Leaders may mean well when they tout the economic payoffs of hiring more women and people of color, but there is no research support for the notion that diversifying the workforce automatically improves a company’s performance. This article critiques the popular rhetoric about diversity and revisits an argument the authors made 25 years ago: To fully benefit from increased racial and gender diversity, organizations must adopt a learning orientation and be willing to change the corporate culture and power structure.
Four actions are key for leaders: building trust and creating a workplace where people feel free to express themselves; actively combating bias and systems of oppression; embracing a variety of styles and voices inside the organization; and using employees’ identity-related knowledge and experiences to learn how best to accomplish the firm’s core work. Read more
by Robin J. Ely and David A. Thomas
Source: hbr.org
While various cities have shown innovative leadership in tackling childcare – including through public private partnerships – the direct and indirect benefits to parents, children, employers and communities often remain underestimated.
Creating more opportunities for remote and highly flexible work is essential—but companies must avoid common pitfalls.
While women are generally well-represented in the nutrition sciences, they remain underrepresented in the C-suite. Diversifying traditionally male-dominated managerial positions with women, could give a new lens to industry challenges.
