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| business case for dei: Own It Sallie Krawcheck, 2017-01-17 A Wall Street Journal and Washington Post Bestseller, Own It is a new kind of career playbook for a new era of feminism, offering women a new set of rules for professional success: one that plays to their strengths and builds on the power they already have. Weren’t women supposed to have “arrived”? Perhaps with the nation’s first female President, equal pay on the horizon, true diversity in the workplace to come thereafter? Or, at least the end of “fat-shaming” and “locker room talk”? Well, we aren’t quite there yet. But does that mean that progress for women in business has come to a screeching halt? It’s true that the old rules didn’t get us as far as we hoped. But we can go the distance, and we can close the gaps that still exist. We just need a new way. In fact, there are many reasons to be optimistic about the future, says former Wall Street powerhouse-turned-entrepreneur Sallie Krawcheck. That’s because the business world is changing fast –driven largely by technology - and it’s changing in ways that give us more power and opportunities than ever…and even more than we yet realize. Success for professional women will no longer be about trying to compete at the men’s version of the game, she says. And it will no longer be about contorting ourselves to men’s expectations of how powerful people behave. Instead, it’s about embracing and investing in our innate strengths as women - and bringing them proudly and unapologetically, to work. When we do, she says, we gain the power to advance in our careers in more natural ways. We gain the power to initiate courageous conversations in the workplace. We gain the power to forge non-traditional career paths; to leave companies that don’t respect our worth, and instead, go start our own. And we gain the power to invest our economic muscle in making our lives, and the world, better. Here Krawcheck draws on her experiences at the highest levels of business, both as one of the few women at the top rungs of the biggest boy’s club in the world, and as an entrepreneur, to show women how to seize this seismic shift in power to take their careers to the next level. This change is real, and it’s coming fast. It’s time to own it. |
| business case for dei: Diversity, Equity & Inclusion For Dummies Dr. Shirley Davis, 2022-01-12 Strengthen your company culture through inclusive and equitable policies and practices The global workforce and marketplace will continue to undergo dramatic demographic shifts—redefining the workplace, the workers, and how work gets done. Organizations that want to attract and retain the best talent and to capitalize on the full breath of their perspectives and experiences must first reflect our society as a whole, and secondly, must create the right kind of work environment where ALL talent can thrive. That means valuing diversity, creating more equitable policies and practices, and fostering a welcoming and inclusive culture. In Diversity, Equity & Inclusion For Dummies, global workforce expert, and three-time Chief Diversity and Inclusion Officer Dr. Shirley Davis unveils her extensive collection of real-world experiences, stories, case studies, checklists, assessments, tips, and strategies that will give you a deeper understanding of the business impact of DEI and how your role as a leader can contribute to your company's long term success. You'll learn: The fundamentals of DEI and how it drives business performance and impact How to conduct comprehensive DEI organizational assessments to identify systemic and institutional inequities Tactics and strategies for having necessary but difficult conversations, and how to make them impactful Skills and competencies that every leader needs in order to effectively lead the new generation of workers How to operationalize DEI across your organization, measure its impact, and sustain it long term Diversity, Equity & Inclusion For Dummies is a must-read guide for any leader at any level who wants to ready themselves for the workplace of the future and reap the benefits of a full spectrum diverse ideas, backgrounds, and experiences. It also belongs on the reading lists of human resources and DEI professionals actively seeking to go broader, deeper, and have greater impact in their DEI work. |
| business case for dei: Grow the Pie Alex Edmans, 2021-11-11 Should companies be run for profit or purpose? This book shows how they can deliver both-based on rigorous evidence and an actionable framework. This edition, updated to include the pandemic and latest research, explains how managers, investors and citizens can put purpose into practice-and overcome the difficult trade-offs that hold them back. |
| business case for dei: Developing a Business Case Harvard Business Review, 2010-12-02 How do you decide on the best course of action for your company to take advantage of new opportunities? By building a business case. This book provides a framework for building a business case. You'll learn how to: Clearly define the opportunity you'll want to address in your business case Identify and analyze a range of alternatives Recommend one option and assess its risks Create a high-level implementation plan for your proposed alternative Communicate your case to key stakeholders |
| business case for dei: Diversity, Inc. Pamela Newkirk, 2019-10-22 One of Time Magazine's Must-Read Books of 2019 An award-winning journalist shows how workplace diversity initiatives have turned into a profoundly misguided industry--and have done little to bring equality to America's major industries and institutions. Diversity has become the new buzzword, championed by elite institutions from academia to Hollywood to corporate America. In an effort to ensure their organizations represent the racial and ethnic makeup of the country, industry and foundation leaders have pledged hundreds of millions of dollars to commission studies, launch training sessions, and hire consultants and diversity czars. But is it working? In Diversity, Inc., award-winning journalist Pamela Newkirk shines a bright light on the diversity industry, asking the tough questions about what has been effective--and why progress has been so slow. Newkirk highlights the rare success stories, sharing valuable lessons about how other industries can match those gains. But as she argues, despite decades of handwringing, costly initiatives, and uncomfortable conversations, organizations have, apart from a few exceptions, fallen far short of their goals. Diversity, Inc. incisively shows the vast gap between the rhetoric of inclusivity and real achievements. If we are to deliver on the promise of true equality, we need to abandon ineffective, costly measures and commit ourselves to combatting enduring racial attitudes |
| business case for dei: Leading Global Diversity, Equity, and Inclusion Rohini Anand, 2021-11-30 This book offers five proven principles so multinational companies can advance diversity, equity, and inclusion with a nuanced understanding of local contexts across countries and cultures. It's easy to fall into the trap of using a single-culture worldview when implementing global DEI in organizations. But what makes DEI change efforts successful in one country may have opposite, unintended consequences in another. How do companies find the right balance between anchoring their efforts locally while pushing for change that may disrupt existing power dynamics? This is the question at the heart of global DEI work. Along with practical advice and examples, Rohini Anand offers five overarching principles derived from her own experience leading global DEI transformation and interviews with more than sixty-five leaders to provide a through line for leading global DEI transformation in divergent cultures. Local relevance—understanding markets and acknowledging local beliefs, regulations, and history—is essential for global success. This groundbreaking book explicitly details how to take local histories, laws, and practices into account in DEI transformation work while promoting social justice worldwide. |
