The Diversity Dividend: How Balancing Your Leadership Team Can Pay Off

Strategy Driven

The call for greater diversity at senior leadership levels is not new, although it has itself become more inclusive, extending beyond gender, race and ethnicity, to encompass age, education, socioeconomic background and sexual orientation, as well as experience, skills and talent. Sadly, none of the 366 public companies surveyed stood out as leaders on both gender and ethnic diversity axis together. In their recent study mentioned above, for example, McKinsey & Co.

GC19: Game-Thinking at Work: Enterprise Gamification Examples | with Jim Wexler

Engaging Leader

Jim Wexler is a digital communication expert and thought leader, helping top companies create digital experiences to deepen engagement, build relationships, and change behavior.

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People Quit Their Boss… Not the Company!

Strategy Driven

Retention is going to be the most important factor in the survival of companies in the next 15 years. Lead by being a positive example. Remember, people quit their boss… not the company!

Three Millennial Mindsets to Embrace and Encourage

Strategy Driven

Common Sense Action and The Can Kicks Back are two prime examples of Millennials leading with a clear problem-solving mindset. Within this collaborative mindset is a new diversity of perspectives and ideas. Seeking diversity in ideas and perspectives to find the best paths forward.

Diversity Is Useless Without Inclusivity

Harvard Business Review

Over the past decade, organizations have worked hard to create diversity within their workforce. Diversity can bring many organizational benefits, including greater customer satisfaction, better market position, successful decision-making, an enhanced ability to reach strategic goals, improved organizational outcomes , and a stronger bottom line. Why don’t we have more diversity in various positions or on teams? He pushes to have a diverse team on all major issues.

“Wellth” is the New Wealth

Strategy Driven

In addition to building fitness and wellness programs into their cultures,top companies are also recognizing the impact of purpose on the emotional wellbeing of their employees (and, ultimately, their bottom line).

6 Things I’m Learning from Millennials

Strategy Driven

I, for example, proudly break the stereotype of the reserved British person by being blunt and speaking my mind; seldom will you find me acquiescing about things I’m passionate about for the sake of English decorum. Diversity-mindedness Connects Us All.

USP 60

What 11 CEOs Have Learned About Championing Diversity

Harvard Business Review

The business case for diversity is clear. Diversity can boost innovation and employee engagement , and companies with greater gender and racial diversity financially outperform their peers. Yet progress within organizations has been slow – there is still a lack of women and minorities in leadership positions, and certain industries like tech and finance are lacking diversity at all levels. And many diversity programs fail. For example, Gap Inc.

Lessons from Yelp’s Empirical Approach to Diversity

Harvard Business Review

Beginning in 2013, a handful of tech companies (including Yelp, where some of us work, Google, LinkedIn, and Facebook) began to research and release data on the diversity of their workforces. These figures were similar at other tech companies, most of which had fewer than 20% of their technical positions filled by women and had low representation of black and Hispanic employees. Across the company, 10% of employees are Hispanic and 6% are black.

Two Types of Diversity Training That Really Work

Harvard Business Review

One of the most common ways that companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results: Some studies show that diversity training is effective , others show it’s ineffective , and still others show that it may actually lead to backlash. This has led to pessimism regarding diversity training, with some claiming it simply doesn’t work.

Diversity Doesn’t Stick Without Inclusion

Harvard Business Review

Leaders have long recognized that a diverse workforce of women, people of color, and LGBT individuals confers a competitive edge in terms of selling products or services to diverse end users. Part of the problem is that “diversity” and “inclusion” are so often lumped together that they’re assumed to be the same thing. In the context of the workplace, diversity equals representation.

What We Learned from Improving Diversity Rates at Pinterest

Harvard Business Review

In today’s workplace, diversity is more than just a buzzword; it’s a way to build a stronger business. At Pinterest, we understand that diverse teams yield smarter , more innovative results, which are essential in the competitive, dynamic tech industry. But businesses have long struggled to increase diversity across all levels. For example, while women typically make up roughly 16 % of software engineers in the U.S. Juan Díaz-Faes for HBR.

How Mindfulness Helped a Workplace Diversity Exercise

Harvard Business Review

A couple of years ago I was invited to facilitate an offsite training for the diversity committee of a Fortune 500 company. In an era in which “diversity” has become a buzzword in the business world, the firm’s interest in the topic was both admirable and understandable. The diversity committee, which had been meeting for about six months, seemed interested in trying something new. Why the Most Common Diversity Programs Don't Work.

