If your company is like most, you’re likely struggling with workplace discrimination, even if you don’t know it. Equity gaps remain a pernicious problem in the U.S., particularly for women and people of color, who, on average, earn less and are under-promoted compared to their white or male counterparts. And though federal law has prohibited workplace discrimination for more than fifty years, those gaps don’t appear to be closing anytime soon. The problem is that the law incentivizes managers and other leaders in the company to address disparities too late in the game.
Compliance measures focus on the biggest personnel decisions a manager makes — who gets the promotion, who gets the biggest bonus — while overlooking all the smaller decisions that affect employee performance towards those metrics over time. The key to breaking this disparity is to eliminate the earliest opportunities for discrimination. Here are some approaches to try.
Author: Elizabeth C. Tippett
Source: Harvard Business Review
Subjects: Diversity, Human Resources, Women in Business