| business case for dei: HBR'S 10 MUST READS ON DIVERSITY HARVARD BUSINESS REVIEW., 2019 |
| business case for dei: Race, Work, and Leadership Laura Morgan Roberts, Anthony J. Mayo, David A. Thomas, 2019-08-13 Rethinking How to Build Inclusive Organizations Race, Work, and Leadership is a rare and important compilation of essays that examines how race matters in people's experience of work and leadership. What does it mean to be black in corporate America today? How are racial dynamics in organizations changing? How do we build inclusive organizations? Inspired by and developed in conjunction with the research and programming for Harvard Business School's commemoration of the fiftieth anniversary of the founding of the HBS African American Student Union, this groundbreaking book shines new light on these and other timely questions and illuminates the present-day dynamics of race in the workplace. Contributions from top scholars, researchers, and practitioners in leadership, organizational behavior, psychology, sociology, and education test the relevance of long-held assumptions and reconsider the research approaches and interventions needed to understand and advance African Americans in work settings and leadership roles. At a time when--following a peak in 2002--there are fewer African American men and women in corporate leadership roles, Race, Work, and Leadership will stimulate new scholarship and dialogue on the organizational and leadership challenges of African Americans and become the indispensable reference for anyone committed to understanding, studying, and acting on the challenges facing leaders who are building inclusive organizations. |
| business case for dei: Bias Interrupted Joan C. Williams, 2021-11-16 A cutting-edge, relentless, objective approach to inclusion. Companies spend billions of dollars annually on diversity efforts with remarkably few results. Too often diversity efforts rest on the assumption that all that's needed is an earnest conversation about privilege. That's not enough. To truly make progress we need to stop celebrating the problem and instead take effective steps to solve it. In Bias Interrupted, Joan C. Williams shows how it's done, and, reassuringly, how easy it is to get started. One of today's preeminent voices on inclusive workplaces, Williams explains how leaders can use standard business tools—data, metrics, and persistence—to interrupt the bias that is continually transmitted through formal systems like performance appraisals, as well as the informal systems that control access to career-enhancing opportunities. The book presents fresh evidence, based on Williams's exhaustive research and work with companies, that interrupting bias helps every group—including white men. Comprehensive, though compact and straightforward, Bias Interrupted delivers real, practical value in an efficient and accessible manner to an audience that has never needed it more. It's possible to interrupt bias. Here's where you start. |
| business case for dei: Cultures of Belonging Alida Miranda-Wolff, 2022-02-15 Clear, actionable steps for you to build new values, experiences, and perspectives into your organizational culture, infusing it with the diversity, inclusion, and belonging employees need to feel accepted, be their best selves, and do their best work. Bypass the faulty processes and communication styles that make change impossible in so many other organizations; access these practical tools and ideas for increasing diversity, equity, and inclusion (DEI) in your company. Filled with actionable advice Alida Miranda-Wolff learned through her own struggles being an outsider in a work culture that did not value inclusion, and having since worked with over 60 organizations to prioritize DEI initiatives and all the value and richness it adds to the workplace, this roadmap helps leaders: Learn why creating an environment where everyone feels belonging is the new barometer for employee engagement. Develop an understanding of the key terms around DEI and why they matter. Assess where your organization is today. Define and take the small steps that build new muscle memory into an organizational culture. Increase employee engagement, collaboration, innovation, communication, and sense of belonging. Build confidence in how to solve future DEI-related challenges. Get buy-in from colleagues (and even resisters) who can clearly see how to move forward and why. Overcome any limiting work environment and build all new processes and communication priorities that allow your employees to be a part of something greater than themselves while your organization learns to value and embrace the unique experiences and perspective that each employee brings to the company. |
| business case for dei: Inclusive 360 Bernadette Smith, 2021-09-21 Millennials and Generation Z, the largest generations in the workforce, want to work for and do business with organizations that promote equity and inclusion. But how does any organization?or individual?move from good intentions to meaningful action?In Inclusive 360: Proven Solutions for an Equitable Organization, Bernadette Smith delivers a systematic roadmap towards a more diverse, equitable, and inclusive organization. This progressive path is full of inspiring ideas from the world's most innovative companies?easily adapted for one's own organization.Inclusive 360 is not simply about hiring and promotions, and it's not simply about product design, and it's not simply about inclusive marketing?though it addresses all of those things. The result is a comprehensive approach to DEI, relevant to virtually every department within an organization.Everyone has a role to play in creating more equitable workplaces, and Inclusive 360 makes it simpler than ever. |
| business case for dei: The Inclusion Imperative Stephen Frost, 2014-02-03 The Inclusion Imperative showcases the inspiring commitment to inclusion the London Olympic and Paralympic Games' organizing committee espoused, and details the techniques and frameworks that enabled it to truly deliver a 'Games for everyone' at London 2012. Diversity and inclusion expert, Stephen Frost, challenges preconceived ideas and strives to inspire professionals to tackle inclusion in their organizations with courage, creativity and talent. With highly relatable examples, The Inclusion Imperative constitutes the best argument to convince sceptics that real diversity and inclusion can deliver more engaged employees and customers, improved employee recruitment and retention, increase productivity and better group decision-making processes. Real inclusion saves money and improves efficiency in the systems of an organisation, making the world a better place as a by-product. Building on concepts that include Diversity 3.0, detailed process journeys, and procurement governance, this is a must-read for HR and diversity officers frustrated with the guidance currently available, as well as for anyone who recognizes the legacy of the 2012 Games in fostering a tolerant and diverse society. |
| business case for dei: Belonging Sue Unerman, Kathryn Jacob, Mark Edwards, 2020-10-29 The most important business book of the year - Esquire There's never been more discussion around diversity and inclusion in the workplace. From gender pay gaps and the #MeToo movement to Black Lives Matter, it seems that every organization has finally recognised that lasting change needs to happen. Various studies show that the most successful and productive senior management teams are those which are truly diverse and eclectic. Yet there remains only 8 female CEOs of FTSE 100 boards, and only 10 BAME people working in leadership roles across companies in the FTSE 100. While there has been a clear shift in attitudes, actual progress towards more inclusive workspaces has been excruciatingly slow and, in some cases, has ground to a halt. Following extensive research and interviews at over 200 international businesses, Kathryn Jacob, Sue Unerman and Mark Edwards have discovered one major problem that is holding back the move towards greater diversity: why aren't the men getting involved? Most men are not engaged with D&I initiatives in the workplace – at one extreme they may be feeling actively hostile and threatened by the changing cultural landscape. But others may be unmotivated to change – recognising the abstract benefits of diversity but not realising what's in it for them. The time for change is long past. Belonging is the call to action we need today -the tool to turn the men in power into allies as we battle discrimination, harassment, pay gaps, and structural racism and patriarchy at every level of the workplace. The lessons in this book will help us work together to build a better workplace where everyone feels they belong. |
