How to Improve Diversity & Inclusion Performance
Not every company will need to think about diversity and inclusion in the same way. Check out these articles and resources that will help you develop an approach that works for your organization, and reap the rewards of being a diverse and inclusive company.
Guidance on Implementation
There are three clear imperatives: companies need to understand their particularly underlying issues; companies need to know which measures are the most effective in addressing these problems; and companies should thoughtfully and deliberately test the ROI of interventions, imposing a minimum bar for new ideas.
Trainings and workshops geared toward eliminating people’s hidden prejudices are all the rage—but many don’t work. Now the psychologist who made the case for "implicit bias" wants to cure it.
Simply increasing the number of women candidates improves the chances that a woman will be selected to a board seat, regardless of who’s being replaced.
Gender disparities in the company’s senior cohorts are explained by the quality of the day-to-day apprenticeship experience.
Too many men are averse to pushing their female mentees the way they push their male protégés. Male mentors challenging their female mentees could have a real impact.
Things are getting more complicated for HR departments at every step of the process. Companies need to see that the information they’re requesting and collecting about job seekers at the recruiting, application, interview, and other stages complies with all relevant laws.
It’s not enough to simply say you want your organization to be more diverse. Here are tangible ways you can make it happen.