Using adaptable organization network analysis to reveal patterns that drive inclusion

Posted by Tiffany McDowell, Maya Bodan, India Mullady, and Devon Dickau on April 21, 2020

CX516P_loAmid efforts to emphasize inclusion in addition to diversity, many corporations have struggled to accurately track and measure the sometimes-ambiguous concept of “inclusion.” Diversity—often measured via individuals’ self-reported identities and shared via pie charts and bar graphs—has for decades served as a straightforward metric for companies to assess what they have called “D&I” (or diversity and inclusion) efforts. In reality, point-in-time or longitudinal demographic data are largely only indications of diversity, not inclusion—not to mention that such data typically only includes percentages of a workforce who identify as a specific gender identity (male, female, or nonbinary) and race or ethnicity (for example, Latinx or Black/African American), let alone everyone else. However, assessing progress around inclusion has shown to be more difficult.

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HR Technology’s Role in Activating a Diversity & Inclusion Strategy

Posted by Kathi Enderes, Matthew Shannon on March 6, 2020.

With multiple generations working together and virtual connectivity to talent across the globe, today’s workforce is more diverse than ever. Organizations have much to gain from tapping into this diversity of experience and perspectives. However, 9 out of 10 organizations we surveyed struggle to create an inclusive culture that leverages the power of that diversity to benefit the organization, the workforce, and customers.1

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5 lessons to launch inclusion

Posted by Kathi Enderes and Nehal Nangia on December 17, 2019.

Deloitte research shows that in the last five years, urgency around diversity and inclusion (D&I) has increased by 53 percent.1 The workforce is becoming increasingly diverse, and the business case for the impact of D&I on critical business and talent outcomes (e.g., higher productivity, profitability, and customer satisfaction) has been established.2 But despite several decades of having D&I initiatives in place, close to 40 percent of organizations reported that they don’t attain the anticipated value from their efforts in this area.3 What can organizations do to address this?
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Becoming Simply Irresistible: Positive work environment

Part 3 of 5

Posted by Josh Bersin and Burt Rea on April 23, 2018.

Crafting the employee experience: An ongoing series
As our Simply Irresistible Organization™ model shows (see below), there are five essential elements of employee engagement success: meaningful work, supportive management, positive work environment, growth opportunity, and trust in leadership. In this article (the third of five, you can read the first two here), we’ll discuss the issue of a positive work environment.

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New TEDx talk: How to be smarter and make better choices (in just 13 minutes!)

New TEDx talk: How to be smarter and make better choices (in just 13 minutes!)
Posted by Juliet Bourke on May 10, 2016.

Five years ago I started reading everything I could find on the topic of diversity of thinking and decision making. There was a lot more opinion than fact, so I started doing my own research too. And, because I work in consulting, my team and I did a lot of our research in real workplaces. So our ideas are thoughtful and practical.

I made mistakes—the biggest one was to think that diversity of thinking was a substitute for capability. It’s not. You can’t just put a whole lot of people into a room who know nothing about a topic and assume that diversity of thinking will plug those knowledge gaps. Take it from me—I tried it, it doesn’t work.

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Innovation, high performance, and diversity

Putting the puzzle pieces together

Posted by Juliet Bourke on February 26, 2016.

The discovery of DNA, the breaking of the German Enigma Code, the development of the Black-Scholes Options Pricing and Charles Darwin’s theory of natural selection. Seemingly disparate moments in science, war, and economics—but there’s a unifying theme.

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Lessons from our research: Ways to build a diverse, inclusive organization

Lessons from our research: Ways to build a diverse, inclusive organization

Posted by Josh Bersin on December 17, 2015.

With all the press we read about diversity, inclusion, women in leadership, and the need to be open-minded about religious and cultural differences, one might ask “Is 2016 going to be the year of diversity in business?” Yes, I believe so: this topic has been raised in the public eye, and a broad range of research1 indicates that inclusive and diverse businesses outperform their peers by a significant margin. If you aren’t taking this topic seriously, you should be.
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Diversity: A Key to the Innovation Engine

Posted by Thom McElroyon July 15, 2011

Perhaps my favorite concept in business is the idea of synergy — the thought that the whole of our ideas is greater than the sum of their parts. It only stands to reason that as leaders bring a variety of ideas, background, experience, and personal history together, the outcome is being able to outpace the competition. Emerging from a world where diversity was about “leveling the playing field,” many companies today are realizing that just the opposite is true — diversity is about raising the bar for the whole organization; it is about gaining competitive advantage.

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