UK 
United States
Recently, D&I has been front and centre. Whether it’s racial equality at firms that’s under scrutiny – brought into the spotlight by this summer’s Black Lives Matter protests – or gender equality, the executive has likely been scrambling to do better as they seek to earnestly improve, secure the company’s brand, or both.
Often this means turning to HR – or at least the D&I function within it.
And whilst the people function often takes the lead in this area with new hiring practises and data-driven analysis of the staff body, there are certain things it might be doing that are undermining diversity practise.
Below, HR Grapevine charts three of these:
