Hubert Joly

“Similarly, at the Executive Leadership Council, which is an organization that seeks to promote racial diversity, in particular the advanced black leaders in companies, it was the four general counsels of four of the foremost companies in the country. Talk about the fact that you can actually have a forceful strategy around racial diversity and be in compliance with the law. If your general counsel tells you you can't discriminate in a positive fashion, get a new general counsel.”<br />

“At Best Buy, at some point, I decided that we need to really make progress on racial diversity. So we told the headhunter in charge of helping us recruit new board members, don't bother giving us resume of non-black directors, and if you feel you are not able to find qualified black directors, it's okay, we don't have a problem with it. We'll just work with another firm. It's okay. We don't care.”

“Sometimes just speaking about an issue can work. When Marc Benioff, the CEO of Salesforce, called then Governor Mike Pence, governor of Indiana, and say, “you know, this bill around LGBTQ plus employees, we don't like this. We don't think it's good for employees, so we're just going to leave.” Governor Pence said, “Oh, sorry, some spelling mistakes in our bill. We're just going to correct it.” Right? So you have leverage, but you need to be sure that if you're going to do something, it needs to be effective.”