Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Louis Carter
Description
Most companies are accelerating diversity and inclusion into their Talent Management programs more rapidly than ever before. We must decide what we ought to do and create a strategic plan to implement. Not just what is best to do. To meet this need, the Best Practice Institute, along with the BPI Senior Executive Board is holding a co-creation/next practice session to determine what they and the field of talent management ought to do to accelerate D&I inside of their corporations. We are holding a co-creation session where we will develop a one-voice and action plan around how best to make diversity and inclusion a part of the fabric of their companies and move forward into a new future of talent. What got us here won't get us there... If you are interested in participating in this discussion, please email [email protected] for the meeting details and to receive a calendar invite.
This session addresses vital diversity and inclusion (D&I) topics specifically tailored for senior-level executives. It explores how D&I initiatives impact board-level decision-making, organizational culture, and business performance, offering perspectives that remain highly relevant for navigating today's complex talent landscape.
What you'll learn
- Strategies for integrating diversity and inclusion into core business objectives.
- Methods for fostering a truly inclusive culture from the top down.
- The role of senior leadership in championing and sustaining D&I efforts.
- Approaches to overcome common challenges in implementing D&I initiatives.
- How D&I can drive innovation and enhance employee engagement.
Who this webinar is for
This webinar is designed for:
- Senior Executives
- Board Members
- CHROs and HR Leaders
- Organizational Development Professionals
- Anyone responsible for shaping organizational strategy and culture, particularly regarding D&I.
Why it matters now
Diversity and inclusion are no longer just HR initiatives; they are fundamental drivers of business success, resilience, and ethical operation. In an increasingly globalized and values-driven world, organizations that prioritize D&I demonstrate stronger innovation, better decision-making, and improved financial performance. This session provides a strategic lens on D&I, emphasizing its ongoing importance for attracting diverse talent and building sustainable competitive advantage.
How leaders can apply this
Leaders can leverage the insights from this dialogue to critically assess their organization's current D&I landscape and identify areas for strategic intervention. They can develop more robust D&I frameworks, ensuring that initiatives are aligned with business goals and embedded in the organizational fabric. Applying principles discussed, such as setting clear D&I metrics and holding leaders accountable, helps to translate commitment into tangible progress. Louis Carter often emphasizes the importance of senior leadership modeling inclusive behaviors and actively participating in D&I dialogues to inspire widespread organizational buy-in and catalyze meaningful culture shifts.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Louis Carter's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.