Transforming Diversity Hiring to Build an Inclusive and Equitable Organization

HR Digest

Over the last year, a perfect storm of events caused nearly every leader — if they weren’t already — to intentionally start to address the lack of diversity in their organization. Arthur is an LGBTQ+ leader and cofounder of diversity hiring technology company, Mathison.

Making Progress on Diversity and Inclusion Means Getting the Data Right

HR Digest

A global manufacturing company knew they needed to make progress on their diversity and inclusion goals. They can help business and HR leaders measure their progress, assess the impact of their diversity goals, and gain insight into what’s working (and what’s not).

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The Big Picture of Business – Diversity is Important for Business

Strategy Driven

Diversity is most important for business, the economy and quality of life. I have conducted many diversity audits of companies. I have seen corporate America embrace diversity in many practices, including the workforce and suppliers. We are a diverse population, and the same ways of communicating do not have desired effects anymore. Diversity is about so much more than human resources issues. Realize that minority groups are highly diverse.

Smart Benchmarking Starts with Knowing Whom to Compare Yourself To

Harvard Business Review

Comparing your organization to peers – also known as benchmarking – lets you understand how you’re doing, identify performance gaps and opportunities to improve, and highlight peer achievements that you could emulate, or your own achievements to be celebrated. The selection of peer groups is crucial to insightful benchmarking. As noted, there are always many peer groups to choose from, so how does one know which benchmarks will provide the most valuable insights?

Are You Managing Human Capital or Leading People?

The Practical Leader

Do managers talk about “their people?” ” Managers who see others as an “it” or property, might make perfect donors for heart transplants — their hearts have had such little use! This includes listening to, investing in, and actively managing the trends that are shaping today’s world. CEOs rated their number one issue as “impact on society, including income inequality, diversity, and the environment.”

How Anne Erni is taking D&I to the next level

HR Digest

Today, Erni is widely considered one of the most influential leaders in human resources and her company, Audible, one of the most diverse employers in the world. The HR Digest: What is diversity to you? In the space of five years, Anne Erni has transformed Audible, Inc.,

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How Anne Ernie is taking D&I to the next level

HR Digest

Today, Ernie is widely considered one of the most influential leaders in human resources and her company, Audible, one of the most diverse employer in the world. The HR Digest: What is diversity to you? In the space of five years, Anne Ernie has transformed Audible, Inc.,

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Risk Management Best Practice 5a – Monitoring for Organization-Wide Performance Risk Associated with Large Capital Projects

Strategy Driven

Consequently, executive and manager attention and financial support may be disproportionately applied to the capital project(s), particularly in the event of overruns, at the detriment of problem resolution at the organization’s other operating assets. This performance decline results from management’s preoccupation with the large capital project(s) and inattention to the needs of operational assets/units. Corporate Risk Analysis, Management, and Mitigation.

A Diverse Board Is an Independent Board

Harvard Business Review

But with board independence in the spotlight recently, it''s easy to overlook another aspect of good board health that''s just as important to performance: diversity. While not all studies on board diversity reach the same conclusion, many agree that putting women on boards can be a good thing for shareholders. In addition to being a senior manager at the company, she''s the CEO''s spouse. Diversity is a source of independence, and independence is what makes boards valuable.

Five Strategies for Hiring Success

Chart Your Course

The results were part of the NACE’s 2012 Recruiting Benchmarks Survey. Some managers are good interviewers, some aren’t. What if you have an introvert interviewing candidates for a sales manager position; or an extrovert interviewing people for an analyst’s position? As sure as parents and grandparents shake their heads at their children, I’m sure many hiring managers might be put off with the social norms and working styles of recent college graduates.

How My Company Created an Apprenticeship Program to Help Diversify Tech

Harvard Business

Despite recent efforts to increase diversity in tech, the hiring and retention rates of underrepresented groups in the industry remain abysmal. When I took a look at my workforce two years ago, I saw that I hadn’t created a diverse team. In order for our team to match the diversity of America , we’d need 13.4% In future pilots, we will also be increasing the length of diversity and inclusion training to an eight-week program. Deanna Kelly/Getty Images.

