“ You need to look at different mechanisms you can use in technology to see if there is a segment or a community you are not addressing using data . This is how to identify equity gaps and address them quickly ?”
She says the most important bias areas are around people and culture .
“ As leaders , we might all be very intent on promoting an inclusive culture , but unless we create an environment where people can speak up it ’ ll fall apart . So as leaders , we must create an ecosystem where people can hold each other accountable so that we are making DEI a way of working .”
Alexander has first-hand experience of such an approach working to her advantage , having herself re-entered the workforce , having been rehired after “ a great deal of struggle ”.
“ A leader saw the potential in me , more than I saw it in myself ,” she says . “ The leader is a woman , and I was expecting my first baby when I was hired .”
She says that a Thrive associate has told her that being able to spend time with her fellow associates was “ a memorable experience ”, because she was able to learn from female leaders with diverse skills and experience . “ She said the leadership support she got from Providence India helped her assimilate back into work after a career break ,” says Alexander . “ This drives home the importance of having a tribe of your own , because people ’ s stories are very different , and knowing you are not alone in that story can change the narrative for you .”
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