Bridget van kralingen family search

Executive Summary

The case for diversity in corporate leadership has never been stronger. To learn more, Russell Reynolds Associates spoke to nearly 60 directors and senior executives at large global companies across 10 countries who have helped foster change in their organizations. They consistently emphasized the critical role that the chair and CEO play in driving diversity and inclusion (D&I) in the workplace, specifically in terms of creating inclusive environments where everyone can thrive. From their insights, we have distilled three sets of takeaways, detailing how chairs and CEOs can drive progress on the agenda.

Related Content: Why should you measure Diversity & Inclusion?

 Introduction

A growing body of research shows significant correlations between diverse leadership teams and better business outcomes. McKinsey notes that “diverse companies are better able to attract top talent; to improve their customer orientation, employee satisfaction and decision-making; and to secure their license to operate” and, in the majority of cases, improve their financial performance. Many business leaders believe that having a diverse set of viewpoints is the best way to maximize defenses against relentless disruption. Yet while diverse representation has been steadily increasing, the pace of change remains too slow relative to the challenges that businesses and society face—a clear indicator that there is still much to be done.

In most countries, women occupy fewer than 20 percent of executive roles, and ethnic minorities, even fewer. Boards are faring slightly better, but only slightly.

Yet it is increasingly clear that simply hiring diverse employees is not enough to create business value. “If you have diversity, but a culture where people are unable or unwilling to speak up, then diversity doesn’t matter t

Bridget A. van Kralingen (born 1963) is a business executive born in England and raised in South Africa.

Beginning in 2022, she is Partner at Motive Partners, a private equity firm.

Before joining Motive, she served as Senior Vice President of IBM Global Industry Platforms in New York City, and as Senior VP of IBM Global Markets.

Before joining IBM in 2004, she worked for nearly 14 years for Deloitte in several management positions. Educated in South Africa, she has been named in Fortune's 50 Most Powerful Women list since 2005.

Education

Van Kralingen earned a bachelor's degree in commerce from the University of the Witwatersrand in 1984, followed by an honors degree in commerce from the University of Johannesburg in 1985. She received a master's degree in commerce and psychology from the University of South Africa in 1990.

Career

Van Kralingen began her career as a senior researcher for the Council for Scientific and Industrial Research in South Africa from 1986 to 1989. She then moved to Deloitte in South Africa, where she was Managing Partner for Strategy and Organization Development from 1989 to 1997. In 1997 she moved to New York City to serve as a National Managing Partner for Financial Services at Deloitte Consulting, a position she held until 2004.

In April 2004 van Kralingen joined IBM Global Services in New York City as a Global Managing Partner of Financial Services. In November 2006 she was promoted to General Manager of IBM Global Business Services for Northeast Europe, Middle East, and Africa. From January 2010 to January 2012, she served as General Manager for IBM North America.

In 2012 van Kralingen was promoted to Senior Vice President of IBM Global Business Services. As Senior Vice President, van Kralingen oversaw more than 100,000 consultants an

Share this post:

What’s in a pronoun? Does he, him, his not apply to every person who is perceived as a male? Or she, her, hers to a perceived female? In our non-binary world, they do not. For non-binary or genderqueer individuals, and those who relate to gender in a fluid way, to be misgendered can be a micro-aggression, or worse, harassment.

I use “non-binary” as an umbrella term to represent those whose gender identity does not sit comfortably with male or female. Non-binary identities are varied and can include people who identify with some aspects of binary identities, while others reject them entirely. Some identities included in this umbrella would be genderqueer, gender non-conforming, agender and genderfluid.

International Non-Binary Day on July 14  is a good time for all of us to truly see those around us. Of course, with so many still social distancing due to coronavirus, this may need to be done remotely. Yet inclusive contact—even virtual—among human beings is more vital than ever. So within our circles of family and colleagues, where we feel safe to do so, it is worth asking: what are your pronouns? Or in other words, how do you relate to your gender?

Even Tiny Words Can Cause Harm

To transgender and non-binary persons, the correct pronouns really matter. Non-binary persons may use pronouns that are neither masculine nor feminine, such as “they” or “ze.” Transgender persons may use pronouns connected to their authentic, rather than their assigned gender.

Pronouns are among the shortest words in the English language. And yet, when improperly applied, they can cause serious psychological harm. For those who know that their physical body does not reflect their true gender, misgendering can make them feel disrespected, invalidated, dismissed or alienated. It is a further source of distress, anxiety and depression.

Non-binary Genders Since Antiquity

It is important to note that more than tw