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The Performance and Potential Matrix (9 Box Grid) – an Update

Great Leadership By Dan

It can be a valuable tool for anyone who works in talent management, or for any manager. I’ve also used it as a manager as a way to assess and develop my own team. With a little explanation and initial facilitation, managers usually can catch on pretty quickly. If you can afford to send every manager through a $10,000 assessment center, then good for you. Ask the sponsor manager to explain the rationale for the assessment. Establish your “benchmarks”.

Mike Purcell Joins StrategyDriven Power & Utilities Advisory Services Practice

Strategy Driven

Increasing demand for clean, affordable electricity combined with an aging infrastructure, retiring workers, growing regulations, rising capital costs, and intensifying budget pressures challenge utility executives and managers now more than ever. His experience includes within the nuclear oversight, quality assurance, engineering, licensing, performance benchmarking and improvement, training, leadership development, and change management functions.

If Your Business isn’t Agile, You Won’t Have a Future. It’s That Simple

Great Leadership By Dan

So rapid is the pace of new developments, and so diverse the forms of competition, that many large corporations struggle to be agile enough to compete. Yet conventional silos, management practices and mindsets act as brakes on all of these. To build an agile organization requires a revolution in conventional management thinking and practice. And it also means that a new approach to leadership and management is needed.

7 Practical Ways to Reduce Bias in Your Hiring Process

Harvard Business

” In the workplace, this “can stymie diversity, recruiting, promotion, and retention efforts.” “Managers have to learn to de-bias their practices and procedures.” When it comes to biases and hiring, managers need to “think broadly about ways to simplify and standardize the process,” says Bohnet. Gino recommends managers look into providing workers with education and training on the topic. ” Set diversity goals.

Learning Trends Quiz: Are You Pacing With The Current Trends?

Experience to Lead

Do you take microlearning courses to improve your skillset- time management, leadership, or other skills? I use data-driven learning for employees’ performance data, financial data, work analysis, and benchmarking data to keep pace with market trends. Introduction.

Old Management Systems Stifle New Business Models

Harvard Business Review

That’s because even after they determine the right ways to use information to delight their customers, managers must address one equally important challenge. They must update decades-old management systems so they can embrace new digital opportunities. In this article we will present three ways that information-based competition is challenging existing management practices. Where we land is firmly in the face of a management paradox. Ask anyone in technology.

90 Powerful Ways to Become a Highly Successful Leader

Lead from Within

Manage Up, Down And Across. Managing across and down are important, but if you don’t manage up you’re toast. “Up” Check Yourself At Benchmarks. Build a network of diverse perspectives, talents, and intelligence. 85. Celebrate Diversity. The best teams seek out diversity and make the best use of it.

Asking Open-Ended Questions Helps New Managers Build Trust

Harvard Business Review

In many companies and organizations, new managers are selected as a result of their success in technical and operational roles. This seems to be a sensible approach, as the manager needs to understand the challenges facing his or her direct reports. The skill set required to excel in a technical/operational role is different than the skill set required for success as a manager. HBR’s 10 Must Reads on Managing People. Leadership and Managing People Book.

How People Analytics Can Help You Change Process, Culture, and Strategy

Harvard Business

The diversity of local accounting rules precluded perfect standardization, and the geographic dispersion of the teams made it hard for the transformation group to gather information the way they normally would — in conversation. The people analytics team was surprised — as was finance team in that country, which had no reason to benchmark themselves against other countries and had no idea that they were such a bright spot. Analytics Change management Digital Article

Research: Your Firm Probably Isn't an Equal Opportunity Employer

Harvard Business Review

is tackling diversity head-on. The reality is that while your company may manage diversity, it probably doesn''t hold anyone accountable for whether your applicants and employees are treated fairly and without regard to gender, race, and ethnicity in hiring and promotion decisions. Indeed, many human resource managers who had hung their professional hats on affirmative action in the 1960s and 1970s rebranded their focus as "Diversity Management."

4 Self-Improvement Myths That May Be Holding You Back

Harvard Business

A recent report in the Journal of Management noted that of nearly 25,000 academic articles on performance, only a fraction include what psychologists call within person variance , which describes ranges, such as that between individuals’ top, average and worst performances. These assertions are based on a diverse set of fields, including psychology, sports, arts, and leadership. Myth 2: We get better by benchmarking ourselves against others.

Why Aren’t Black Employees Getting More White-Collar Jobs?