| business case for dei: Inclusion Dividend Mark Kaplan, Mason Donovan, 2016-10-21 In today's increasingly diverse, global, interconnected business world, diversity and inclusion (D&I) is no longer just the right thing to do, it is a core leadership competency and central to the success of business. Working effectively to combat unconscious bias across differences such as gender, culture, generational, race, and sexual orientation not only leads to a more productive, innovative corporate culture but also to a better engagement with customers and clients. The Inclusion Dividend provides a framework to tap the bottom-line impact that results from an inclusive culture. Most leaders have the intent to be inclusive, however translating that intent into a truly inclusive outcome with employees, customers, and other stakeholders requires a focused change effort. The authors explain that challenge and provide straightforward advice on how to achieve the kind of meritocracy that will result in a tangible dividend and move companies ahead of their competition. |
| business case for dei: The Academy of Management Annals James P. Walsh, Arthur P. Brief, 2007 The Academy of Management is proud to announce the inaugural volume of The Academy of Management Annals. This exciting new series follows one guiding principle: The advancement of knowledge is possible only by conducting a thorough examination of what is known and unknown in a given field. Such assessments can be accomplished through comprehensive, critical reviews of the literature--crafted by informed scholars who determine when a line of inquiry has gone astray, and how to steer the research back onto the proper path. The Academy of Management Annals provide just such essential reviews. Written by leading management scholars, the reviews are invaluable for ensuring the timeliness of advanced courses, for designing new investigative approaches, and for identifying faulty methodological or conceptual assumptions. The Annals strive each year to synthesize a vast array of primary research, recognizing past principal contributions while illuminating potential future avenues of inquiry. Volume 1 of the Annals explores a wide spectrum of research: corporate control; nonstandard employment; critical management; physical work environments; public administration team learning; emotions in organizations; leadership and health care; creativity at work; business and the environment; and bias in performance appraisals. Ultimately, academic scholars in management and allied fields (e.g., sociology of organizations and organizational psychology) will see The Academy of Management Annals as a valuable resource to turn to for comprehensive, up-to-date information--published in a single volume every year by the preeminent association for management research. |
| business case for dei: What Works Iris Bohnet, 2016-03-08 Shortlisted for the Financial Times and McKinsey Business Book of the Year Award A Financial Times Best Business Book of the Year A Times Higher Education Book of the Week Best Business Book of the Year, 800-CEO-READ Gender equality is a moral and a business imperative. But unconscious bias holds us back, and de-biasing people’s minds has proven to be difficult and expensive. By de-biasing organizations instead of individuals, we can make smart changes that have big impacts. Presenting research-based solutions, Iris Bohnet hands us the tools we need to move the needle in classrooms and boardrooms, in hiring and promotion, benefiting businesses, governments, and the lives of millions. “Bohnet assembles an impressive assortment of studies that demonstrate how organizations can achieve gender equity in practice...What Works is stuffed with good ideas, many equally simple to implement.” —Carol Tavris, Wall Street Journal “A practical guide for any employer seeking to offset the unconscious bias holding back women in organizations, from orchestras to internet companies.” —Andrew Hill, Financial Times |
| business case for dei: DEI and Intersectional Social Identities at Work Donnalyn Pompper, Tugce Ertem-Eray, 2024-06-13 This book equips readers—both students and communication practitioners—with the theoretical understanding and practical skills they need to support nonprofit and for-profit organizations to create and assess their diversity, equity, inclusion (DEI), and social identity intersectionality goals. Through applied examples of the insider activist role that the communication function plays, the book helps future and current professional communicators navigate organizations toward authentic relationship-building with internal and external audiences. It teaches that embracing DEI includes acknowledging social identity intersectionalities—recognizing that people possess multiple social identity dimensions of age, culture, ethnicity/race, faith/spirituality, gender, physical/psychological ability, sexual orientation, social class, and more. In order to illuminate the theory discussed in the book, each chapter includes thought-provoking situation-opportunity sidebars, discussion questions for drilling deeper into the issues at hand, and case studies with applied lessons about DEI issues. This is an ideal text for advanced undergraduates and graduate courses in organizational communication, strategic communication, marketing communication, human resources, and public relations, as well as for communication practitioners working in these subdisciplines. |
| business case for dei: Applying Data Science Gerhard Svolba, 2017-03-29 See how data science can answer the questions your business faces! Applying Data Science: Business Case Studies Using SAS, by Gerhard Svolba, shows you the benefits of analytics, how to gain more insight into your data, and how to make better decisions. In eight entertaining and real-world case studies, Svolba combines data science and advanced analytics with business questions, illustrating them with data and SAS code. The case studies range from a variety of fields, including performing headcount survival analysis for employee retention, forecasting the demand for new projects, using Monte Carlo simulation to understand outcome distribution, among other topics. The data science methods covered include Kaplan-Meier estimates, Cox Proportional Hazard Regression, ARIMA models, Poisson regression, imputation of missing values, variable clustering, and much more! Written for business analysts, statisticians, data miners, data scientists, and SAS programmers, Applying Data Science bridges the gap between high-level, business-focused books that skimp on the details and technical books that only show SAS code with no business context. |
| business case for dei: Diversity, Equity, and Inclusion (DEI) Management David Wasieleski, James Weber, 2024-08-13 The Business and Society (BAS) 360 book series is an annual publication targeting cutting-edge developments in the broad business and society field, such as stakeholder management, corporate social responsibility and citizenship, business ethics, sustainability, corporate governance and others. |
