It reduces the odds of dismissing qualified female candidates simply because men come to mind first. The business impact of diversity & inclusion in the workplace cannot be overlooked. A new feature on LinkedIn represents a cultural shift. It’s vital that educators facilitate safe and productive dialogue with students about issues of inclusion and diversity. Diversity and Inclusion Student diversity enhances learning and can present both challenges and opportunities for discussion leadership. While Mackenzie and Wehner look at the whole cycle of change, they suggest one step in particular that is often overlooked by change agents: get managers and other leaders involved from the start. Say a company has far lower representation of women in managerial positions relative to the local labor market, similar firms, and/or the goals of the corporation. Organizations are complex and have different internal logics, cultures, and dynamics. This will increase buy-in and lead to smooth implementation. Office of Faculty Development and Diversity. Managers sent to mandatory diversity training sessions often come away resenting the very groups they are being encouraged to accept, according to … As behavioral scientists Iris Bohnet and Siri Chilazi, both at Harvard University, discuss, the ways we think about and perceive others can also hamper progress. In this Harvard Business Review article, professor Christine Riordan reveals the benefits of pairing diversity with inclusion and explores four reasons why many organizations lack inclusivity. Here’s a better approach. $299. Ask them to write an essay defending the death penalty, and even the penalty’s sta… A Stanford and Harvard professor convened a symposium on what’s actually working to improve diversity and inclusion in organizational life. The ongoing aspects of our project, I hope, are a testament to her pathbreaking work on racial discrimination and social inequality. Of course, this strategy will only work if the data are appropriately analyzed, progress and roadblocks are continually identified, and key stakeholders are able to weigh in to chart a path forward. And workers who complain about harassment are more likely to end up facing career challenges or experiencing worse mental and physical health compared to similar workers who were harassed, but did not complain about it. *FREE* shipping on qualifying offers. So, if you prompt them to act in ways that support a particular view, their opinions shift toward that view. Diversity, Inclusion, and Belonging - Harvard Business Publishing Diversity, Inclusion, and Belonging We continue to navigate a world that has been both fundamentally changed by a pandemic, and is now making a more intentional effort to end systemic racism, social injustice, and inequality. When possible, for example, instead of hiring for a sales associate position in the winter, another in the spring, and then another in summer, companies could hire for all three sales associates at the same time. The case focuses on issues involved in managing the direct multilevel marketing sales consultants who sell R+F skin care products. We dove into these promising areas and produced a report, titled “What Works? Diversity without inclusion is a story of missed opportunities, of employees so used to being overlooked that they no longer share ideas and insights. Technology has become ubiquitous in the workplace. Four strategies to break down the systemic barriers facing Black Americans. “Why Diversity Training Doesn’t Work: The Challenge for Industry and Academia”. Companies Should Do More to Normalize Career Breaks, Research: Adding Women to the C-Suite Changes How Companies Think. … They get that having a diverse workforce is important to customers and critical to succeeding in a global market. She is a graduate of Harvard University and INSEAD’s MBA program. It’s simple, but it helps create a culture of inclusion. Fourth, companies must avoid tokenism. And getting this wrong comes at a steep cost. Inclusion, Diversity and Belonging Resources. Companies with higher levels of gender diversity and withHR policies and practices that focus on gender diversity are linked to lower levels of employee turnover.4 An inclusive environment is especially important for employees of color, who are most likely to consider leaving their organizations if they perceive pay as inequitable and an unfavorable diversity climate.5 Organizations with strong “diversity climates” (i.e., inclusive work cultures characterized by openness toward others and appreciation of indi… Here's what managers can do to support their employees. Here’s How to Make It Happen. New research found that while the policy did increase diversity, it didn’t necessarily change company cultures. For many women, feeling like an outsider isn’t an illusion — it’s the result of systemic bias and exclusion. First, technologies that get deployed for corporate screening, hiring, and evaluation processes have to be built on data that is fair to socio-demographic groups – such as different racial groups – in the aggregate and that is relevant and predictive of success for the particular role being evaluated. Employee Assistance Plans (EAPs), ombuds offices, and transformative dispute resolution systems can play a critical role in not only reducing retaliation but also provide fuel for organizational change. ), It was challenging to keep our emphasis on solutions. In many organizations, diversity is visible like sprinkles at key positions only and one will confuse it as inclusion. Associated Schools. Research reveals four commonly cited obstacles and how to overcome them. Especially during difficult and