Harvard Business

It offered a competitive salary and extensive training, and it could point to several minority leaders in management. When I joined the company, my branch sales manager — someone I considered a field office general — was black, as were many of my instructors. And yet the ecosystem supporting diversity is quite large — government agencies, formal corporate diversity programs, universities, consultants, and dozens of civil rights advocacy groups.

Personal Needs vs. Customer Relationships

Strategy Driven

Some compile complex Customer Relationship Management algorithms to develop and maintain these relationships. “What needs to be understood and managed are the contracts, norms and rules that underlie the relationship between a consumer and brand, and how a brand’s actions fit or violate those norms.” Customer satisfaction is used by 90 percent of companies as a benchmark for success. But the customer satisfaction benchmark is confounding.

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Have You Tied Your Organization’s Goals To Your Noble Cause?

Tanveer Naseer

It’s the reason why some companies have managed to thrive and expand their market base despite the uncertainties present in today’s global economy, because they’re not simply reacting to what’s going on around them. Why do the goals that you’ve set out for your team to accomplish matter?

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Using the performance and potential matrix to assess talent

Great Leadership By Dan

The performance and potential matrix (9 box grid) is one the best talent management tools I’ve ever used. You could also ask for any other relevant information, such as years in current position, diversity status, retention risk, or relocatability. I usually have each manager plot their direct report managers (one level at a time, so we’re comparing apples to apples) and send their completed grid to me. Pick another name until you establish the benchmark.

The Big Picture of Business: Putting Budgeting Into Perspective, The Bigger Picture of Strategic Planning

Strategy Driven

Are budgeting measures used to manage performance? Is the performance management system focused upon outcomes? Can the benchmarking information be accessed regularly? How well can management interpret and apply findings to the decision process? How diverse is the planning committee? How do you handle crisis management and preparedness? Do the measures address both internal management and external perceptions and accountabilities?

The Big Picture of Business – The Fatal Flaws of Corporate Thinking

Strategy Driven

Every astute organization assesses the status of each branch on its Business Tree™ and orients its management and team members to meet constant changes and fluctuations. Managers, by default, see “band-aid surgery” as the only remedy for problems… but only when problems are so evident as to require action. This chapter studies obsolete management styles and corporate cultures that exist in the minds of out-of-touch management.

7 CEO Success Tips – How To Be A Better Leader

N2Growth Blog

The Five Ws Agenda describes how the Strategic Context will perform (performance driven thinking, integration, progress, benchmarks, resources and assessment). Cardinal Rules offer a diverse and engaged treatment to the overall process that leads to success. By Damian D. “Skipper” Pitts. Chair, Organizational Development, N2Growth. By now, we all know that leadership is tough, hard, exciting and demanding.

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Leadership & Political Correctness | N2Growth Blog

N2Growth Blog

Rather they should benchmark their decisions against the question of “is it the right thing to do?” It has spread to pandemic proportions, crossing boarders and cultures, such that you’d be hard pressed to actually find someone under the age of 40 who hasn’t had substantial amounts of “diversity training&#. I'm also troubled by the PC facade of welcoming diversity… until someone offers up an alternative or unacceptable idea.

45 Career Advice Experts Offer Career Success Secrets

Miles Anthony Smith

What is the number #1 characteristic of an employee/contract worker that hiring managers look for when hiring? What is the number #1 characteristic of an employee/contract worker that hiring managers look for when hiring? The #1 characteristic that I believe hiring managers seek in a candidate is flexibility. A professional with proven ability to manage change and work across diverse areas, as required, can be a great asset to an organization.

The Big Picture of Business: Corporate Communications – Correctly Positioning Your Company

Strategy Driven

As companies adjust comfort levels and acquire confidence in the arena of business development, there is a direct relationship to billings, client mix diversity, market share, competitive advantage, stock price and levels of business which enable other planned growth. Top management must endorse corporate imaging and other forms of practice development, if your company is to grow and prosper. Work and abilities of your employees are diverse and creative. Risk management team.

INTERVIEW: Philip Morris International’s Charles Bendotti on Emerging Contemporary Workplace Culture

HR Digest

Through culture, organizations are able to establish and manage their sustainability goals such as social impact, environmental footprint, employee engagement, satisfaction, etc. While most corporate cultures are focused on engineering the most common goal of every business, some employers are repositioning their cultures to address social inequality as well as drive diversity & inclusion. When we talk about subcultures, we of course, need to consider diversity and inclusion.

