The COVID-19 pandemic has produced an economic climate that is challenging for many companies, yet, in the months and years ahead, there will be an economic recovery. As businesses expand hiring and rebuild their organizations, business leaders have the opportunity to rethink the types of organizations they aspire to be. Diversity, equity and inclusion (DEI) should be center stage throughout that process.
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“Being forced to hit the ‘pause’ button amidst this crisis has provided the space to build inclusion into many new hiring and management practices, and I believe our report offers new thinking and approaches to fuel innovation far beyond the end of shelter in place”
A new report, authored by highly respected academic experts at some of the world’s top universities—including Stanford and Harvard—alongside prominent business leaders, offers concrete strategies to help companies get there. “What Works? Evidence-Based Ideas to Increase Diversity, Equity, and Inclusion in the Workplace” provides human resources professionals, diversity officers, front-line managers and interested employees a new set of tools to make their organizations more diverse, thriving environments.
“Our goal with this report was to take the best research and empirical evidence about what works to increase DEI and distill it into clear steps for organizations,” said David Pedulla, associate professor of sociology at Stanford University and organizer of the report. “In the wake of this pandemic, there is a real opportunity for companies to rethink how they approach this set of issues, and I hope this report will serve as a key resource as they walk through that process.”
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Stemming from a conference hosted at the Radcliffe Institute for Advanced Study at Harvard University in 2018, the report focuses on solutions, not problems. After tracing the changes in implicit attitudes and beliefs about different social groups, the report presents a set of evidence-based interventions that companies can deploy to improve diversity. From collecting data and setting clear benchmarks and goals, to including managers in the planning process from the start, concrete and actionable steps are clearly laid out. While the current business climate is undoubtedly challenging, there is an opportunity to step back, reexamine and infuse new creativity into how companies address DEI issues. The report attempts to cut through the current noise and divergent opinions to deliver insights organizations want and need. Additionally, it explores how technological interventions are implicated in the diversity and inclusion equation.
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