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Having a policy or aligning some process to facilitate D&I is not enough. D&I needs to be well thought through – with a vision, clear strategy as well as an integrated action plan to ensure both social and cognitive diversity, as well as create a culture of inclusion. While the responsibility for building an inclusive environment rests with every colleague, the Board has a critical role to play. This issue digs into the state of diversity and inclusion, organizational D&I strategies, the business case for D&I, challenges in creating a culture of inclusion, role of inclusive leaders, and the future outlook.

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