| business case for dei: Becoming An Inclusive Leader: How To Navigate The 21st Century Global Workforce Shirley Engelmeier, 2014-12-22 The inversion of power within today's global workforce has created an urgent need for the death of command and control style leadership to successfully manage the new democratized workforce. A confluence of factors—including increasingly diverse demographics, personal communications technology that provides a stage for every citizen's voice, and a highly participative Gen Y permeating the workforce—has created an environment where leadership must quickly change to succeed. Employees have an increasing need to be heard and feel that they are contributing to the overall business. Shirley Engelmeier's newest book, Becoming an Inclusive Leader, delivers a timely primer on the new style of leadership required to effectively manage the 21st century workforce and drive success today in any modern organization. Becoming an Inclusive Leader delineates the traits, tools, and behaviors that will drive improved business outcomes. It also offers experience and insights from Fortune 500 leaders at Walmart, FedEx Office, Cisco, Kraft and Sodexo on Inclusive Leadership as the most effective way to effectively manage the new workforce. |
| business case for dei: Diversity, Equity, and Inclusion in Strategic Communications Lee Bush, Karen Lindsey, 2024-08-15 Taking a DEI-first approach, this book teaches students to become culturally proficient communicators by approaching diversity, equity, and inclusion (DEI) with intentionality in every aspect of strategic communications. Those who work in strategic communications play a powerful role in shaping public perceptions and thus have a crucial responsibility to understand and practice the principles of diversity, equity, and inclusion in their work. This book introduces students to DEI theories and concepts and guides them through applying these concepts to communications research, planning, and execution. Chapters in the book align with the courses and competencies most often taught in advertising and public relations programs. It also includes chapters on “Inclusive Leadership” and “Working on Diverse Teams,” as students will need these competencies when working on group class projects and in preparing for internships. The concluding chapter on “Communicating for Social Change” allows students to look beyond advertising and PR as corporate-centered disciplines and expand their understanding of the power of communications to advocate for social justice and change. Ideal for students at the undergraduate level with relevance to graduate students as well, the book can be used as a stand-alone text in DEI communications courses, as a supplement to core advertising or public relations texts, or in modules in advanced communications courses. Online materials for instructors include teaching tips, suggested discussions and activities, student assignments, sample quizzes, and video links. They are available at www.routledge.com/9781032533865. |
| business case for dei: The Diversity Bonus Scott E. Page, 2019-03-26 A book about how businesses and other organizations can improve their performance by tapping the power of differences in how people think. What if workforce diversity is more than simply the right thing to do? What if it can also improve the bottom line? Because it can. The autuor presents overwhelming evidence: teams that include different kinds of thinkers outperform homogenous groups on complex tasks, producing what he calls diversity bonuses. These bonuses include improved problem solving, increased innovation, and more accurate predictions - all of which lead to better results. Drawing on research in economics, psychology, computer science, and many other fields, the book also tells the stories of businesses and organizations that have tapped the power of diversity to solve complex problems. The result changes the way we think about diversity at work-and far beyond |
| business case for dei: Intended Consequences: How to Build Market-Leading Companies with Responsible Innovation Hemant Taneja, Kevin Maney, 2022-01-25 WALL STREET JOURNAL BESTSELLER A pioneering venture capitalist provides an actionable framework for founders and executives to create innovative, enduring companies built for growth and for societal good. The Milton Friedman philosophy that companies exist only to increase shareholder value is dead and buried. The old Silicon Valley tenets of “move fast and break things,” minimum viable products, and hyper engagement at any cost must be replaced with new principles for an era of responsible innovation. We can no longer manage businesses solely for growth. With innovation comes responsibility: to generate returns beyond profits and to recenter technology as a force for good in the world. This requires a shift in the way organizations approach and value work. A company’s mindset—its intent to do good, avoid harmful consequences, and innovate responsibly—is not enough. That mindset must be supported by a business model, a mechanism that leaders must intentionally and proactively build along with the company from the ground up, one that incentivizes and rewards the organization for fulfilling its intentions. Companies need a new set of KCIs, or key consequence indicators, that measure factors such as its impact on customers’ energy consumption, whether its product is being used equally across socioeconomic groups, or if it is actually solving the social problem it is addressing. Not only is this the right thing to do—increasingly, it is what customers, employees, and shareholders demand of business. In this inspiring, practical, and actionable guide, Hemant Taneja: lays out the argument for why a new model of company building and leadership is necessary—and how it can lead to better performance explores why social-good businesses are some of the greatest opportunities today, detailing examples of billion-dollar startups that are addressing inequality, climate change, systemic societal problems, and chronic disease—all while generating profit and positive shareholder returns presents a topic-by-topic road map that addresses business models, artificial intelligence, ethical growth, culture, governance, and good citizenship Intended Consequences is designed as the ultimate playbook for founders, entrepreneurs, leadership teams, and investors on how to build and maintain a responsible innovation company. |
| business case for dei: Dare to Lead Brené Brown, 2018-10-09 #1 NEW YORK TIMES BESTSELLER • Brené Brown has taught us what it means to dare greatly, rise strong, and brave the wilderness. Now, based on new research conducted with leaders, change makers, and culture shifters, she’s showing us how to put those ideas into practice so we can step up and lead. Don’t miss the five-part HBO Max docuseries Brené Brown: Atlas of the Heart! NAMED ONE OF THE BEST BOOKS OF THE YEAR BY BLOOMBERG Leadership is not about titles, status, and wielding power. A leader is anyone who takes responsibility for recognizing the potential in people and ideas, and has the courage to develop that potential. When we dare to lead, we don’t pretend to have the right answers; we stay curious and ask the right questions. We don’t see power as finite and hoard it; we know that power becomes infinite when we share it with others. We don’t avoid difficult conversations and situations; we lean into vulnerability when it’s necessary to do good work. But daring leadership in a culture defined by scarcity, fear, and uncertainty requires skill-building around traits that are deeply and uniquely human. The irony is that we’re choosing not to invest in developing the hearts and minds of leaders at the exact same time as we’re scrambling to figure out what we have to offer that machines and AI can’t do better and faster. What can we do better? Empathy, connection, and courage, to start. Four-time #1 New York Times bestselling author Brené Brown has spent the past two decades studying the emotions and experiences that give meaning to our lives, and the past seven years working with transformative leaders and teams spanning the globe. She found that leaders in organizations ranging from small entrepreneurial startups and family-owned businesses to nonprofits, civic organizations, and Fortune 50 companies all ask the same question: How do you cultivate braver, more daring leaders, and how do you embed the value of courage in your culture? In this new book, Brown uses research, stories, and examples to answer these questions in the no-BS style that millions of readers have come to expect and love. Brown writes, “One of the most important findings of my career is that daring leadership is a collection of four skill sets that are 100 percent teachable, observable, and measurable. It’s learning and unlearning that requires brave work, tough conversations, and showing up with your whole heart. Easy? No. Because choosing courage over comfort is not always our default. Worth it? Always. We want to be brave with our lives and our work. It’s why we’re here.” Whether you’ve read Daring Greatly and Rising Strong or you’re new to Brené Brown’s work, this book is for anyone who wants to step up and into brave leadership. |