uncertain times — whether locally, nationally, or internationally— let us always choose empathy and kindness, while rejecting hate and honoring the rights, differences, and dignity of others. When Hurricane Sandy struck the mid-Atlantic coast, in October 2012, thousands of Guardian employees in New York and New Jersey were affected, and company... To move toward a fairer world, we need to dismantle the fallacy. Even well-intentioned firms were biased in practice. In other words, diversity is the representation of a range of traits and experiences in a company’s workforce. In turn, these goals can be made available to key internal and external stakeholders to promote accountability. BCG’s Matt Krentz writes in his guest column for Harvard Business Review about the benefits of having a diverse workforce. This strategy often lacks a reality check: Does this program fit into the way managers already work, or are managers now required to add something into their already complex days? This identified shortfall can lead to concrete goal setting about numbers and timelines for increasing women’s representation in management. Diversity refers to who’s at work: who is recruited, hired, and promoted by a company. By expanding their scope to provide valuable support and guidance to employees on strategies and tactics to deploy around harassment and discrimination, EAPs can serve as an important resource for employees, although they do not generally intervene in organizations. A Harvard Business Review (HBR) study surveyed working women and found women of color in jobs that require collaboration felt less supported, despite diversity and inclusion policies. The behavior is necessary for advancement — but it takes a great psychological toll. Harvard Business Review: Diversity Fosters Innovation and Market Growth research 3,317 Views According to new research, based on a survey of 1,800 professionals, as well as on 40 case studies and many interviews and focus groups, a diverse workforce drives both innovation and market growth for companies Tweet This!. First, organizations should set goals, collect data, and hold people accountable for improving diversity within the organization. But, that alone is not enough. Hazzard is passionate about business ethics, corporate responsibility, and diversity and inclusion. ... Office for Diversity, Inclusion and Community Partnership. How a Lack of Sponsorship Keeps Black Women Out of the C-Suite, The U.S. In the wake of major social and political changes over the past decades, leading companies are taking steps to increase diversity, equity, and inclusion. This case describes SAP's "Autism at Work" program, which integrates people with autism into the company's workforce. 2018. Third, organizations should check to ensure that technologies used to assist in hiring and promotion aren’t inherently biased. Dobbin, Frank, and Alexandra Kalev. Does Your Definition of Leadership Exclude Women of Color? But it’s just the start. Harvard Business School, Cumnock Hall, 617-495-6455 Harvard Law School, Pound Hall, 617-495-4414 Longwood area, Vanderbilt Hall, 617-432-1370 BGLTQ Health Support at HUHS. Jane Nelson, December 2004 and The Inclusion Imperative: How Real Inclusion Creates Better Business and Builds Better Societies, by Stephen Frost, 2014 Shared Value is “creating economic value in a way that also creates value for society by addressing its needs and challenges.” Michael Porter, Harvard Business Review , January 2011 3 The company is trying... How do you facilitate changing a long-held mission into a new vision during an organizational restructuring? Suddenly, the spotlight has... Diversity efforts are failing black employees. Most business leaders understand the diversity part of diversity and inclusion. From counting, collecting, and comparing to accounting for complex organizational contexts, progress is possible. Needs a Third Reconstruction — and Business Should Lead It, Implementing Inclusive Policies Across a Global Organization, Research: To Reduce Gender Bias in Hiring, Make Your Shortlist Longer, Stop Telling Women They Have Imposter Syndrome, Research: How Companies Committed to Diverse Hiring Still Fail. Clearly, something is not working. The organizational context matters. Sociologists Elizabeth Hirsh at University of British Columbia and Donald Tomaskovic-Devey at University of Massachusetts at Amherst argue that companies should do precisely this. Summary. While systemic challenges unfold in front of our eyes, new business formations and innovative business models are emerging. She created the Moore School’s first diversity and inclusion course (MGMT 408) and launched an Inclusive Leadership certificate program for mid-level and senior managers. Business schools—and educational institutions across the spectrum—are no exception. Rewire the system to rewire behaviors. While BCG How Diverse Leadership Teams Boost Innovation shows that 96-98% of large companies have programs promoting diversity and inclusion, minority groups continue to “see bias as part of their day-to-day work experience.” Diversity has a negative connotation, while inclusion is about positivism. Creating a False Sense of Security. In Differences at Work: Erica (B) HBS Case No. What Happened When India Mandated Gender Diversity on Boards. Sociologists Frank Dobbin from Harvard University and Alexandra Kalev from Tel Aviv University present an innovative way forward: alternatives to legalistic grievance mechanisms. EAPs, for example, are frequently run by vendors outside the organization and offer free and confidential advice to employees, often over the phone. But while many organizations have