The Biases That Punish Racially Diverse Teams

Harvard Business Review

Tech companies, banks, consulting firms, you name it — all are scrambling to create diverse and inclusive environments. Racially diverse groups of jurors exchange a wider range of information during deliberations than racially homogeneous groups, for example.

Teams Solve Problems Faster When They’re More Cognitively Diverse

Harvard Business Review

Looking at the executive teams we work with as consultants and those we teach in the classroom, increased diversity of gender, ethnicity, and age is apparent. Received wisdom is that the more diverse the teams in terms of age, ethnicity, and gender, the more creative and productive they are likely to be. But having run the execution exercise around the world more than 100 times over the last 12 years, we have found no correlation between this type of diversity and performance.

Corporate Diversity Initiatives Should Include White Men

Harvard Business Review

Thus most of the work of diversity and inclusion approaches in companies to date has focused on empowering the “out” groups or training the “in” groups about their unconscious biases. The more companies talk about it all, the more skeptical everyone becomes. Who is calling whom diverse? How many times have I heard executives refer to the fact that they have several “diverse candidates” for a job?

Women and Minorities Are Penalized for Promoting Diversity

Harvard Business Review

For example, both Madeleine Albright and Gloria Steinem were criticized for telling young women that they should support presidential candidate Hillary Clinton. Likewise, Rosalind Brewer, an African-American woman and Sam’s Club CEO, was called racist for advocating for diversity.

How U.S. Army Basic Training Turns Diverse Groups into Teams

Harvard Business Review

We know that diverse teams are more creative and productive than homogenous teams, but how do you get individuals who aren’t alike working together smoothly? As I’ve seen from teaching over 960 recruits as a basic-training company commander in the U.S.

Dinosaurs, Big Consulting Firms and Disruptive Innovation

N2Growth Blog

Thanks to Professor Clayton Christensen of Harvard University and his 1997 landmark book, The Innovator’s Dilemma , we have a new way of understanding the life cycle of companies and why some market leaders maintain their dominant position and other one-time market leaders disappear.

Does Your Leadership Bring Out The Best In Those You Lead?

Tanveer Naseer

Now, to be clear, I’m not simply referring to whether you have a toxic workplace environment within your company’s walls.

The Case for Team Diversity Gets Even Better

Harvard Business Review

We know intuitively that innovation goals are well served by cross-functional “SWAT” teams that are diverse in their membership. As Andy Zynga argued in an earlier post , diversity is a means to overcome the cognitive biases that prevent people from seeing new approaches or engaging them when found. When such diversity is enforced can we expect it to produce results? It isn’t always obvious how to do so, but we at NineSigma can point to an instructive example at AkzoNobel.

28 Leadership Development Recommendations for your Individual Development Plan

Great Leadership By Dan

Examples: an accounting manager could shadow HR for a day or an person in operations could learn more about the sales process. If every leader made the effort to do what they said they would do, and only say what they commit to doing , every time, every company would be better run overnight.

We’re Making the Wrong Case for Diversity in Silicon Valley

Harvard Business Review

Silicon Valley has a problem when it comes to diversity — and everybody knows it. The diversity problem is even starring in a popular show on HBO, Silicon Valley. Here we have one of the least diverse sectors of the U.S. A Social Case for Workplace Diversity.

Measure Your Team’s Intellectual Diversity

Harvard Business Review

This kind of intellectual diversity is more likely to be present when individuals on the team come from different disciplines, backgrounds, and areas of expertise. The Myers-Briggs Type Indicator, for example, divides thinking preferences into four categories: Extroverted or introverted.

Like It or Not, You Are Always Leading by Example

Harvard Business Review

Fortunately, a simple question evokes greater self-awareness and actionable insights than the typical 360 degree review: How do you lead by example? For one, it non-judgmentally presumes people already lead by — and thus set — good examples; for another, it pushes leaders to think harder about how others interpret their behavior. In over 15 years of asking, no one has ever said they can’t, don’t, or won’t lead by example.

Diverse Teams Feel Less Comfortable — and That’s Why They Perform Better

Harvard Business Review

In numerous studies , diversity — both inherent (e.g., For example, a 2009 analysis of 506 companies found that firms with more racial or gender diversity had more sales revenue, more customers, and greater profits. A 2016 analysis of more than 20,000 firms in 91 countries found that companies with more female executives were more profitable. With so much at stake, why aren’t these companies making more headway?

