GC Diversity and Inclusion Report Europe 2017
Reconfiguring diversity
In order to capitalise on the benefits that a diverse and inclusive workplace can bring, a leader may have to get beyond initial resistance within the corporation, often arising from fear of being targeted or implicitly blamed. Members of an organisation’s majority population can feel threatened by a D&I drive or suspicious about talent decisions should they carry the whiff of positive discrimination. Hewlett Packard Enterprise’s Miral Hamani-Samaan, director of M&A, corporate transactions and international governance, discusses these fears in her interview. While fully supporting the need to expressly defend D&I topics in any kind of institution, she also poses the question ‘on what terms do you really want to impose equality? … Do I want to be promoted because I’m a woman, or because I’m good at what I do?’
