Progressive Pathways: Adopting a D&I Growth Mindset for the C-Suite

Topics: Diversity & Inclusion, Law Firms, Leadership, Leadership & Retention, On-Demand Webinars, Talent Development, Tax & Accounting Firms

As one of the world’s most ethical companies, and in recognition of Asian American Heritage Month, the Thomson Reuters Institute is pleased to offer an ongoing spotlight series on advancing diverse and inclusive leadership across the business enterprise.  Leveraging nuanced insight and market-leading research, this year-long dialogue offers meaningful solutions for allies, decision-makers, and individual contributors invested in meaningful organizational change.

Though professional service industries are doing more to widen pathways for underrepresented groups, there remains very little movement in elevating minorities to leadership roles. Asian Americans and Pacific Islanders, for example, considered one of the fastest growing underrepresented groups in the US, make up 5% of the legal workforce and 12% of the accounting workforce respectively.  However, outside of Silicon Valley, Asian Americans and Pacific Islanders are one of the least likely groups to be promoted to a leadership position. Indeed, despite important partnerships with professional minority associations and institutions of higher learning to create new inroads within their respective industries, many community members feel more can and should be done.  How can organizations encourage internal change for a more diverse executive team?

Matthew SpencerCo-Founder and CEO, Suited

A.B. Cruz IIIPresident, National Asian Pacific American Bar Association
Juliet H. HuangPartner, Chapman & Cutler LLP
Shawna KlattClient Manager, Team Lead, Thomson Reuters Corporates Risk
Anna MokPresidentAscendAsia Pacific Leader, Deloitte
Ken WilliamsShareholder, Segal McCambridge Singer & Mahoney, Ltd.

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