Diverse teams survive longer when facing changes in the business environment
In times of rapid change, will a diverse leadership team work best? When conditions are more settled, is a more homogeneous team required?
Communication is key in reducing prejudice in workforce
“One of the foundations of the theory is that human beings have evolved to have a psychological need for autonomy.”
Men are leaving feminizing occupations
Despite progress toward gender equality in recent decades, most women and men still work in different occupations.
Ageism, sexism and racism still rife in labor market
A series of experiments found the younger white British male was 29% more likely than the 50-year-old black British female to be offered a job interview.
Promotion doesn't add up to gender equity at leading accounting firms
Women in public accounting firms appear to be sidelined into less prestigious, less powerful director positions.
Diversity messages may backfire when companies focus on diversity's benefits for the bottom line
Business case justifications for diversity can make members of underrepresented groups feel they will be judged based on their social identity if they join the company.
Denial of structural racism linked to anti-Black prejudice
People who deny the existence of structural racism are more likely to exhibit anti-Black prejudice and less likely to show racial empathy or openness to diversity.
Seeing members of minority groups everywhere? It's an illusion
Within a social setting most people significantly overestimate the presence of a minority—and this overestimation is made not only by the majority but also by the minority themselves.
Female employment is increasingly at risk due to COVID-19
From the factory floor to the C-suite, women have seen their recent gains in workplace equality eroded by the ongoing health crisis. This is despite a direct relationship between an inclusive work environment and a healthy bottom line.
Multiculturalism in itself is not a resource
What matters most for a multinational’s competitive advantage is not the employment of multicultural personnel, but rather the company’s ability to transform this employee’s unique capacities into strategic human capital resources.
Not enough women and minorities apply for a job? Change the recruitment committee
Recruitment teams and strategic leaders often blame their lack of a diverse workforce on a lack of diverse applicants. A large study of recruitment data suggests a simple and efficient way of increasing diversity in applicant pools: have more diverse recruitment committees and leadership teams.
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