Since the 1980s, companies have increasingly adopted diversity policies to improve the representation of women and racial minorities in the workplace.
Today over 95% of companies with at least 1,000 employees have instituted programs to increase diversity and inclusion within their ranks.
Despite this, we know remarkably little about how people feel about these programs, and even less about why they feel the way they do. This is a major knowledge gap. Research shows that diversity programs are more effective when workers support them — and when done correctly, they offer great opportunities to improve workplace equity and, ultimately, firm performance. At their worst, however, they can stimulate resistance and actually create an even more challenging environment for underrepresented workers.
To help companies take full advantage of these programs and close this knowledge gap, we conducted a study guided by the following three research questions:
> Read the full article on the HBR website
By Danny Lambouths III, William Scarborough and Allyson Holbrook
Source: HBR
LinkedIn Twitter Xing Facebook EmailWith renewed corporate attention to racial equity — and a growing body of evidence showing that diversity programs don’t work, especially for Black employees — many […]
LinkedIn Twitter Xing Facebook EmailBob Swan, CEO of Intel, knows that his participation in a monthly diversity executive committee meeting sends an important message to the chipmaker’s 110,000 employees. But […]
LinkedIn Twitter Xing Facebook EmailWe may be losing some of our best leaders to caregiving duties, and the pandemic is sending us backwards when it comes to gender equality. Women’s […]
