Diversity is an important issue for any modern business. But it’s not enough to hire people of different nationalities, races, genders and sexual orientations – everyone needs to feel like they are truly welcome, safe and free to be themselves in the workplace.
In many workplaces, the term intersectionality is becoming more popular in discussions of diversity and inclusion. But many employers aren’t sure what it means — or why it matters in their workplace.
Our latest report shows not only that the business case remains robust but also that the relationship between diversity on executive teams and the likelihood of financial outperformance has strengthened over time. These findings emerge from our largest data set so far, encompassing 15 countries and more than 1,000 large companies. By incorporating a “social listening” analysis of employee sentiment in online reviews, the report also provides new insights into how inclusion matters. It shows that companies should pay much greater attention to inclusion, even when they are relatively diverse.
By Forbes Expert Panel Inclusion and diversity have certainly become buzzwords in recent years, but they are more than just a passing fad; They are vital elements to a business’s success. A diverse, inclusive workforce leverages the knowledge and experiences of a broader cross section of society and helps bring the business closer to the […]
As the owner of a small enterprise, you simply cannot overlook accessibility in your workplace. Expanding your team is certainly one of the most exciting aspects of growing your business, and you should be as accommodating to all employees.
Organizations are trying to reduce bias with the same kinds of programs they’ve been using since the 1960s. And the usual tools—diversity training, hiring tests, performance ratings, grievance systems—tend to make things worse, not better. The authors’ analysis of data from 829 firms over three decades shows that these tools actually decrease the proportion of women and minorities in management. They’re designed to preempt lawsuits by policing managers’ decisions and actions. But as lab studies show, this kind of force-feeding can activate bias and encourage rebellion.
IBM’s turnaround in the last decade is an impressive and well-documented business story. But behind that success is a less told people story, which explains how the corporation dramatically altered its already diverse composition and created millions of dollars in new business.
From crafting job descriptions to structuring interviews, lessons from behavioral science can help you design your hiring process to increase the diversity within your organization.
If we really care about people with disabilities and disability issues, we should all do better than just tossing pocket change in every fundraising bucket we see, or signing up for every walkathon a coworker’s kid puts in front of us. But how do we choose which disability-related causes and organizations to support?
Michael Leiter and Christina Maslach have been at the vanguard of burnout research for over three decades, including writing influential books and creating a widely used burnout assessment. In this conversation with HBR, they explain how the Covid-19 pandemic has intensified the conditions that lead to burnout: exhaustion, cynicism, and inefficacy in the workplace.