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Why diversity programmes should be ditched in the workplace

https://www.weforum.org/agenda/2017/03/why-diversity-programmes-should-be-ditched-in-the-workplace

weforum.org

Why diversity programmes should be ditched in the workplace
Belinda Parmar argues that boosting diversity means ditching diversity programmes.

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Study on Diversity Programmes

"Neither diversity training to extinguish stereotypes, nor diversity performance evaluations to provide feedback and oversight to people making hiring and promotion decisions, have accomplished much.”

University of California 

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Diversity programmes divide, ...

Diversity programmes divide, ...

...separating those on the inside from those trapped outside and reinforcing separate group identities. 

Given that most programmes are voluntary, it is all too easy for self-selection to reinforce attitudes.

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“Privilege is invisible to those who have it.”

“Privilege is invisible to those who have it.”

How do you combat a bias when the very people who have the power and resources to do so are not even aware that it exists?

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Corporate Empathy should replace Diversity

Corporate empathy...

  • affects an organisation in a deeper and more universal way than diversity.
  • has an impact on company culture, product design, complaint handling and the very working environment.
  • sells easier than diversity as diversity’s weakness is that it emphasises otherness.

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SIMILAR ARTICLES & IDEAS:

Why diversity matters.

Why diversity matters.

Diverse Companies with a wide range of employees enjoy broader skill sets, experiences, and points of view.

How to Increase Diversity and Boost Performance

  • Develop an equal opportunity policy.
  • Be transparent about hiring criteria.

  • Improve retention of minority workers.

  • Analyze problems and adapt. Train managers to spot their biases and avoid communicating in ways that unconsciously deter minority candidates.

  • Implement workplace flexibility.

Diversity & Inclusion

Diversity & Inclusion

There is a significant relationship between competitive profit gains and diversity.

Companies with gender, ethnic and racial diversity are at least 15 percent more likely to experience...

5 Lessons for Managing D&I

  • Recognize the Shift in Global Understanding of D&I.  Diverse thinkers come from a variety of different backgrounds.
  • Build an Inclusive Environment. All people are encouraged to draw upon their unique experiences, perspectives and backgrounds to advance business goals.
  • Use Multiple Practices and Measures.  Have solutions in place to monitor and retain a talented and diverse workforce.
  • Ensure Leaders Model Diversity and Inclusion. It sets the tone for the rest of the organization to follow suit.
  • Recognize the Connection Between Innovation and D&I. Diversity and inclusion increase innovation and reduce business risk.

Cognitive Diversity

The concept of cognitive diversity focuses on diversity of thinking and is composed of four dimensions:

  • Perspectives. People represent situations in different ways
  • Interpretations. Through diverse interpretations, teams can discover multiple resolutions.
  • Heuristics. People resolve issues in different ways.
  • Predictive models. Some analyze, and others look for a story. Both are useful for discovering workplace solutions.

Oscar Holmes - PhD Rutgers School

"It’s hard to have a conversation about systemic injustices.  One, [diversity-related topics] are hard to ..."

Oscar Holmes - PhD Rutgers School

Advance Diversity Awareness for thoughtful leaders.

Challenge: Expose Biases too hidden to be seen.

Innovation: An identity survey with easily visible results.

Lesson: More than one social identity is examined at the same time and allows becoming aware of issues related to diversity and privilege.

How to bring the Identity survey to life

  • Do not overestimate your own competency. Life experience alone is not enough to become a diversity expert.
  • Broaden students’ perspective on privilege. A broad spectrum of topics that can reveal differences.
  • Demonstrate authenticity — and grace. Making cultural faux pas is an opportunity for teaching and showing grace.

  • Focus on solutions.  Awareness encourages motivation toward solutions.