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THE LATEST
RESEARCH
DIVERSITY
A collection of Executive Summaries for easy reference.
We know that diverse teams and companies perform better, are
About This more creative, and are better at solving problems. And yet the
places where we work, particularly in the upper echelons, are
Collection decidedly uniform when it comes to race and gender (read:
mostly white and mostly male).
More and more of that research has been making its way to
HBR. Our JulyAugust 2016 issue explored the complexities of
building diverse organizations, and the number of web articles
on diversity and inclusion published this year represents a
dramatic increase over previous years. Our readers interest also
seems to be growing. Weve fielded requests for more content
on this topic, and here is our answer: a collection of executive
summaries of the best research pieces on diversity published
by HBR in the past few years.
Youll see links to the full articles and related graphics on each
executive summary page. All these articles are available free
with your subscription when you sign in to hbr.org.
Note that links work only in Slide Show view.
15
Why Subtle Bias
16
Getting More
17
If Theres Only
19
The Unintended
20
Women and
Is So Often Black Women One Woman in Consequences Minorities Are
Worse Than into the C-Suite Your Candidate of Diversity Penalized for
Blatant Melinda Marshall Pool, Theres Statements Promoting
Discrimination and Tai Wingfield Statistically No Sonia Kang, Diversity
Eden King and Chance Shell Katherine DeCelles, Stefanie K.
Kristen Jones Be Hired Andrs Tilcsik, and Johnson and
Stefanie K. Sora Jun David R. Hekman
Johnson,
David R. Hekman,
and Elsa T. Chan
30
Help Your
32
Navigating
33
Whos Got
36
Research: Your
38
Defend Your
Employees the Cultural Those Top Firm Probably Research: What
Be Themselves Minefield Jobs? Isnt an Equal Makes a Team
at Work Erin Meyer Peter Cappelli, Opportunity Smarter? More
Dorie Clark and Monika Hamori, Employer Women
Christie Smith and Rocio Bonet Kevin Anita Woolley and
Stainback Thomas W. Malone
and Donald
Tomaskovic-Devey
The inventors who move in [to a state that has adopted an ENDA]
tend to produce 30% more patents than the inventors moving out,
which is consistent with the view that pro-LGBT individuals tend to
be more creative than anti-LGBT individuals.
Read the
Full Article
Affect Women and authors research shows that despite the formal
rules designed to make layoffs transparent and
Minorities fair, women and minorities are disproportionately
affected because their roles are perceived as
expendable.
For the most part, if women and minorities have
made it into management, theyre junior to
midlevel, recently appointed, or working in areas
such as human resources, legal departments, and
public relationsfunctions that are beneficial but
not usually perceived as core to the business.
If companies want to avoid losing ground on
Alexandra Kalev diversity and to retain promising new employees
July 26, 2016
RELATED CONTENT
Graphic
From How Neutral Layoffs
Disproportionately Affect Women
and Minorities
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Why Diversity After Wall Street firms repeatedly had to shell out
millions to settle discrimination lawsuits,
force-feeding can activate bias and encourage
rebellion.
Programs Fail businesses started to get serious about their efforts
to increase diversity. But unfortunately, they dont
However, in their analysis the authors uncovered
numerous diversity tactics that do move the needle,
seem to be getting results: Women and minorities such as recruiting initiatives, mentoring programs,
have not gained much ground in management over and diversity task forces. They engage managers in
the past 20 years. solving the problem, increase contact with women
The problem is, organizations are trying to and minority workers, and promote social
reduce bias with the same kinds of programs accountability. In this article, the authors dig into
theyve been using since the 1960s. And the usual the data, executive interviews, and several
toolsdiversity training, hiring tests, performance examples to shed light on what doesnt work and
ratings, grievance systemstend to make things what does.
worse, not better. The authors analysis of data
from 829 firms over three decades shows that these
tools actually decrease the proportion of women
and minorities in management. Theyre designed to
Frank Dobbin and Alexandra Kalev preempt lawsuits by policing managers decisions
JulyAugust 2016 and actions. But as lab studies show, this kind of
RELATED CONTENT
Graphic
From Why Diversity Programs Fail
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Graphic
From Why Diversity Programs Fail
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Graphic
From We Just Cant
Handle Diversity
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Why Subtle Bias Is So Headlines today are filled with blatant examples of
workplace bias, from employees who give black
unconscious beliefs about women and people of
color.
