We work with top company and law firm leaders to identify and create effective strategies to retain and elevate more women to senior management, and to achieve diversity and inclusion at every level of the organization. We are a single source for solutions that work, and our inclusion-focused approaches have been proven to show results.
While many companies have invested enormous amounts of time, energy and money in diversity and inclusion initiatives, that investment has not paid off with an appropriate level of women holding positions in senior management. Too often, diverse talent leaves an organization long before it can fully benefit from their experience, knowledge and skills.
At the Bass Institute for Diversity & Inclusion, we approach the problem from a C-level perspective, with a focus on changes that work, rather than processes that do not actually result in retaining more women or having a female pool of talent in senior positions.
The Bass Institute for Diversity & Inclusion
Founded in 2018 by Hilarie Bass, the Bass Institute for Diversity & Inclusion works with senior management of companies, law firms and institutions around the world to identify and create effective strategies to retain women throughout their careers, and elevate them to senior management roles. The institute's work is based on intimate knowledge of why women leave companies and the factors that can help make them stay.
Tap Into All Available Talent
For companies to reach their fullest potential, they must successfully tap into all available talent. Those that do not successfully recruit a diverse workforce, create an inclusive workplace where women want to work and grow their careers, retain these high-potential employees, and help them to take senior management roles, will miss out on more than half of the talent otherwise available to them.
Companies have invested heavily in recruiting the smartest, most capable women, but are failing to retain them as they advance in their careers. Instead, these women too often leave organizations long before their employers can truly benefit from everything the women bring to the table, and well before they can be elevated to leadership positions. The failure to retain and develop this talent carries a high cost in lost investment, and puts those organizations at a competitive disadvantage.
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