| business case for dei: The End of Diversity As We Know It Martin N. Davidson, 2011-11-17 “In plain English, Martin Davidson explains how diversity can make a company more efficient and innovative, which leads to greater profits.” —Reginald Hudlin, producer/director and former President, Black Entertainment Television, Inc. A conversation with a CFO he worked with led Martin Davidson to explore the flaws in how companies typically manage diversity. They don’t integrate diversity into their overall business strategy. They focus on differences that have little impact on their business. And often their diversity efforts end up hindering the professional development of the very people they were designed to help. Davidson explains how what he calls Leveraging DifferenceTM turns persistent diversity problems into solutions that drive business results. Difference becomes a powerful source of sustainable competitive advantage instead of a distracting mandate handed down from HR. To begin with, leaders must identify the differences most important to achieving organizational goals, even if the differences aren’t the obvious ones. The second challenge is to help employees work together to understand the ways these differences matter to the business. Finally, leaders need to experiment with how to use these relevant differences to get things done. Davidson provides compelling examples of how organizations have tackled each of these challenges. Ultimately this is a book about leadership. As with any other strategic imperative, leaders need to take an active role—drive rather than just delegate. Successfully leveraging difference can be what distinguishes an ordinary organization from an extraordinary one. “This extensively researched book moves the diversity paradigm from the human resource cubicle to the whole organization, the tactical to the strategic, the short term to the sustainable, and the domestic to the global.” —Dr. Austin Ifedirah, Founder & Managing Partner, Engagent Health |
| business case for dei: ADKAR Jeff Hiatt, 2006 In his first complete text on the ADKAR model, Jeff Hiatt explains the origin of the model and explores what drives each building block of ADKAR. Learn how to build awareness, create desire, develop knowledge, foster ability and reinforce changes in your organization. The ADKAR Model is changing how we think about managing the people side of change, and provides a powerful foundation to help you succeed at change. |
| business case for dei: The HBR Diversity and Inclusion Collection (5 Books) Harvard Business Review, 2021-04-20 Push forward diversity, equity, inclusion, and racial justice at your organization. The time is now to develop a company culture that seeks and celebrates difference, combats racism, and strives for equity. The HBR Diversity and Inclusion Collection offers the ideas and strategies you need revitalize your D&I efforts for the good of all. Included in this set are: HBR's 10 Must Reads on Diversity HBR's 10 Must Reads on Women and Leadership HBR's 10 Must Reads on Building a Great Culture HBR's 10 Must Reads on Managing Across Cultures Racial Justice: The Insights You Need from Harvard Business Review It contains more than 50 articles selected by HBR's editors from renowned thought leaders such as Sheryl Sandberg, Adam Grant, Robert Livingston, and Joan C. Williams and features the indispensable articles Toward a Racially Just Workplace by Laura Morgan Roberts and Anthony J. Mayo and Making Differences Matter: A New Paradigm for Managing Diversity, by David A. Thomas and Robin J. Ely. The ideas and insights in the HBR Diversity and Inclusion Collection will help you take bold steps toward progress and equality in your company. |
| business case for dei: The Human Equity Advantage Trevor Wilson, 2013-06-04 A fresh approach to the old problem of diversity fatigue Trevor Wilson, global diversity strategist and visionary leader, presents a fresh, new management model that goes beyond the traditional diversity debate towards inclusion and building human capital. Featuring case studies and practical diagnostic tools and assessments, this book will benefit anyone who is interested in improving their business by building on the unique talents of employees' innate strengths, unique abilities, personality, attitude, life experience and virtues. The agent of this change, the driver of the process, is the equitable leader. This important book outlines 8 core competencies that will guide leaders to create equitable and inclusive work environments where employees are valued because of, not in spite of, their differences and each person can be recognized and developed to strive for their highest potential. Includes a new paradigm for diversity initiatives and finds new solutions Reveals the core competencies that help leaders create an equitable and inclusive workplace Shows how companies can improve hiring and retention, reduce turnover, increase productivity, improve teamwork, and ultimately increase the bottom line The Human Equity Advantage gives you the tools to tap into the unique talents and strengths of each employee. |
| business case for dei: Glass Half-Broken Colleen Ammerman, Boris Groysberg, 2021-04-13 Why the gender gap persists and how we can close it. For years women have made up the majority of college-educated workers in the United States. In 2019, the gap between the percentage of women and the percentage of men in the workforce was the smallest on record. But despite these statistics, women remain underrepresented in positions of power and status, with the highest-paying jobs the most gender-imbalanced. Even in fields where the numbers of men and women are roughly equal, or where women actually make up the majority, leadership ranks remain male-dominated. The persistence of these inequalities begs the question: Why haven't we made more progress? In Glass Half-Broken, Colleen Ammerman and Boris Groysberg reveal the pervasive organizational obstacles and managerial actions—limited opportunities for development, lack of role models and sponsors, and bias in hiring, compensation, and promotion—that create gender imbalances. Bringing to light the key findings from the latest research in psychology, sociology, organizational behavior, and economics, Ammerman and Groysberg show that throughout their careers—from entry-level to mid-level to senior-level positions—women get pushed out of the leadership pipeline, each time for different reasons. Presenting organizational and managerial strategies designed to weaken and ultimately break down these barriers, Glass Half-Broken is the authoritative resource that managers and leaders at all levels can use to finally shatter the glass ceiling. |