Women In Leadership Is Not A Zero-Sum Game

Tanveer Naseer

In reading Chelsea’s piece, we need to recognize that putting into action measures to increase diversity in today’s organizations – an issue Intel has recently committed themselves to resolving by creating a $300 million fund to increase workplace diversity – is not a zero-sum game.

Merging Two Global Company Cultures

Harvard Business Review

” Nagrath spoke in reference to the company’s Purpose, Values, and Principles (or PVPs), written down in the late-1980’s amid P&G’s internationalization , and later translated to multiple languages.

How To Better Support Introverts In Today’s Workplaces

Tanveer Naseer

Balance in the C-Suite… Numerous studies have demonstrated that diversity on teams brings better results. Moore asserts that diversity does not just refer to racial, gender or international differences but also includes introvert and extrovert personality types.

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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. In fact, neither proposal was adopted by the company, despite the strong showing of shareholder support.

3 Ways Pixar Gains Competitive Advantage from Its Culture

Michael Lee Stallard

Encourage self-expression and diversity of thought. In most companies the overwhelming majority of employees feel that senior management does not value their opinions and ideas. The best ideas can come from anyone in the company so leaders must add to the environment whatever encourages self-expression and diversity of thought. No detail is too insignificant to Catmull when it comes to creating a culture that encourages self-expression and diversity of thought.

The 2010 Execution Round-Up: Six Companies That Couldn't 'Get It.

Strategy Driven

StrategyDriven effective executives, efficient employees Home About The StrategyDriven Organization Our Company Our Contributors Karen K. What did 2010 look like for you and your company? But there’s only one that really matters: Did your company effectively execute its plans and initiatives? So what really differentiates the companies that are able to get things done and deliver consistent results? For example, some of Toyota’s former U.S.

How the Imagined “Rationality” of Engineering Is Hurting Diversity — and Engineering

Harvard Business Review

Just how common are the views on gender espoused in the memo that former Google engineer James Damore was recently fired for distributing on an internal company message board? The flap has women and men in tech — and elsewhere — wondering what their colleagues really think about diversity. Damore’s memo echoes this view, decrying “hiring practices which can effectively lower the bar for ‘diversity’ candidates.”

How to Achieve Better Gender Balance through Succession Planning and Development

Great Leadership By Dan

BETTER BOTTOM LINE : - Companies with more women in leadership have a 35% higher return on equity. Companies with more than three women on their corporate board have an 80% higher return on equity. For example, diverse “action learning” teams often produce the most creative solutions.

Diversity & Leadership | N2Growth Blog

N2Growth Blog

Let me be clear: leadership and diversity should have nothing to do with one another. I’ll take it one step further – I can’t really think of any issue that should be argued or decided solely on the merits of diversity. of virtually every diversity segment.

How Bayer Increased Diversity on Its Senior Team

Harvard Business Review

For the last five years, Bayer has been quietly transitioning from being an international company to a truly global one. “You are not a global company because you do business in 120 countries.

How to Prioritize Your Company’s Projects

Harvard Business Review

When I first joined BNP Paribas Fortis, for example, two younger and more dynamic banks had just overtaken us. Take another real example: a postal service company delivering packages to customers. Like many other postal services, the company has been struggling to survive in an era of increasing competition and digital substitutes. Thousands of employees at this company were facing similar trade-offs every day. Contrast this with other successful companies.

The Biased Manager

Lead Change Blog

Here are a few examples: She’s available for travel. In the example above, the speaker assumes certain differences between in-office and remote workers—stereotypes. How are you limiting yourself, your company, and your employees with your categorizations?

The Most (and Least) Empathetic Companies, 2016

Harvard Business Review

The Empathy Index seeks to answer the question: Which companies are successfully creating empathetic cultures? These are the companies that retain the best people, create environments where diverse teams thrive, and ultimately reap the greatest financial rewards. We break down empathy into categories: ethics, leadership, company culture, brand perception, and public messaging through social media. The leaders were asked to rate the companies’ morality.

Attention Leaders: Five Attitudes to Take to work in 2014

You're Not the Boss of Me

So, with that in mind, here are five attitudes that I think will be necessary for business leaders to take, in achieving success in 2014 and beyond: Attitude # 1: Diversity is not a black and white subject ~ There are a myriad of distinctions between human beings.