Often Worse Than coworkers nooses, to pay disparities in soccer, to
supervisors admonitions that women need to get
Some might argue that the evolution of bias from
obvious to subtle is evidence of progress.
Blatant Discrimination along with the boys. These obvious, Unfortunately, however, the authors research
inflammatory, and offensive behaviors deserve shows that subtle discrimination can be even worse
vigorous scrutiny. than overt discrimination.
Yet attention to biass blatant forms should not
divert attention from its subtle ones. Indeed, social
science data shows that people are much more
likely to encounter subtle forms of bias than overt
ones. HR professionals no longer post signs
reading Blacks need not apply, and managers
rarely catcall their female subordinates. Instead,
they might ignore the input of a woman or praise
the eloquence of a black employee. These
Eden King and Kristen Jones behaviors are often unintentional and may reflect
July 13, 2016
RELATED CONTENT
Read the
Full Article
Decades after the womens and civil rights resource groups, although theyre well-intentioned,
Getting More Black movements began, black women appear to have dont help. There are several things leaders and
Women into the C-Suite benefited very little from either, relative to other
women and black men, in terms of empowerment
organizations can do, however, to ensure equal
opportunity for all. The most important? Create a
and advancement. According to the authors, culture in which people at the intersections of
neither movement recognizes their particular functional or affinity identities have equal access
challenges in the workplace. During the research to the attention of leaders or equal opportunity to
for their book, Ambition in Black and White: The earn it.
Feminist Narrative Revised, Marshall and
Wingfield spoke to black women who were
among the first to break racial and gender barriers
in white-collar occupations and to those who
encounter surprisingly similar obstacles today.
The discouraging truth is that while black
women have mentors and strong support networks,
they lack sponsors who will talk them up behind
Melinda Marshall and Tai Wingfield closed doors, steer plum assignments their way,
July 1, 2016 and defend them against detractors. And employee
RELATED CONTENT
Graphic
From If Theres Only One Woman
in Your Candidate Pool, Theres
Statistically No Chance Shell
Be Hired
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Women and Minorities It is well known that people tend to favor and
promote those who are similar to them. But is
religious, gender, and racial differences; valued
working with a diverse group of people; and felt
Are Penalized for everyone treated equally when they do so?
For example, Madeleine Albright and Gloria
comfortable managing people from different racial
or cultural backgrounds.
Promoting Diversity Steinem were criticized for telling young women The researchers discovered that although these
that they should support presidential candidate attitudes didnt actually benefit any of the
Hillary Clinton. Likewise, Rosalind Brewer, an executives in the study, women and nonwhite
African-American woman and the CEO of Sams executives who held them were rated much worse
Club, was called racist for advocating for by their bosses, in terms of competence and
diversity. These widely publicized examples performance, than other women and nonwhite
demonstrate that women and minorities seem to be executives who did not actively promote balance.
scrutinized when they favor those like them, in a The authors discuss possible reasons for this
way that white men are not. disparity.
This idea prompted researchers to examine
whether women and nonwhite executives really are
penalized for helping other women and minorities.
Stefanie K. Johnson and David R. Hekman They surveyed 350 executives on diversity-related
March 23, 2016 issues such as whether they respected cultural,
RELATED CONTENT
Why So Many Why are women in their early thirties leaving your
company? Organizational leaders report that its
Thirtysomething primarily because of flexibility needs and family
demands. But women in their thirties disagree.
Women Are Leaving As a recent global ICEDR study revealed,
according to women themselves (and in sharp
Your Company contrast to the perceptions of their leaders), the
primary factor influencing the decision to leave
their organizations is pay. In fact, women are
actually more likely than men to leave for that
reason.
Not only are womens reasons for leaving
misunderstood, but differences between women
and men are overstated. Four out of the five top
reasons thirtysomething women and men leave
organizations overlap.
Christie Hunter Arscott
March 15, 2016
RELATED CONTENT
Graphic
From Why So Many
Thirtysomething Women
Are Leaving Your Company
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The Biases That Punish Ample research shows racially diverse groups
outperforming racially homogenous groups: They
exactly the same. This means that diverse groups
are at risk of being denied funding that could help
Racially Diverse Teams work harder, exchange a wider range of
information, make more-accurate judgments, and
them succeed down the road.