| business case for dei: Stan Lee Bob Batchelor, 2017-09-15 The Amazing Spider-Man. The Incredible Hulk. The Invincible Iron Man. Black Panther. These are just a few of the iconic superheroes to emerge from the mind of Stan Lee. From the mean streets of Depression-era New York City to recipient of the National Medal of Arts, Lee’s life has been almost as remarkable as the thrilling adventures he spun for decades. From millions of comic books fans of the 1960s through billions of moviegoers around the globe, Stan Lee has touched more people than almost any person in the history of popular culture. In Stan Lee: The Man behind Marvel, Bob Batchelor offers an eye-opening look at this iconic visionary, a man who created (with talented artists) many of history’s most legendary characters. In this energetic and entertaining biography, Batchelor explores how Lee capitalized on natural talent and hard work to become the editor of Marvel Comics as a teenager. After toiling in the industry for decades, Lee threw caution to the wind and went for broke, co-creating the Fantastic Four, Spider-Man, Hulk, Iron Man, the X-Men, the Avengers, and others in a creative flurry that revolutionized comic books for generations of readers. Marvel superheroes became a central part of pop culture, from collecting comics to innovative merchandising, from superhero action figures to the ever-present Spider-Man lunchbox. Batchelor examines many of Lee’s most beloved works, including the 1960s comics that transformed Marvel from a second-rate company to a legendary publisher. This book reveals the risks Lee took to bring the characters to life and Lee’s tireless efforts to make comic books and superheroes part of mainstream culture for more than fifty years. Stan Lee: The Man behind Marvel not only reveals why Lee developed into such a central figure in American entertainment history, but brings to life the cultural significance of comic books and how the superhero genre reflects ideas central to the American experience. Candid, authoritative, and utterly absorbing, this is a biography of a man who dreamed of one day writing the Great American Novel, but ended up doing so much more—changing American culture by creating new worlds and heroes that have entertained generations of readers. |
| business case for dei: Religion and Its Impact on Organizational Behavior Al-Aali, Ebtihaj, Masmoudi, Meryem, AlSaffar, Gardenia Jassim, 2022-02-18 Religion and its effect on individuals in organizations is critical to understand as organizational behavior and culture are dependent upon individual employees. Evaluating the link between religion and organizations is important in today’s world in order to develop organizations and understand employee motivations, perspectives, and ideals. Further research into this link is needed to ensure organizations operate successfully and prosper. Religion and Its Impact on Organizational Behavior seeks to enhance the understanding of theories, concepts, procedures, and processes related to the impact and effect that religion has on the behavior of individuals in organizations. Covering a range of topics such as personality and religion, human perception of religion, and work-related attitudes, this book is ideal for practitioners, industry professionals, business owners, policymakers, researchers, academicians, instructors, and students. |
| business case for dei: Inventing Equal Opportunity Frank Dobbin, 2009-05-26 Equal opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. Yet, as Frank Dobbin demonstrates, corporate personnel experts--not Congress or the courts--were the ones who determined what equal opportunity meant in practice, designing changes in how employers hire, promote, and fire workers, and ultimately defining what discrimination is, and is not, in the American imagination. Dobbin shows how Congress and the courts merely endorsed programs devised by corporate personnel. He traces how the first measures were adopted by military contractors worried that the Kennedy administration would cancel their contracts if they didn't take affirmative action to end discrimination. These measures built on existing personnel programs, many designed to prevent bias against unionists. Dobbin follows the changes in the law as personnel experts invented one wave after another of equal opportunity programs. He examines how corporate personnel formalized hiring and promotion practices in the 1970s to eradicate bias by managers; how in the 1980s they answered Ronald Reagan's threat to end affirmative action by recasting their efforts as diversity-management programs; and how the growing presence of women in the newly named human resources profession has contributed to a focus on sexual harassment and work/life issues. Inventing Equal Opportunity reveals how the personnel profession devised--and ultimately transformed--our understanding of discrimination. |
| business case for dei: Data-Driven DEI Randal Pinkett, 2023-03-07 A practical blueprint for successful, measurable, and impactful DEI initiatives In Data-Driven DEI: The Tools and Metrics You Need to Measure, Analyze, and Improve Diversity, Equity, & Inclusion, Dr. Randal Pinkett, a renowned diversity, equity, and inclusion (DEI) thought leader delivers a practical and evidence-based blueprint to achieving lasting impact with your DEI initiatives. Dr. Pinkett has created a simple, step-by-step process to assess the current state of your DEI, analyze that data to create a personal and organizational action plan, and implement data-driven, science-based, and technology-enabled interventions for greater diversity, equity, and inclusion. The book provides: Tools and instruments to assess your personal preferences and competencies as well as your organizational culture, climate, policies, and practices Strategies and proven practices to mitigate bias, improve decision-making, foster innovation, and expand thinking preferences, cultural competence, inclusive leadership, allyship and more A library of measures, metrics, and key performance indicators (KPIs) to gauge progress, evaluate results and demonstrate impact An indispensable resource for individual contributors, managers, executives, founders, entrepreneurs, and other business leaders, Data-Driven DEI deserves a place on the bookshelf of any professional seeking to have a real-world impact that delivers personal and organizational results. |
| business case for dei: The Wake Up Michelle MiJung Kim, 2021-09-28 This informative guide helps allies who want to go beyond rigid Diversity and Inclusion best practices, with real tools to go from good intentions to making meaningful change in any situation or venue. 2022 NAUTILUS BOOK AWARDS GOLD WINNER 2022 NATIONAL ANTIRACIST BOOK FESTIVAL SELECTION 2021 PORCHLIGHT PERSONAL DEVELOPMENT & HUMAN BEHAVIOR BOOK OF THE YEAR As we become more aware of various social injustices in the world, many of us want to be part of the movement toward positive change. But sometimes our best intentions cause unintended harm, and we fumble. We might feel afraid to say the wrong thing and feel guilt for not doing or knowing enough. Sometimes we might engage in performative allyship rather than thoughtful solidarity, leaving those already marginalized further burdened and exhausted. The feelings of fear, insecurity, inadequacy are all too common among a wide spectrum of changemakers, and they put many at a crossroads between feeling stuck and giving up, or staying grounded to keep going. So how can we go beyond performative allyship to creating real change in ourselves and in the world, together? In The Wake Up, Michelle MiJung Kim shares foundational principles often missing in today’s mainstream conversations around “diversity and inclusion,” inviting readers to deep dive into the challenging and nuanced work of pursuing equity and justice, while exploring various complexities, contradictions, and conflicts inherent in our imperfect world. With a mix of in-the-trenches narrative and accessible unpacking of hot button issues—from inclusive language to representation to cancel culture—Michelle offers sustainable frameworks that guide us how to think, approach, and be in the journey as thoughtfully and powerfully as possible. The Wake Up is divided into four key parts: Grounding: begin by moving beyond good intentions to interrogating our deeper “why” for committing to social justice and uncovering our hidden stories. Orienting: establish a shared understanding around our historical and current context and issues we are trying to solve, starting with dismantling white supremacy. Showing Up: learn critical principles to approach any situation with clarity and build our capacity to work through complexity, nuance, conflict, and imperfections. Moving Together: remember the core of this work is about human lives, and commit to prioritizing humanity, healing, and community. The Wake Up is an urgent call for us to move together while seeing each other’s full and expansive humanity that is at the core of our movement toward justice, healing, and freedom. |
