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
The Black Lives Matter (BLM) movement has spotlighted racial injustice and inequality that exists across the country, including in workplaces and executive suites in far too many industries. Perhaps the […]
Let’s talk, corporate America. It has been a week. Did you: Send out a Black Lives Matter tweet and statement to social media? Check. Send your staff an appropriate Black […]
In early June, Starbucks told its employees in an internal memo that they weren’t permitted to wear Black Lives Matter apparel. The precise wording was, “…there are agitators who misconstrue the fundamental […]