Sally Helgesen, Tomas Chamorro-Premuzic

Business scholar Tomas Chamorro-Premuzic demonstrates, women’s confidence almost always aligns with their level of competence — or falls below it — which is not usually the case with men, especially at leadership levels. This is true primarily because the number of overconfident men tends to be relatively high. And overconfidence, and the assertiveness it engenders, can be extremely helpful to someone pursuing a senior position, … [ Read more ]

Massella Dukuly

As humans, our brains are wired for bias. This means that we have to be intentional and systematic about welcoming diversity and establishing equity and inclusion. You can’t just assume inclusion will sprout organically once you’ve introduced more diversity.

First Round Review

When it comes to Diversity, Equity, and Inclusion (DEI) strategies, companies tend to concentrate their energy on hiring and sharing reports about “diversity data” instead of examining the existing dynamics within their own walls. Since the former deals in numbers, and the latter involves squishier concepts like belonging, the “I” in the acronym is too often left out. And that has a real impact on … [ Read more ]

Kate Rockwood

In addition to “inherent” diversity (a mix of age, race, and gender), the strongest teams have people with “acquired” diversity, such as military experience, foreign language skills, and time spent abroad.

How Businesses Can Recruit and Develop More Young People of Color

More must be done to reach young people of color earlier in their academic careers to help them tap into job exploration, skills building, and professional development. One of the most effective and proactive steps employers can take is to expand quality internships. Just as companies are increasingly sharing the diversity numbers of their full-time employees, they need to examine the demographics of their internship … [ Read more ]

How board directors can advance racial justice

Three commitments to help companies promote diversity, equity, and inclusion — and resist the status quo.

How to Identify — and Fix — Pay Inequality at Your Company

Companies who say they care about inclusion and belonging can start by paying employees fairly. To start, initiate a pay equity audit in which you compare the pay of employees doing “like for like” work (accounting for reasonable differentials, such as work experience, credentials and job performance) and investigate the causes of any pay differences that cannot be justified. Next, determine how you’ll remediate … [ Read more ]

Nikhyl Singhal

Starting to address diversity by focusing on recruiting is like fixing the quality of the product by improving your testing process. Testing won’t fix a broken product, just as recruiting won’t fix a broken environment.

Glass Ceiling Debate: He Said, She Didn’t

Some biases are so subtle neither gender may be aware of them, but that doesn’t mean they don’t exist.

Getting Diversity Wrong

Good intentions can go south fast in a whole host of ways. A field guide to perils and pitfalls—and how to overcome them.

10 Ways to Mitigate Bias in Your Company’s Decision Making

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 … [ Read more ]

What You Can Learn from Your Employee Networks

Many companies support resource groups that bring people together, but stop short of assessing their value.

The Conversation Google Killed

Every few years, somebody gets pushed out of a job for suggesting that one group of people, on average and in part due to biology, scores differently from another group on some measure of attitude or aptitude. Now it’s James Damore, a software engineer who was fired by Google for writing a memo that said women tend to be less interested than men in solitary … [ Read more ]

What’s Stalling Progress for Women at Work?

Corporate America’s gender-diversity programs are falling short. Companies need to think differently to ignite change.

Here’s How to Wield Empathy and Data to Build an Inclusive Team

When Ciara Trinidad left her post as Lever’s Head of Diversity and Inclusion, the numbers made her understandably proud: The startup’s team of 125 people was 59% women, 39% men, and 2% gender nonconforming. Even the sales team — historically a male-dominated group — had a 50/50 gender split. “The product team was at about 40% white; the majority was a mix of every other … [ Read more ]

Andrea Giampetro-Meyer

Many white Americans have stopped thinking that workplace discrimination is a problem. It’s not malicious. They think that the process works, that people are judged on their own merits. They’re ignorant of their own privilege.

Alison Maitland

A good way to start a conversation about whether a corporate culture is inclusive is to ask, “What would your daughter think about working here?” or, “Do you think your daughter—or niece or granddaughter—would find it easy to make as successful a career here as you have?”

Al Vivian, Michalle E. Mor Barak

In her book, Managing Diversity: Toward a Globally Inclusive Workplace, Michalle E. Mor Barak talks about how ancient Chinese tradition divides people into categories based on four qualities: Shi (scholars), Nong (farmers), Gong (artisans) and Shang (merchants). The belief is that to be a fully effective leader, one must acquire the ” . . . vision and ethics of the scholar, the appreciation and respect … [ Read more ]

John Maxwell

Within an organization, a few qualities must be homogenous—held in common by all. These are values, vision, and commitment to the team. However, in most areas, hiring for diversity is the wisest course of action. The strongest environments are inhabited by leaders with varied expertise, experiences, backgrounds, and temperaments.

R. Roosevelt Thomas Jr.

Future leaders will define diversity management as “making quality decisions in the midst of differences, similarities, and tensions.” This definition will allow them to deal with all kinds of discussions involving differences, similarities, and tensions and to see themselves as engaged in diversity management.

Leaders cannot help becoming aware of the craft’s ability to assist in unraveling and creatively conceptualizing complex situations. As a result, they … [ Read more ]