| business case for dei: Authentic Diversity Michelle Silverthorn, 2020-09-08 The nation has transformed. The calls for racial equity are loud and insistent and they are now being listened to. And yet, companies across the country are still far behind when it comes to equity in the workplace. For decades, we've heard variations on the same theme on how to increase diversity and inclusion and we have still not moved. If we want equity to matter inside and outside the workplace, if we want to be real allies for change, then we need a new approach. We need to stop following trends. We need to lead change. In Authentic Diversity, culture change expert and diversity speaker, Michelle Silverthorn, explains how to transform diversity and inclusion from mere lip service into the very heart of leadership. Following the journey of a Black woman in the workplace, leaders learn the old rules of diversity that keep failing her and millions like her again and again, and the new rules they must put in place to make success a reality for everyone. A millennial, immigrant, and Black woman in America, Michelle will show you how to lead a space centered on equity, allyship, and inclusion and how together we can build a new organization, and nation, centered on justice. |
| business case for dei: Leading With Diversity, Equity and Inclusion Joan Marques, Satinder Dhiman, 2022-06-17 This book guides managers and leaders toward greater insight and more deliberate practices in regards to diversity, equity, and inclusion addressing leadership, operations, and the educational environments. The authors consider the qualities of awakened leadership as critical components for establishing and nurturing a diverse, equitable and inclusive work environment. The book argues that the only way destructive conflicts can be resolved on a lasting basis is through profound collaboration, which can be embedded in performance structures by questioning biases, and becoming aware of limiting mindsets and traditions, that keep parts of society subjugated. It offers a wide range of constructive approaches that lead to higher awareness, thus, better understanding and focus on stakeholders. Finally, it presents examples of diversity-engendered issues and their resolutions from around the globe. |
| business case for dei: Inclusive Conversations Mary-Frances Winters, 2020-07-28 What is impressive is not only how Winters builds a case for the urgency and need for bold, inclusive conversations but that she also gives specific strategies and competencies to turn her theory into practice. -Dr. Sheila Robinson, publisher and CEO, Diversity Woman Media Effective dialogue across different dimensions of diversity, such as race, gender, age, religion, or sexual orientation, fosters a sense of belonging and inclusion, which in turn leads to greater productivity, performance, and innovation. Whether in the workplace, faith communities, or educational settings, our differences can tear us apart rather than bring us together if we do not know how to communicate. Recognizing our collective responsibility to earnestly address our differences and increase understanding and empathy will not only enhance organizational goals but will also lead to a healthier, kinder, and more compassionate world. Award-winning diversity, equity, and inclusion consultant Mary-Frances Winters has been leading workshops on what she calls Bold, Inclusive Conversations for years. In this book she offers specific dialogue strategies to foster greater understanding on the following topics: Recognizing the importance of creating equity and sharing power Dealing with the fragility of dominant groups--their discomfort in engaging with historically subordinated groups Addressing the exhaustion historically marginalized groups feel from constantly explaining their different lived experience Exploring how to build trust and create psychologically safe spaces for dialogue This guide is comprehensive for anyone who wants to break down the barriers that separate us and facilitate discussions on potentially polarizing topics. |
| business case for dei: Diversity Intelligence Heidi R. Andersen, 2021-09-27 A practical roadmap to building a diverse and inclusive work culture In Diversity Intelligence: How to Create a Culture of Inclusion for your Business, keynote speaker and diversity and inclusion expert Heidi R. Andersen delivers a step-by-step walkthrough of how to create an inclusive culture, and break down the barriers to achieving diversity. You’ll find practical advice for creating the necessary cultural transformation that results in diversity intelligence, reaching well beneath the surface until it’s embedded in the foundation of your organization. The author describes the tools, methods, concepts, and goals that are essential to this transformation. In this important book, you’ll also: Learn how to properly define “diversity” and make a strong business case for creating a culture of inclusion Explore case studies of companies who successfully managed to implement diversity, inclusion, and sustainable governance initiatives Discover why so many diversity and inclusion programs fail despite the best of managerial intentions Perfect for business owners and founders, board members, executives, managers, change agents, CHRO’s and other business leaders seeking to transform their firm’s culture for the better, Diversity Intelligence is a must-read guide for supporting and driving positive organizational change. |
| business case for dei: The Sponsor Effect Sylvia Ann Hewlett, 2019-05-28 Are you investing in the right people? Many people know the benefit of finding a sponsor--someone who goes beyond traditional mentorship to partner with a junior-level employee to help build their skills, advocate for them when opportunities arise, and open doors. But few realize that being a sponsor is just as important to career growth as finding one. According to new research from economist and thought leader Sylvia Ann Hewlett, senior executives who sponsor rising talent are 53 percent more likely to be promoted than those who don't. Similarly, middle-level managers who have proteges are 167 percent more likely to be given stretch assignments. Well-chosen proteges contribute stellar performance, steadfast loyalty, and capabilities that you, the sponsor, may lack, thus increasing how fast and how far you can go. But how do you find standout proteges, let alone develop them so that they're able to come through for you and your organization? This book has the answers you need. Combining powerful new data and rich examples drawn from in-depth interviews with leaders from companies such as Unilever, Aetna, Blizzard Entertainment, and EY, The Sponsor Effect provides a seven-step playbook for how you can become a successful sponsor. You'll learn to: Identify the right mix of proteges Include those with differing perspectives Inspire your proteges and ignite their ambition Instruct them to develop key skill sets Inspect your picks for performance and loyalty Instigate a deal, detailing the terms of a relationship Invest three ways and reap the rewards Along the way, you'll discover the enormous benefits of investing in these valuable relationships. |