made diversity a high priority, many still are not truly inclusive. Shifting From Diversity and Inclusion to Diversity, Equity, and Inclusion. “Open hiring” can lead to more diversity, less turnover, and fairer systems. The competition for employees is fierce. Three strategies for multinational companies. Emerging Markets (Harvard Business Review Press, 2011). (Pager, who was the Peter and Isabel Malkin professor of public policy and professor of sociology at Harvard University, passed away in 2018. These characteristics include gender, race, physical ability, religion, age, and socioeconomic status, among others—or, as defined byGallup, “the full spectrum of human demographic differences.” Second, organizations should abandon traditional discrimination and harassment reporting systems — these often lead to retaliation. Are Your Diversity Efforts Othering Underrepresented Groups? Yet, EAPs are not used very often to handle discrimination and harassment issues. Companies can also shift how assessments are run to counteract the impact of bias. While holding powerful potential to increase efficiency, there is also significant concern that technologies can reproduce and even exacerbate group-based inequalities by race, gender, or other social categories. In May 2019, the Subcommittee on Diversityand Inclusion convened a hearing entitled “Good for the Bottom Line: A Review of the Business Case for Diversity,” at which a panel of experts emphasized that inclusive organizations are more productive and profitable. Harvard Division of Continuing Education. Down the line we do not find people with diverse backgrounds. Finally, organizations should get managers and other leaders involved in diversity programs from the start. Harvard Business Review, February 2019) We also know that in today’s competitive job market, a diverse and inclusive workforce can be a differentiator for talent acquisition and retention. So that leads to a natural question: What’s actually working? In August 2017, Google fired James Damore, a 28-year-old software engineer who had been employed by the company since 2013. Anti-Asian racism is on the rise in the U.S. A framework for navigating uncomfortable conversations. This annually updated exercise assesses one's exposure to the rest of the world's peoples. The past few years have … Focusing on solutions to the diversity challenge — rather than on the failures — was top of mind when Devah Pager and I designed a convening in 2018. Overcome unconscious bias using humility and empathy. Set goals, collect data, and examine change over time and in comparison to other organizations: When it comes to maximizing profits and effectiveness, many businesses deploy this set of strategies. When individuals belong to groups that are seriously underrepresented in the organizational context – such as racial minorities or women – they may be subjected to stereotype-based evaluations or tokenism. As behavioral scientists Iris Bohnet and Siri Chilazi, … What might it look like to account for context? At the beginning of 2021, there were no Black female CEOs at Fortune 500 companies. At Harvard Business Publishing Corporate Learning, our clients have been reaching out to explore how we can support efforts to create more diverse, inclusive, and equitable workplaces, which foster a community built on belonging, authenticity, and empowerment for all employees. Research shows they're more successful in three important ways. In today's innovation-driven economy, understanding how to generate great ideas has become an urgent managerial priority. This type of architecture for decision-making has been linked to less bias. Anti-Asian racism is on the rise in the U.S. Here’s what managers can do to support their employees. Since “non minorities” typically benefit from a default sense of … Beware of the Small-N Problem. Executive teams that increase gender diversity became more open to change and less comfortable with risk. As the common goals of diversity, equity, and inclusion become even more widespread, companies have the daunting task of figuring out what works. They present a subtle, yet important, factor that can contribute to biased decision-making: group size. by Joan … If your workplace is rich with diversity, why celebrate just Christmas? Key to this type of shift is changing leadership mindsets from seeing complaints as threats to valuing them as insights that can spark positive organizational change. Evidence-Based Ideas to Increase Diversity, Equity, and Inclusion in the Workplace.” Here, I highlight five key insights that can serve as tools for those looking to make their workplaces more diverse, more thriving places. Diversity is great…but not without inclusivity. Diversity and Inclusion Management. Programs designed to increase diversity and inclusion in the workplace often fail. As researchers and strategists Lori Nishiura Mackenzie and JoAnne Wehner, both at Stanford VMWare Women’s Leadership Innovation Lab, articulate, it therefore does not make sense to take a one-size-fits-all policy and graft it on to different organizations. We brought together leading experts on bias, technology, discrimination, and organizational design, and – rather than documenting the problems that abound – we asked everyone to focus on answering one simple question: What works? Business leaders Kelly Trindel and Frida Polli of pymetrics and Kate Glazebrook of Applied offer strategies to reduce the likelihood that biases and discrimination creep in to new technologies. Put an end to miscommunication and inefficiency--and tap into the strengths of your diverse team. HBR's 10 Must Reads 2019: The Definitive Management