Many organizations are aware of the benefits of diversity. A diverse workforce pushes organizations to engage with a variety of points of view, feelings, cultural experiences, and skills that can benefit internal decision making. However, while organizations are actively working to implement policies that increase diversity, they are failing to achieve inclusion, and therefore failing to realize the full potential of their diverse workforce. The question is: How do we move from diversity to inclusion?
Below, we’ve curated a collection of our best research and insights on this subject.
Debate: Does diversity training work?
There are strong motivations for the adoption of diversity training. Making advances in diversity can lend organizations visibility and status, improve talent recruitment, customer orientation, employee satisfaction, and innovation, and, more cynically, can shield organizations from expensive lawsuits. As a result, many organizations have invested heavily in this kind of training. However, recent research has suggested that diversity training may not be effective, and can, in some cases, do more harm than good. So, what does the evidence say? Should companies invest in diversity training or not?
Rotman Short Talks series: Why progress is slow on gender parity
In this video, GATE Director, Sarah Kaplan explains why progress towards gender equality is slow. In it, she focuses on the risks of backlash and the discomfort associated with diversity.