Год выпуска: Fall 2020
Автор: Harvard Business Review USA
Издательство: «Harvard Business Review USA»
Формат: PDF (журнал на английском языке)
Количество страниц: 136
How Companies Can Create Meaningful Change
In the wake of widespread anti-racism demonstrations in the U.S. and across the world, many companies have made unprecedented commitments to diversity and inclusion, launching ad campaigns and task forces and speaking out forcefully against racism, especially anti-Black racism.
Now comes the real test. To shift our economy and society meaningfully toward equity, these acts must be followed by long-term actions. Companies must confront racism at a systemic level, addressing everything from the role they play in the economy at large to their own internal structures. All business leaders must be vocal about race, diversity, and inclusion. And white leaders and employees must work on a personal level to better understand the experiences of their Black and brown colleagues and to see their own biases, histories, and everyday actions in a new light.
This work isn't straightforward; there's a reason that corporate diversity programs have historically failed. But there are proven ways to improve hiring programs, interrupt bias at the team level, interrogate supposedly “color-blind” analytics, and support employees of color. For this special
issue, we've selected from our archive the most practical and important articles HBR has published over the years to help leaders implement these changes and fight racism at work more effectively and sustainably.
In this issue we're also proud to feature the work of Black illustrators on the cover and alongside all the feature articles (many of these were also written by people of color). And though we don't typically make changes to previously published articles, we've also capitalized “Black” throughout this issue, adhering to our new house style that recognizes a shared culture, experience, and history.
Years of research have shown that diverse organizations and teams outperform their peers. But, as Laura Morgan Roberts and Anthony J. Mayo argue in “Toward a Racially Just Workplace,” the fundamental argument for the fight for diversity, equity, and inclusion must be a moral one. We hope that this collection of articles provides a starting place for companies and business leaders to take on this work together.
Harvard Business Review (Fall)
What Systemic Racism Looks Like
- Toward a Racially Just Workplace
- “Dear White Boss...”
- The Costs of Code-Switching
- Why So Many Organizations Stay White
- Hiring Discrimination Against Black Americans Hasn't Declined in 25 Years
- Why Aren't Black Employees Getting More White-Collar Jobs?
- Asian Americans Are the Least-Likely Group in the U.S. to Be Promoted to Management
- How Black Women Describe Navigating Race and Gender in the Workplace
- Even at “Inclusive” Companies, Women of Color Don't Feel Supported
- The Problem with “Color-Blind” Philanthropy
Diversify Your Organization
- Why Diversity Programs Fail
- The Other Diversity Dividend
- Diversity and Authenticity
- “Numbers Take Us Only So Far”
- U.S. Businesses Must Take Meaningful Action Against Racism
- How U.S. Companies Can Support Employees of Color Through the Pandemic
- How Organizations Are Failing Black Workers—and How to Do Better
- The Day-to-Day Work of Diversity and Inclusion
- Why Your Diversity Program May Be Helping Women but Not Minorities (or Vice Versa)
- A Data-Driven Approach to Hiring More-Diverse Talent
- The Unintended Consequences of Diversity Statements
How You Can Be Anti-Racist
- We Just Can't Handle Diversity
- How the Best Bosses Interrupt Bias on Their Teams
- Getting Over Your Fear of Talking About Diversity
- Success Comes from Affirming Your Potential
- People Suffer at Work When They Can't Discuss the Racial Bias They Face Outside of It
- Our Biases Undermine Our Colleagues' Attempts to Be Authentic
- How to Reduce Personal Bias When Hiring
- Focus on Inclusion—Not Just Diversity—to Retain Employees
- For Women and Minorities to Get Ahead, Managers Must Assign Work Fairly
- How Managers Can Promote Healthy Discussions About Race
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