|eNewsBrief: Hot Topics in Diversity|
|Oct. 4, 2013|
The biggest barrier to true inclusion: 'Covering'
Despite a growing chorus of organizations claiming to have expansive diversity and inclusion efforts, a new report suggests that achieving the full ideal of inclusion remains elusive. To many, the epitome of inclusion is to create an environment in which employees feel comfortable bringing their authentic selves to work. But according to a survey by the Deloitte University Leadership Center for Inclusion, a majority of workers go great lengths to keep certain identity stigmas from looming large — a practice known as "covering."More
4 ways to cultivate greater diversity in your business
When Frito-Lay's Hispanic employee affinity group provided input for a new guacamole-flavored chip, the result was a new $100 million product. And while creating a more diverse employee base probably won't add nine figures to your bottom line, it could put you more in tune with more potential customers. "If everyone looks the same and thinks the same [in your business], you're probably missing out on some important opportunities," says Mason Donovan, co-author of “The Inclusion Dividend: Why Investing in Diversity & Inclusion Pays Off.” Creating a more diverse workplace requires a combination of recruitment and policy initiatives. Here are four of his best practices.More
Why 'thought diversity' is the future of the workplace
The future of workplace diversity is here, and it's not what you think. In fact, it's how you think. While we've long known that gender, race, and cultural diversity create better organizations, the newest workplace frontier is all about our minds. According to a recent study by consulting and professional services company Deloitte, cultivating "diversity of thought" at your business can boost innovation and creative problem-solving. People bring different cultures, backgrounds, and personalities to the table — and those differences shape how they think.More
The value of diversity: Measurement
The goal of diversity measurement should be to look beyond compliance and to focus on performance and behaviors. Measuring impact requires that diversity leaders examine how diversity connects to the larger functions in an organization, using the best possible data to examine how diversity creates value.More
A manager-millennial disconnect
Human Resources Executive Online
There may be more disconnect between millennials (born between 1980 and 2000) and their often-older managers than we thought. And some of the reasons for this may surprise you. In a recent study by Boston-based Millennial Branding and New York-based American Express, 1,000 millennial employees and 1,000 managers said they are on the same page when it comes to the importance of workplace success and how to achieve it, but have very conflicting views on how the two factions can help one another get there.More
Does a lack of diversity among business leaders hinder innovation?
The impact of diverse, inclusive leaders on bottom-line performance is profound. New data show that publicly traded companies with two-dimensional diversity are 45 percent more likely than publicly traded companies lacking it to have grown market share in the past 12 months (48 percent against 33 percent), and 70 percent more likely to have captured a new market (46 percent against 27 percent). The takeaway? Mix it up at the top, and ideas with blockbuster potential will burble up from the bottom.More
Employers face obstacles in helping employees with mental health problems
While most employers offer employee assistance programs, the services continue to be under-used by workers due to the stigma mental illness carries. Creating a workplace culture that reduces that stigma and allows employees to seek help for mental health problems will greatly benefit both the employees in need of EAP services and their organization, according to sources in the mental health and disability fields.More
Is EEOC softening stance on use of criminal background checks?
After getting clobbered by a federal judge a few weeks ago, the EEOC used a query from nine states’ Attorneys General to clarify its position on employers using criminal background checks to screen job applicants. The Attorneys General had written to EEOC chair Jacqueline Berrien to ask that the agency reconsider the stance it took in an enforcement guidance document last April.More