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 ]
Content: Quotation | Authors: Sally Helgesen, Tomas Chamorro-Premuzic | Source: strategy+business | Subjects: Corporate Governance, Diversity, Human Resources, Organizational Behavior, Women in Business
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.
Content: Quotation | Author: Massella Dukuly | Source: First Round Review | Subjects: Diversity, Human Resources, Organizational Behavior
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 ]
Content: Quotation | Source: First Round Review | Subjects: Diversity, Human Resources, Organizational Behavior
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.
Content: Quotation | Author: Kate Rockwood | Source: Inc. Magazine | Subjects: Diversity, Human Resources, Organizational Behavior
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 ]
Content: Article | Authors: Angela Jackson, Joiselle Cunningham | Source: Harvard Business Review | Subjects: Diversity, Human Resources
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 ]
Content: Article | Author: Amii Barnard-Bahn | Source: Harvard Business Review | Subjects: Compensation, Diversity, Human Resources
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.
Content: Quotation | Author: Nikhyl Singhal | Source: First Round Review | Subjects: Diversity, Human Resources
Some biases are so subtle neither gender may be aware of them, but that doesn’t mean they don’t exist.
Content: Article | Author: Ilan Mochari | Source: Inc. Magazine | Subjects: Diversity, Human Resources, Women in Business
Good intentions can go south fast in a whole host of ways. A field guide to perils and pitfalls—and how to overcome them.
Content: Article | Author: Jeffrey Sonnenfeld | Source: Chief Executive | Subjects: Diversity, Human Resources
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 ]
Content: Article | Author: Elizabeth C. Tippett | Source: Harvard Business Review | Subjects: Diversity, Human Resources, Women in Business
Many companies support resource groups that bring people together, but stop short of assessing their value.
Content: Article | Author: Maya Townsend | Source: strategy+business | Subjects: Diversity, Human Resources, Organizational Behavior
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 ]
Content: Article | Author: William Saletan | Source: The Weekly Standard | Subjects: Diversity, Human Resources
Corporate America’s gender-diversity programs are falling short. Companies need to think differently to ignite change.
Content: Multimedia Content | Authors: Alexis Krivkovich, Eric Kutcher, Simon London | Source: McKinsey Quarterly | Subjects: Diversity, Human Resources, Women in Business
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 ]
Content: Article | Author: Ciara Trinidad | Source: First Round Review | Subjects: Diversity, Human Resources, Women in Business
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.
Content: Quotation | Source: Fast Company | Subjects: Diversity, Human Resources
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?”
Content: Quotation | Author: Alison Maitland | Source: The Conference Board Review | Subjects: Diversity, Women in Business
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 ]
Content: Quotation | Authors: Al Vivian, Michalle E. Mor Barak | Subjects: Diversity, Leadership, Personal Development, Personality / Behavior
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.
Content: Quotation | Author: John Maxwell | Source: The Mindful Network | Subject: Diversity
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 ]
Content: Quotation | Source: Leader to Leader | Subjects: Diversity, Management
For future business leaders, the state of business, and our country, we need to get beyond seeing diversity as just achieving the desired profile-whether it be racial, a gender balance, or even a certain age mixture. We assume that if we get rid of all of the “isms” -racism, sexism, and so forth-that everything will be okay. Wrong. If you don’t know how to manage … [ Read more ]
Content: Quotation | Source: MBA Jungle | Subject: Diversity