Ideas of the Year from Harvard Business Review (with bonus article "Now What?" These efforts can counteract stereotyping and tokenism over time. They showed less willingness to display emotional vulnerability, which helps foster meaningful coworker relationships that may help productivity. Original article published via Harvard Business Review by Matt Krentz (02/05/19) HR Leader Staff // 02.21.19 // Headlines A diverse workforce could help companies acquire and retain the best talent, build employee engagement, increase innovation and improve business performance, but many companies still lag behind when it comes to diversity. The combination of building solutions with an eye to screening out discrimination, and then checking for it on the back end, will not only create fairer products but can also help organizational leaders sharpen their understanding of what does not work in their current system. Should You Confront Them? Harvard community members are encouraged to always model our values of inclusion and excellence no matter where they are. Anthropology Now 10 (2):48-55. Employee Assistance Plans (EAPs), ombuds offices, and transformative dispute resolution systems can play a critical role in not only reducing retaliation but also provide fuel for organizational change. Ask an Expert: My Team Members Keep Leaving Me Out, The Former CEO of Guardian on Using Values to Drive Strategic Planning. Harvard has resources that educates members of the Harvard community about equity and inclusion, offers support for those who are experiencing issues related to identity and belonging, and hosts events and programs that foster dialogue and engagement around diversity. Bohnet and Chilazi suggest that companies need not be stopped by the small numbers problem. Companies need to proactively test new technologies for disparate impacts on workers before they go in the field and need to audit their procedures after implementation to ensure that biases are not creeping in. In June 1989, a banker must decide whether and how his bank should participate in the LBO of this small Scottish newspaper publisher. The way you talk about inclusion could end up excluding people. Often, organizations have experts design programs that are then deployed to the managers. Harvard Business Review | January 7, 2016 Minorities make 37% of the U.S. population, and will climb to 57% by 2060 U.S. Department of Commerce projects nonwhite ethnic groups will represent 85% of U.S. population growth between 20112050 Research from BCG found that around three quarters of employees in underrepresented groups—women, racial and ethnic minorities, and LGBTQ employees—do not … A 2019 study ... “Diversity and Inclusion: Making the Mix Work,” Savoy Network, 2019. A diverse set of employees contributes to innovative new ideas and the effectiveness of leaders’ decision-making. You Say You Want a More Diverse Board. Most managerial work happens through talk--discussions, meetings, presentations, negotiations. HBR's 10 Must Reads on Diversity (with bonus article Making Differences Matter: A New Paradigm for Managing Diversity By David A. Thomas and Robin J. Ely) [Review, Harvard Business, Thomas, David A., Ely, Robin J., Hewlett, Sylvia Ann, Williams, Joan C.] on Amazon.com. Glassdoor, Diversity & Inclusion Study 2019 Glassdoor, Diversity & Inclusion Workplace Survey Glassdoor, Increasing Investment in Diversity & Inclusion: Evidence From the Growing Job Market Harvard Business Review, The Other Diversity Dividend Harvard Business Review, Teams Solve Problems Faster When They’re More Cognitively Diverse Inc., These biased perceptions can then have negative consequences for both individual workers and the larger organization, resulting in limited progress. 9-408-048, Erica discovers that both she and the client are African-American. ... Harvard Business School. Diversity and inclusion are key business imperatives. Social class is as important as race or gender. Approximately half of all discrimination and harassment complaints lead to some type of retaliation. These five strategies — while far from comprehensive — offer an evidence-based place to start. No single solution. After completing … This case is used in Darden's core Leading Organizations course and is appropriate for MBA, Executive MBA, GEMBA, and executive education programs. Help your future leaders embrace differences and appreciate the incredible benefits diverse perspectives bring to a team. When someone’s beliefs and behavior are out of sync, that person experiences what psychologists call “cognitive dissonance.” Experiments show that people have a strong tendency to “correct” dissonance by changing either the beliefs or the behavior. As became clear, there is no silver bullet. The owner/editor of the small Davis Press encounters a dilemma when she is given the opportunity to publish a novel set in the Islamic holy city of Mecca.... A French executive with Michelin is expatriated from Clermont-Ferrand to South Carolina. What can be done to combat these biases? For many women, feeling like an outsider isn't an illusion - it's the result of systemic bias and exclusion. Yet, in pushing ourselves to think outside the box and draw on the best empirical evidence that exists, the convening participants identified promising areas where investment, focus, and experimentation have the ability to serve as remarkable engines of change. And, it should be accounted for when companies are deciding how to increase diversity, equity, and inclusion. Yet progress in most sectors remains tepid. Why not do the same for issues of diversity and inclusion? 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