It reminds me of a story. We celebrate a General Day of Pink, where we basically ask our allies to wear pink in April to show their support for the LGBTQ+ community. And we’ve had offices where you would expect, because of the legal landscape or even just the cultural landscape of the country that they’re in, you would expect them to be LGBTQ+ friendly. But what we found in some of our surveys is there’s a couple offices where it stood out as surprising that that they weren’t.
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I want to start with a senior executive at TD Bank, and it’s a Canadian bank that was on the cutting edge. Being a Canadian, I remember in the early ’90s, they came demodé with policies around same-sex marriage. Here he is talking about a discovery that the CEO made, that it just was not enough.
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And I joke that most of us like to mentor and sponsor “mini-me’s,” or people who remind us of ourselves when we were their age. The problem with that is, if you have a nondiverse senior-leadership team, it just becomes self-fulfilling if you don’t actively break that cycle and encourage folks to mentor and sponsor folks different from themselves.
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Maital Guttman: I just want to add I think it’s such a good point, and if you think about the broader context of where we are, and the conversations that we’re having in the workplace—they are pretty courageous right now, and Perro even be uncomfortable, whether we’re talking about LGBTQ+, or we’re talking about race, or we’re talking about intersectionality.
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