αpril 2018, available at : www. bankofengland. co. uk / / media / boe / files / speech / 2018 / a - transition - in - thinking - and - action - speech - by - mark - carney. pdf? la = en & hash = 82f57a11ad2fafd4e822c3b3f7e19ba23e98bf67 4 / 5 bis central bankers'speeches 7 www. banque - france. fr / en / financial - stability / international - role / network - greening - financial - system 8 according to mark carney ( governor of the bank of england ) and michael bloomberg ( chair of the task force on climate - related financial disclosures ), “ … financial disclosure is essential to a market - based solution to climate change. a properly functioning market will price in the risks associated with climate change and reward firms that mitigate them. as its impact becomes more commonplace and public policy responses more active, climate change has become a material risk that isn ’ t properly disclosed.. ”, the guardian, 14. 12. 2016, available at : www. theguardian. com / commentisfree / 2016 / dec / 14 / bloomberg - carney - profit - from - climate - change - rightinformation - investors - deliver - solutions 9 www. ecb. europa. eu / pub / pdf / other / ecb. mepletter171010 _ urtasun. en. pdf? utm _ medium = email & utm _ source = nefoundation & utm _ content = 8 + - + response & utm _ campaign = banks - 22nov & source = banks - 22 - nov 10 www. unepfi. org / banking / bankingprinciples / 5 / 5 bis central bankers'speeches

to raise awareness around the use of pronouns. on its own, it may seem like a small change, but it sends a loud message that part of respecting one another is using the correct pronouns. this effort has been well received, and a big part of that is because it ’ s created spaces for conversations that just weren ’ t happening before. but policies can only go so far. in fact, we can have world - class policies, but if we don ’ t have a culture where people feel comfortable bringing their whole selves to work, rules alone won ’ t get us to where we need to be. this is true of every element of diversity and inclusion. in a culture where taking extended leave damages your career prospects, a generous parental leave policy won ’ t make up for that. in a culture where people don ’ t feel that their voices are welcome, few will speak up. in a culture that fails to embrace differences, we won ’ t reap the benefits of diversity. 1 / 3 bis central bankers'speeches the data are clear. nearly half of lgbt people are closeted at work, and the top reason lgbt workers don ’ t report negative comments they hear about lgbt employees is they don ’ t believe that anything will be done about it. 3 this gets to the heart of why the “ inclusion ” piece of diversity and inclusion is essential, and a personal priority. obviously, there ’ s a moral imperative for diversity, and numerous studies have shown the benefits to both productivity and the bottom line. 4 but for me, it ’ s my experiences as both an academic and a policymaker that have made inclusion so important. economics is a profession that has a glaring diversity issue. as economists, we have not done enough to create a diverse profession or an inclusive culture. when i ’ m sitting in a room and see a bunch of people who look and sound the same, i know it ’ s a problem. when everyone has an identical view, it ’ s easy to assume it ’ s because that view is the right one. but for me it raises questions : who isn ’ t in the room? who ’ s missing, and why aren ’ t they here? i ’ m always on the hunt for different perspectives on how to interpret the data, new takes on old problems, and innovative approaches to tackle the challenges that lie ahead. if i have a bunch of cookie - cutter theories and explanations that look like my own, i know it ’ s highly probable we