Organizations can counteract potentially
improve team performance. Despite the evidence, damaging biases first by acknowledging that they
however, most organizations fail to capture the exist. They can also set clear performance
benefits that diverse groups offer. standards before teams are evaluated on their
Why the disconnect? The authors research results and ensure that the racial configuration of
suggests that peoples biases (both conscious and groups is masked for those assessing them. Diverse
unconscious) about diverse groups may be partly to groups themselves should keep these biases in
blame. Their findings were striking: When reading mind and emphasize whats going well to their
a transcript with pictures revealing a groups managers.
composition, people perceived racially diverse
teams as having more relationship conflict than
similar ones. And those teams were less likely to
receive additional resources as a result of these
Katherine W. Phillips, Robert B. Lount Jr., biased perceptions of conflicteven though the
Oliver Sheldon, and Floor Rink objective content of the groups interactions was
February 22, 2016
RELATED CONTENT
Read the
Full Article
RELATED CONTENT
A stunning 72% of [LGBT] ally respondents say they are more likely
to accept a job at a company that is supportive of LGBT employees
than one that is not supportive.
Read the
Full Article
The 5 Biases Pushing Several new studies add to the growing body of
evidence that documents the role of gender bias in
to different degrees and in different ways, but that
black women and Latinas also face a fifth type of
Women Out of STEM driving women out of science careers. The
authors research also indicates that bias, not
bias: isolation from coworkers because of racial
difference.
pipeline issues or personal choices, pushes women
out of scienceand that bias plays out differently
depending on a womans race or ethnicity.
According to Williams, women face four major
patterns of bias at work: having to prove
themselves over and over again; having to walk a
tightrope between being perceived as too feminine
to be competent and too masculine to be likable;
hitting a wall when they decide to have children,
which calls into question their commitment to both
jobs; and finding themselves pitted against other
women for limited opportunities. Her latest study
Joan C. Williams emphasizes that women of color experience these
March 24, 2015
RELATED CONTENT
Nearly half of black women (48%) and Latinas (47%) report having
been mistaken for administrative or custodial staff, an experience far
less common for white (32%) and Asian-American (23%) women
scientists.
Read the Graphic
Full Article Percent of U.S. Women
in STEM Who Report
Graphic
From The 5 Biases Pushing
Women Out of STEM
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Graphic
From Rethink What You Know
About High-Achieving Women
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From Rethink What You Know
About High-Achieving Women
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Help Your Employees Research has shown that hiding our true identities
can cripple professional performance. For
explore five strategies managers can try, including
sharing their own stories of uncovering to make
Be Themselves at Work instance, closeted LGBT employees feel much
more isolated at work than their openly gay peers,
others feel safe doing so, developing an inclusion
index to track data on diversity, and building
and 52% of closeted employees feel their careers genuine connections with employees so that having
have stagnated, compared with just over a third of tough conversations when the time is right is a little
their out colleagues. But its not an issue for less difficult.
LGBT employees alone. A Deloitte University
Leadership Center for Inclusion report reveals that
61% of all employees cover their identities in
some waynot necessarily hiding something, but
downplaying things such as romantic
relationships, family obligations, or mental health
issues for fear of drawing unwanted attention or
making others uncomfortable.
So enabling employees to feel comfortable being
Dorie Clark and Christie Smith themselves could free people to focus on work,
November 03, 2014 unlocking dramatic performance gains. The authors
RELATED CONTENT
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From Help Your Employees
Be Themselves at Work
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From Whos Got Those Top Jobs?
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From Whos Got Those Top Jobs?
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Research: Your Firm Anyone who has hiring responsibilities would like
to think that the U.S. is tackling diversity head-on.
This article takes a historical perspective,
looking at why progress on equal opportunity has
Probably Isnt an Equal But how far have American companies really
come? The authors have been examining what has
stopped.
Graphic
From Research: Your Firm Probably
Isnt An Equal Opportunity Employer
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RELATED CONTENT
Whats the Effect of Pro-LGBT Policies on Men Choose Differently When They Choose
Stock Price? With Other Men
Eric Berger and Nicole Douillet Hristina Nikolova and Cait Lamerton
July 02, 2014 September 14, 2016