Group C - DEI Notes and Discussion Questions - 2

Article 1: Diversity wins: How inclusion matters.
- DEI: diversity, equity, and inclusion.

- Diversity strengthens: Companies with diverse leadership teams (in terms of gender
and ethnicity) are more likely to outperform financially. This correlation has grown
stronger over time. Example: Companies with more than 30% women executives were
more likely to outperform companies where this percentage ranged from 10 to 30%.
- Diversity winners vs. laggards: The report identifies a growing gap between
companies that are making progress in diversity and those that are not. Companies that
fall behind in diversity and inclusion often need a more strategic approach and
commitment from leadership.
- Inclusion is key: Just having a diverse workforce isn't enough. Companies need to
foster a culture of inclusion to foster a safe space for open communication, where
everyone feels comfortable sharing their ideas and challenging assumptions. This can
lead to employee engagement and innovation, better decision-making, and a stronger
overall strategy.
- Focus on bold action: The report emphasizes the need for companies to take concrete
steps to create a more inclusive workplace.
● Unconscious bias training: Educate employees on unconscious bias and its
impact on decision-making. This can help create a more aware and equitable
workplace.
● Mentorship programs: Connect diverse employees with mentors who can provide
guidance and support.
● Employee resource groups (ERGs): Empower employee-led groups focused on
specific identities or backgrounds to foster a sense of community and belonging
for underrepresented groups.
● Regular feedback mechanisms: Create regular opportunities for employees to
provide feedback on the company culture and inclusion efforts, to identify and
address any lingering issues.
- Data analysis includes employee sentiment: The report incorporates social listening
to understand how employee sentiment is linked to diversity and inclusion efforts.
Article 2: How does Diversity Improve Business Performance and ROI

Diversity comes in many shapes and sizes. Attributes such as religion or sexual orientation are
equally relevant as race or gender dimensions. For this reason, Marilyn Loden developed the
Diversity Wheel to consider other less visible dimensions. It maps out three core dimensions:
- Internal dimensions (visible): these dimensions have influenced our lives and are
often the most visible characteristics (traits we are born with) Ex: race, beliefs, age,
economic background, language use…
- External dimensions (less visible): these are important to our identity but they are
things we have greater control over (weight or relationship status). Ex: educational
background, geographical location…
- The organizational form of differences: these dimensions contribute to our work
experience and communication styles. Ex: management status, work location, work
expertise
Employees are the ones who value diversity, according to Glassdoor, 57% of employees think
their companies should be more diverse.
A diverse workforce goes beyond having a good reputation. It is a key advantage.
According to McKinsey, companies that are in the top quartile for ethnic diversity are 35% more
likely to have better financial returns than industry medians.
Historically, diversity efforts have focused narrowly on the core dimensions within the inner
circles of the diversity wheel, neglecting others. However, according to "The Future of Jobs
Report" by the World Economic Forum, numerous studies have consistently shown that diversity
in the workforce brings significant business advantages. There is a pressing need for
fundamental changes in how diversity issues are perceived and addressed to overcome
longstanding barriers. It's only a matter of time before a genuinely diverse human capital,
encompassing all three circles, becomes integral to a company's financial metrics. While it may
seem like a distant goal, demonstrating the financial benefits of diversity will greatly advance
these efforts, bridging the gap between aspiration and reality.
Article 3: Why corporate diversity programmes fail and how small tweaks can have a big
impact
- Example: incident at Starbucks in 2018 to show the limitations of diversity training
programs.
- Highlights the need for systemic changes to address structural racism in corporations.
Critique of traditional diversity programs:

- Emphasizes the ineffectiveness of common diversity tools like one-shot bias training and
employee resource groups.
- These tools fail to address the root causes of bias and discrimination in business
systems.
Proposal of evidence-based solutions:

- Introduces the concept of "bias interrupters" as evidence-based strategies to mitigate
workplace bias.
- Advocates for the use of metrics to track progress in promoting diversity and inclusion.
Bias patterns:
- Describes various patterns of bias, including "prove it again," "the tightrope," and "the
maternal wall."
- Provides examples and research findings to illustrate how these biases
disproportionately affect marginalized groups.
Benefits of addressing bias:

- It benefits all employees, not just those from underrepresented groups.
- Highlights the importance of evidence-based approaches in driving meaningful change.
Article 4: How the best bosses interrupt bias on their teams

https://hbr.org/2019/11/how-the-best-bosses-interrupt-bias-on-their-teams
- The article highlights various forms of bias that affect workplaces, including having to
prove oneself constantly, limited acceptable behaviours, and challenges faced by women
with children.
- Focus on interrupting bias: While anti-bias training often fails, managers can actively
interrupt bias. Individual leaders can play a significant role in interrupting bias within their
teams. Understanding and addressing biases in everyday interactions is key.
- Hiring practices: To help mitigate the bias, the article suggests creating a diverse hiring
pool by using objective criteria, avoiding referral hiring, and structuring interviews with
skills-based questions.
- Performance reviews and promotions: Clear evaluation criteria with a focus on
performance and skills are crucial. Encouraging self-promotion and having a transparent
process for promotions can help reduce bias.
Article 5: 10 steps businesses can take to improve Diversity and Inclusion in their
workplace
We often quickly form opinions about others based on learned habits and prejudices that are
deeply ingrained in our culture. These biases are so deeply rooted that we absorb them
unconsciously, much like breathing air.
The text discusses various biases that exist in society, such as confirmation bias, similarity bias,
and beauty bias. It illustrates how these biases influence our perceptions and interactions,
shaping our social norms and cultural expectations. Furthermore, the text delves into the
concept of white privilege, highlighting its pervasive influence in American society and providing
examples of its manifestations.
It emphasizes the importance of acknowledging and addressing biases, particularly in the

context of racial inequality and discrimination. The author reflects on their journey of
understanding and confronting biases, recognizing the limitations of colourblindness and
advocating for active anti-racism.
Moreover, the text calls for action to address diversity and inclusion in the workplace,
recognizing the significant impact of workplace culture on individuals' experiences and
opportunities. It seeks insights from Black and minority leaders in various fields to contribute to
the discussion on diversity and inclusion initiatives.
In summary, the text encourages readers to confront biases, actively engage in anti-racism
efforts, and promote diversity and inclusion in both societal and workplace contexts.
The text outlines ten actionable steps that businesses can take to enhance diversity and
inclusion within their workforce:
1. Adjust Hiring and Recruitment Processes: Address bias in referral-based hiring

programs and implement strategies to mitigate unconscious bias in the hiring process.
2. Establish Mentorship Programs: Foster diversity in recruitment through mentorship
initiatives, which have been shown to increase minority representation in management.
3. Acknowledge Lack of Diversity: Recognize and openly acknowledge the current lack
of diversity within the organization as a crucial step towards implementing change.
4. Offer Diversity Training: Provide voluntary diversity training opportunities to educate
employees and create a culture of inclusion.
5. Change Language Use: Use clear and explicit language to communicate the
organization's commitment to racial diversity and inclusion.
6. Revamp Grievance and Complaint Systems: Implement flexible complaint systems
and affinity groups to address workplace issues related to diversity and inclusion.
7. Celebrate All Religions and Cultures: Recognize and celebrate holidays and traditions
from various cultures to promote inclusivity in the workplace.
8. Implement Cross-Training Programs: Offer cross-training opportunities to promote
collaboration and understanding among employees from diverse backgrounds.
9. Generate Transparency in Raises: Increase awareness of pay discrepancies and
promote transparency in salary structures to address inequality.
10. Hire Diversity Managers: Recruit dedicated diversity managers to prioritize and
promote diversity initiatives within the organization.
Questions
Q1. Is the emphasis on diversity and inclusion in companies driven by a genuine commitment to
social justice, or are there underlying motives tied to improving financial performance and public
image?
Q2. In what ways do the bias patterns perpetuate inequality and hinder progress toward
achieving genuine diversity, equity, and inclusion in the workplace?
Q3. What role do individual leaders play in interrupting bias within their teams?
Q4. Is the concept of "color-blindness" in the workplace truly effective in promoting equity and
inclusion, or does it perpetuate a system of ignoring systemic inequalities?
Q5. Are employee resource groups (ERGs) effective in fostering inclusivity, or do they
inadvertently lead to segregation and reinforce divisions within the workforce?

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Article 1: Diversity wins: How inclusion matters.

- DEI: diversity, equity, and inclusion.

Article 2: How does Diversity Improve Business Performance and ROI

A diverse workforce goes beyond having a good reputation. It is a key advantage.

Critique of traditional diversity programs:

Proposal of evidence-based solutions:

Benefits of addressing bias:

Article 4: How the best bosses interrupt bias on their teams

It emphasizes the importance of acknowledging and addressing biases, particularly in the

1. Adjust Hiring and Recruitment Processes: Address bias in referral-based hiring

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