Stop Putting Off Fun for After You Finish All Your Work

Harvard Business

In our first experiment, we invited 181 passersby at the Museum of Science and Industry in Chicago — working adults from diverse employment backgrounds — to complete two activities. This was our benchmark for the other two conditions, in which we asked the participants to guess the enjoyment ratings of people in the first condition. Work-life balance Stress Time management Digital Article

Win Loss Analysis: A Strategic Imperative | StrategyDriven

Strategy Driven

Benchmark Your Feedback Step 8. This common organizational behavior ultimately corrupts decision making as senior managers make decisions based on inaccurate information derived from prospects who were not fully candid and salespeople who are not in an objective position to gather and share unbiased information. Benchmarking and tracking a company’s sales effectiveness and products and services against the competition.

The Big Picture of Business: Fine Wine, Aged Cheese and Valuable Antiques. Professionals Who Go the Distance.

Strategy Driven

Among the truisms of antiques are: Their quality and workmanship is set by the creator, with inspiration from diverse sources. Who should be the arbitrator and benchmark? Practices for Professionals Big Picture of Business budget development budgeting business big picture business leadership business management Business Tree consultant Corporate Speaker goal setting hank moore keynote speaker strategydriven The Big Picture of Business the business tree

Rating the English Proficiency of Countries and Industries Around the World

Harvard Business

She argues that businesses with strong English skills can buy from and sell to a more diverse range of customers and business partners. Executives usually have lower English levels than the managers they oversee. Benchmark English proficiency. It is important to recognize that English-language training is a strategic investment akin to any other change in management. In the aviation industry, miscommunication can be fatal.

Is the Confidence Gap Between Men and Women a Myth?

Harvard Business

It also reflects how the burden of managing a gender-diverse workplace is placed on the female employees themselves. If employee warmth desired — as might be healthy for a collaborative organizational culture — it should be made an explicit benchmark in employee development, hiring, and evaluation for men as well as women. Paul Garbett for HBR.

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We Interviewed 57 Female CEOs to Find Out How More Women Can Get to the Top

Harvard Business

Throughout the research, Korn Ferry used our best-in-class CEO benchmark, which comprises typical scores for CEOs (virtually all male) who are in the 99th percentile of work engagement, as a touchstone to highlight similarities and underscore differences for the women in the study. They were four years older, when compared with benchmark data, before becoming CEO and brought more-diverse functional and industry experience to the position. Harry Haysom/Getty Images. Only 6.4%

Recommended Resources – An Interview with Paul Leinwand and Cesare Mainardi, authors of The Essential Advantage

Strategy Driven

Moreover, fixed assets are more difficult to leverage across diverse businesses than capabilities, and they tend to expire, become obsolete, or give way to related services. Walmart wrings maximum efficiency from its supply chain by integrating four capabilities – aggressive vendor management, expert point-of-sale data analytics, superior logistics, and rigorous working-capital management – that together deliver ‘everyday low prices’ to consumers.

The Fine Line Between a Collaborative Employee and One Who Doesn’t Get Enough Done

Harvard Business

There is evidence that although their managers may want them to say no to such “extracurricular” projects, there are greater costs for women who decline to help others at the office than for men who do so.). I’ve previously discussed what women like Susan can do to offset these differences and support their own development, but managers, too, play an important role in helping to level the scales. Tony was baffled.

Know Thyself Part II - Smart Emotions

You're Not the Boss of Me

Very basically, The Emotional Intelligence Quotient (EI) allows you to identify, understand and manage your emotions and use them to create rich relationships in your organization and, of course, in other areas of your life too. Leaders who self-manage well are generally controlling their more disruptive emotions and impulses. More specifically, when crises happen, people who have the ability to self-manage well, do not panic or put everyone else in a tizzy.

Research: Index Funds Are Improving Corporate Governance

Harvard Business

At the same time, clients withdrew $207 billion overall from actively managed funds, according to the research firm Morningstar. Since passive investors have dramatically more assets under management, they might be expected to exert more influence over corporate decision making. That’s why critics say passive funds lack the power of exit , the selling of shares (or threatening to sell them) when managers perform poorly. laura schneider FOR HBR.

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