McKinsey&Company
Diversity is serious business
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Spare the kumbaya. US companies spend $8 billion a year on diversity, equity, and inclusion efforts. But, too often, diversity goals are addressed with heartfelt conversations that don’t change anything. CEOs can make progress by using basic business tools—evidence, metrics, and persistence—rather than verbal niceties. [Fortune] |
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Walk the walk. Most college seniors—58%—expect companies to talk up their diversity efforts during the recruitment process, a 2021 study reveals. Job seekers can assess an employer’s true commitment to diversity by interviewing current employees and looking at who makes up the leadership team. Employers can prove authenticity by communicating their diversity and inclusion goals, progress, and plans to interviewees. [Fast Company] |
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Root out bias. Bias can hide in many places. Unpaid internships, algorithms designed to filter out those who don’t resemble the current employee base, and underlying assumptions about what knowledge, skills, or attributes people need to be successful (that aren’t based on evidence) all work against diversity. |
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Make it real. Companies can take concrete actions to promote diversity. Adopting remote work and locating hubs in places where diverse workers live can broaden the talent pipeline. Sponsorship programs can help diverse employees make the climb to leadership. And being transparent about progress promotes accountability. Listen to our podcast for more on how to foster an inclusive workplace. |
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| — Edited by Katy McLaughlin |
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