In today’s rapidly evolving corporate landscape, the role of Vice Presidents (VPs) has transformed from traditional leadership to dynamic management and hiring an inclusive workforce. As organizations recognize the undeniable benefits of diversity and inclusion, VPs of the future are emerging as champions of these values, driving innovation, productivity, and success.

This blog delves into the pivotal role that diversity and inclusion play in shaping the future of VPs, emphasizing the importance of breaking down barriers and fostering an environment where every voice is heard.

Employees attending a meeting

Diversity and Inclusion: A Strategic Imperative

Diversity and inclusion are no longer mere buzzwords; they are strategic imperatives that fuel growth and success. Research consistently demonstrates that diverse teams drive higher levels of creativity and innovation. VPs of the future understand that embracing differences in perspectives, backgrounds, and experiences is key to generating fresh ideas that can propel their organizations forward.

A study by McKinsey & Company revealed that companies with diverse executive boards are 25% more likely to outperform their counterparts in terms of profitability. VPs who prioritize diversity in their teams bring together a wealth of unique talents and insights, which result in better decision-making and problem-solving. This diversity extends beyond gender and ethnicity, encompassing aspects such as age, cognitive styles, and professional backgrounds.

Inclusive Leadership: The Bedrock of VP Success

Inclusive leadership is the bedrock upon which future VPs build their success. Inclusive leaders create an environment where every individual feels valued and heard, regardless of their background or position. They actively seek input from all team members and leverage their diverse perspectives to drive innovation.

man giving a presentation to colleagues

VPs who champion inclusion ensure that their teams are representative of the broader society, fostering a sense of belonging among employees. This sense of belonging translates into increased engagement, job satisfaction, and retention. Hiring an inclusive workforce goes beyond mere compliance with diversity initiatives; they instill a culture of openness and mutual respect, paving the way for a collaborative and harmonious work environment.

Fostering Diversity in Leadership Pipelines

The VP of the future recognizes that fostering diversity and inclusion must start at the leadership pipeline level. Organizations need to identify and nurture talent from diverse backgrounds to create a more inclusive leadership hierarchy. This involves implementing mentorship and sponsorship programs that empower underrepresented individuals to reach executive positions.

By actively addressing barriers to advancement, such as unconscious bias and lack of representation, VPs can pave the way for a more equitable future. Companies like Intel have set an example by committing to diverse hiring practices and leadership development initiatives that prioritize underrepresented groups. VPs of the future will need to advocate for such policies to create a talent pool that truly reflects the world we live in.


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Adapting to Changing Work Dynamics

The modern workplace is undergoing rapid transformations, from remote work arrangements to gig economy participation. VPs of the future must adapt to these changes while ensuring that diversity and inclusion remain at the forefront. This includes addressing challenges such as virtual team dynamics, digital communication, and work-life balance.

Measuring and Celebrating Inclusion

Metrics and accountability play a crucial role in the future of VPs’ commitment to diversity and inclusion. Effective VPs understand the importance of measuring progress and celebrating milestones in their diversity and inclusion initiatives. They use data to identify areas of improvement, track representation, and assess employee satisfaction.

However, it’s important to note that inclusion cannot be solely measured through quantitative data. The emotional well-being of employees, their perceptions of belonging, and their overall experiences within the organization are equally significant. VPs of the future will need to adopt qualitative measures, such as employee surveys and focus groups, to gain a holistic understanding of their team members’ experiences.

Navigating Unconscious Bias

In the quest for embracing diversity and inclusion, VPs of the future are also tasked with addressing the pervasive issue of unconscious bias. Unconscious bias refers to the subtle and often unintentional prejudices that affect our judgments and decisions. These biases can hinder the inclusivity efforts that VPs are striving to achieve, leading to unequal opportunities and an environment that may inadvertently favor certain groups.


A group of employees gathered around a table

VPs are now embracing comprehensive training programs to equip themselves and their teams with the tools needed to recognize and counter unconscious bias. By fostering awareness and promoting self-reflection, these leaders can create a workplace where biases are acknowledged and challenged. This proactive approach ensures that decision-making processes are fair and based on merit rather than unconscious stereotypes.

Intersectionality: A Multifaceted Approach

As the concept of diversity evolves, VPs of the future are also acknowledging the importance of intersectionality. Intersectionality recognizes that individuals have multiple dimensions of identity – such as race, gender, age, sexual orientation, and disability – that intersect and interact to shape their experiences. VPs who embrace intersectionality understand that each person’s journey is unique, and one-dimensional diversity initiatives fall short of capturing the full spectrum of human diversity.

By considering the complexity of intersectionality, VPs can create tailored initiatives that address the specific needs and challenges faced by individuals who belong to multiple marginalized groups. This approach ensures that inclusivity efforts are comprehensive and reflective of the diverse tapestry of the workforce. Intersectionality also highlights the need for ongoing dialogue and a willingness to learn from the experiences of others, fostering an environment of empathy and understanding.

Global Perspectives and Cultural Sensitivity

In an increasingly interconnected world, VPs of the future must also navigate the intricacies of global perspectives and cultural sensitivity. As organizations expand across borders, VPs are faced with the challenge of managing diverse teams that span different countries, languages, and cultural norms. Embracing diversity on a global scale requires leaders to go beyond surface-level differences and cultivate a deep understanding of the values and beliefs that shape their team members’ experiences.

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Beyond the Workplace: Social Responsibility

VPs of the future are also extending their influence beyond the confines of the workplace by embracing social responsibility. They recognize that diversity and inclusion are not limited to internal policies and practices; they also have a role to play in addressing broader societal issues. By taking a stand on matters such as equality, equity, and social justice, VPs can inspire positive change both within and outside their organizations.

Companies like Ben & Jerry’s have exemplified the integration of social responsibility into their corporate DNA. The ice cream giant’s commitment to progressive social values has resonated with consumers and employees alike, showcasing the potential impact of VPs who leverage their positions to drive positive change.

Take a step in the right direction as a VP by hiring an inclusive workforce, and let Cochran, Cochran, and Yale, New York City Executive Search Firm, help you with it. You can also Find CFO jobs NYC through us.