to follow my business plan to a T? Definitely not. As I was learning, my business plan kept evolving.

I didn’t know it at the time, but the fact that my business plan was constantly evolving played a huge role in my successes. There were failures too, of course.

The fact is, in business and in life, you never know what is going…

Center For Human Capital Innovation

CHCI believes that the skills, capabilities, and well-being of employees are the most integral parts of any organization’s path to long-term success.

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