One of the mistakes CEOs often make with their diversity efforts is assuming everyone shares their goals. In my experience — consulting on gender with hundreds of companies — this is rarely the case. Leadership teams are usually not aligned on gender issues and objectives. And if they’re not, you can bet the rest of the organization isn’t either.
Firing James Damore Could Be a Setback for Google’s Diversity Goals
The controversy shows why diversity programs must do more to include white men.
August 10, 2017
Summary.
One of the mistakes CEOs often make with their diversity efforts is assuming everyone shares their goals. In fact, that’s usually not the case. For recent evidence of this, look to Google’s firing of James Damore. This software engineer sent around a lengthy, written commentary characterizing the company’s efforts to create a more gender-balanced workforce as an ideological crusade. The lesson companies should learn from this is simple. If you don’t engage with your “in-group,” their frustration and emotions will come out in the only space they feel is available to them: online, at the water cooler, in your retention statistics, and even, statistics show, in sexually harassing the women they feel are invading “their” turf.
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New!
HBR Learning
Diversity, Inclusion, and Belonging Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Diversity, Inclusion, and Belonging. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
How to build a better, more just workplace.