The traditional approaches guiding DE&I are holding back your progress. An opportunity exists for diversity & inclusion leaders to realize its ineffectiveness and see the bigger picture. Instead of concentrating on tactics such as unconscious bias training and quotas, the future of inclusion calls for a more fundamental, strategic approach.
Every company boss lays claim to integrity. Many have put money behind their words by investing heavily in compliance and conduct to stop people behaving badly. The evidence suggests it hasn’t had much impact. Trust in companies is unchanged over the last decade and the level of observed misconduct was the same in 2015 as in 2009. Behavioral science reveals...
In 1961, the life expectancy of a firm in the S&P 500 was around 61 years. Now it’s less than 18 years. On top of this, only 12.2% of the Fortune 500 companies in 1955 were still on the list in 2014. Meaning that 88% of the companies have merged, gone bankrupt or have simply fallen off the list. What...
The trouble with reorganizations, a bit like diets, is that relatively few achieve what they set out to do. Most reorganizations lead to a fall in stock price, a decline in productivity and a near collapse in customer satisfaction, let alone the detrimental effect on employees. There are glorious exceptions: some organizations have reduced the workforce by up to 40%...
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