The killing of George Floyd catalyzed a reckoning around racial injustice that led many corporate leaders to seek to evolve their organizations to meet today’s tremendous societal challenges. Many U.S. organizations have publicly pledged to increase diversity by filling more executive positions with individuals from underrepresented groups. Some boards of directors, like Nike, Starbucks, and Uber have gone further, tying executive compensation to diversity goals.
Research: What Inclusive Companies Have in Common
Data from a survey of 19,000 HBR readers.
June 18, 2021
Summary.
A survey of more than 19,000 HBR readers found that one particular culture style differentiated the diverse and inclusive organizations from those that were not: a learning-oriented culture that emphasizes flexibility, open-mindedness, and exploration, and can equip organizations with the ability to adapt and innovate. To foster a learning-centric culture, leaders should lead by example: being open to new ideas, failure, and feedback; sharing how their own perspectives have changed over time; and recognizing those that think outside the box and take risks.
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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.
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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.