| business case for dei: INdivisible Alison Maitland, Rebekah Steele, 2020-03-23 INdivisible shows how organizations can bridge the gap between the promise and practice of inclusion. Challenging today's piecemeal approaches, it provides a comprehensive framework to achieve visible impact for business, society, and sustainability. It shows how everyone - senior leaders, middle managers and individuals - plays a part.Disruptive global challenges and shifting workforce expectations make it more important than ever to get inclusion right. Organizations need to draw on the skills, strengths and perspectives of the widest possible mix of people to find creative solutions and adapt to these changes. When inclusion flourishes, it galvanizes the whole working environment: attracting talent, fueling innovation, cultivating positive internal and external relationships, raising performance, and preparing organizations for the challenges ahead.Yet many companies struggle to achieve these desired business outcomes. Uncertain what inclusion really looks like, what action to take, or how to measure progress and impact, they too often focus on isolated initiatives.New thinking is needed to close the gap. In this powerful book, Alison Maitland and Rebekah Steele provide an effective way forward. They show why inclusion is indivisible from the way organizations operate and the results they achieve. They give solid facts supporting the business case and step-by-step guidance to make inclusion happen. Inclusion has to be more than an afterthought, more than a few questions in an employee engagement survey, more than offering people a sense of belonging, more than focusing only on single-identity marginalized groups, and more than an end in itself. Addressing the limitations of current initiatives, the book shows that an integrated strategy is needed to fully understand, measure and take action on inclusion.Drawing on their unique Inclusion IMPACT(R) approach, Maitland and Steele present a clear picture of what inclusiveness looks like, compelling case studies, and practical, immediate actions for senior leaders, middle managers and individuals to take.The book contains a whole-system strategic framework, novel measures and scorecards to demonstrate progress and the difference it makes, innovative ideas to design inclusion into the work environment, and a vision of cross-industry collaboration contributing to sustainability and to a more cohesive and caring society. Enhanced with powerful illustrations by J. Rodes Gardner, this ground-breaking book shows how to harness 'the power of everyone'. It is for all who want to create more human and successful organizations - for the leader with the formal title, and the leader inside each individual. |
The business case for Diversity, Equity & Inclusion (DEI). - ACBO
0% drop in turnover risk and a 75% reduction in sick days. A study in the U.S. by Out Now titled “LGBT 2020 — LGBT Diversity Show Me the Business Case” found that the U.S. economy …
Diversity by the Numbers: The Business Case for DEI
members realize that diversity, equity, and inclusion (DEI) is also good for business. When a diverse team with a broad range of backgrounds, experiences, skill sets, and thinking styles …
TOOLKIT Defining and Shifting the DEI Business Case
What is the DEI Business Case? Traditionally, the business case for diversity refers to the concept that diversity, and the thoughts and perspectives obtained from that diversity, …
DEI BUSINESS CASE - nonprofitleadershiplab.com
Scott Paley and Joan Garry joined forces in the summer of 2012 with a shared commitment to do what they could to build thriving nonprofits. Paley’s firm focused on digital marketing to …
THE BUSINESS CASE FOR DIVERSITY INCLUSION - AGC
The arguments for a company including diversity and inclusion as a key business strategy go beyond the moral imperative of “doing the right thing” and focus on the measurable financial …
The Business Case for DEI March 2022 - cdn.ymaws.com
Further, DEI strategies are evolving, with top changes including executive-driven policies, new or improved DEI performance metrics, and increased budgets for female and minority recruiting.
Making the Business Case for DEI - apta.com
Jun 21, 2023 · MoCaFi and Mastercard will continue to build partnerships with transit agencies, systems integrators, and non-profit organizations to solve this challenge. Together, both …
The Business Case for Diversity and Inclusion - Lead Inclusively
85% of CEOs whose organizations have a formal D&I strategy say it has improved the bottom line, enhanced performance, innovation, customer satisfaction & talent attraction. Inclusive …
case for diversity, equity and inclusion in marketing
Business Case for Progressive Marketing”, proved that brands committed to DEI saw greater consumer loyalty (+29%), greater long-term sales impact (+16.3%), and greater pricing power …
The Impact of *DEI on Business Performance and Profitability
The Return on Investment (ROI) of sustatinable governance through DEI can be significant, impacting various aspects of a business. Here's a breakdown of the key areas where DEI …
Diversity wins: How inclusion matters - McKinsey & Company
The business case for inclusion and diversity (I&D) is stronger than ever. For diverse companies, the likelihood of outperforming industry peers on profitability has increased over time, while the …
The State of Diversity, Equity & Inclusion in Business School …
The Center for Equity, Gender, and Leadership (EGAL) at the UC Berkeley Haas School of Business sought to fill this gap by creating a compendium including: (a) case studies with …
FUNDER CASE STUDIES ON DIVERSITY, EQUITY, AND …
case studies work well as a classroom-based learning and discussion tool, whether virtual or in person. A Facilitator’s Guide is available to help lead group learning exercises. See …
Diversity, Equity + Inclusion Best Practices Case Study - Pfizer
Using Pfizer’s focus on data-driven methods to identify both problems and solutions, the D&I team analyzed recruitment, external engagement, individual team and site D&I action plans, job …
5-Step Roadmap to Diversity, Equity, and Inclusion Success in …
Dec 5, 2020 · The business case for diversity is clear: increased revenue, greater innovation, more productivity, better retention, and higher employee satisfaction overall. Yet, if it’s so …
What is diversity, equity, and inclusion? - McKinsey & Company
— The business case for ethnic and cultural diversity is also strong: in 2019, companies in the top quartile bested those in the fourth quartile by 36 percent in profitability. Notably, the likelihood …
The State of Diversity, Equity & Inclusion in Business School …
This study presents an analysis of trends in 1) DEI -related case studies and 2) case studies with diverse protagonists. In discussing diversity, we define diversity as incorporating the wide …
Developing a Diversity, Equity & Inclusion Policy - AIMA
business case as greater DEI can allow firms to attract resource from a greater pool of talent and can improve decision-making processes; and expectations from investors, regulators, and …
THE STATE OF DIVERSITY, EQUITY & INCLUSION IN BUSINESS …
In the DEI-related cases, most focus on entry and mid-level employees in the Workplace (54.88%) followed by Corporate Board / Leadership (15.35%), Marketplace (10.23%), and then General …
Diversity wins: How inclusion matters - McKinsey & Comp…
A stronger business case for diversity, but slow progress overall Our latest analysis reaffirms the strong business case for both gender diversity and …
What is diversity, equity, and inclusion? - McKinsey & Co…
— The business case for ethnic and cultural diversity is also strong: in 2019, companies in the top quartile bested those in the fourth quartile by 36 …
The economic case for reskilling in the UK - McKins…
The economic case for reskilling: How employers can thrive by boosting workers’ skills 2 In about 75 percent of cases, it pays for an organisation to …
The State of Fashion 2021 - McKinsey & Company
business practices and overhaul business models that are exploitative of people and the planet. Looking forward, the industry should set its …
Race in the workplace - McKinsey & Company
University of Virginia’s Darden School of Business. The research on which the report is based was conducted in collaboration with Walmart, the W.K. …
