EQUITY, DIVERSITY & INCLUSION:
A compilation of resources and articles for those ready to deep dive.
I add more links and articles every week, check back often or connect with me if you have a topic not yet covered here.
EQUITY + DIVERSITY
- A concise but clear argument for assessing how you're treating your current people.
- Measure equity on your team or company along three areas: Salary, Retention and Promotion -- Quick, rad examples and a longer indepth overview.
- What is the ROI on equity and diversity?
- Research finds that every 1% increase in workplace racial diversity correlates with a 9% increase in sales revenue
- A McKinsey’s analysis shows that companies with the most diverse executive boards have earnings that are 14% higher on average
- Other research shows that increased diversity leads to a harder working and more creative workforce.
- Companies with discriminatory practices are more likely to go out of business (correlation analysis pending).
- Women are qualified leaders: "Strong female leadership" on boards equals an ROE of 10.1% (vs 7.4% of boards without significant female representation).
Equity is blocked by bias
Unconscious Bias Tactics: A variety of mindfulness techniques are showing promise in decrease biases: Lovingkindness training is one. Also: Research backs that specific cognitive and communication techniques decrease bias in ourselves and others. The World Values Survey is one of the many tools which shows that attitudes and values can change in a population within one generation. Interesting for understanding a global perspective as well as for reminding us that tactics work, even at a large scale.
PSYCHOLOGY OF INCLUSION
The need for inclusion is a primary neurological need: Newer research suggests that Maslow's hierarchy of needs, well, needs updating. A sense of belonging (or lack thereof) has long been shown to be a primary reward/ threat for the human brain. In addition, a team skilled in inclusive conversation practices (ie sharing and listening to each other equally) will perform better long term, and this factor alone is more important than the talent or intelligence of individual team members.
- Know people fully: Inclusion includes getting to know what core needs matter most to every team member, not just the ones you're besties with. One way to get to know people better (which builds mutual rapport) is to be proactive about spending time with them to ask open questions.
- Understand your orientation: An interesting framework for understanding inclusion is understanding intercultural adaptation.
- Exclusion starts with interruptions: To increase inclusion, break the cycle of men interrupting women, which breaks the cycle of conversations unintentionally reinforcing male status. Note that leadership or power does not matter: Even when in positions of power, gender was 30x more powerful than status or title in determining who interrupts who.
- Use innovative meeting structures: The right meeting structure can increase equity and inclusion in a group without any additional training. One of my favorites for so many reasons is the Challenge Clinic structure. I sometimes merge the sharing structure of the Challenge Clinic with the questions/ agenda of an After Action Review.
Example of how asking for others to be allies is awesome, possible, and not a burden to them.
Self-advocacy: One of the first things I recommend to strengthen our self-advocacy muscle is learning about the psychology of posture and poses (self-advocacy requires confidence from the inside).
HIRING and D+I
Why intuition/human judgement is ineffective:
- Studies show that gender and race, not quality of applicants, impacts who gets hired (small, but interesting study and other duplicated studies).
- Even with the degree, minorities get hired at a fraction of what white applicants do.
- Why unstructured interviewing (ie "hiring via intuition") may be the worst hiring methodology (and why organizations may be slow to change this practice).
- Age-ciphering in resume screening: Name and activities that provide clues about age impact job scoring
Before you go on: Assess your current equity and inclusion practices before you move to hire for diversity. See #1 under Diversity + Equity
"But our talent pool is pretty limited..." and "scarcity" concerns:
- Lessons from the colleges: What if "size of pool" didn't limit our recruitment rates?
- In India, 30% of computer engineers are female, and technical skills are not considered a "masculine" domain.
- Understand what candidates are looking for and change your company to authentically offer that to them: Stack Overflow's 2018 Dev Survey shows that 38% to 42% of women, nonbinary folks, and transgendered folks rank diversity, company culture or professional development opportunities as the top priority when assessing a potential job.
- Use written feedback about candidates to increase interviewer accountability (to judge by criteria, decreases bias) -- heady academic but fascinating article)
- Use other's behavioral questions
- Case study: From 3% to 14% in one year - Etsy and Hacker School improve gender representation in tech.
- Check your job postings for gendered language
- Two-in-the-pool: Why you need 2+ minority candidates on your shortlist (they otherwise stand a zero chance of getting hired).
- Case study: One company's methods for bias-decreasing hiring and interview debriefing
- Eight strategies to consider to increase equity/ attract all the talented people.