By R. Roosevelt Thomas, David A. Thomas, Robin J. Ely, Meyerson Debra, Harvard Business School Press
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This number of vintage and state-of-the-art articles, and case reviews offers a huge variety of views on affirmative motion, occupation improvement for minorities and ladies, and different HR-related rules.
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Additional resources for Harvard Business Review on Managing Diversity
The company’s top management has now made the link between different identity groups and different approaches to how work gets done and has come to see that there is more than one right way to get positive results. 2. The leadership must recognize both the learning opportunities and the challenges that the expression of different perspectives presents for an organization. In other words, the second precondition is a leadership that is committed to persevering during the long process of learning and relearning that the new paradigm requires.
But even though they escaped each other, both suffered a sense of failure severe enough to threaten their careers. What could have been done to assist them? Well, empathy would not have hurt. But perspective would have been better yet. In their particular company and situation, these two people had placed themselves at the cutting edge of race and Does this program or policy gender relations. They give special consideration needed to know that misto one group? If so, it won’t takes at the cutting edge are different—and potensolve your problem— tially more valuable— and may have caused it.
First Interstate, admittedly, is not a typical bank.
Harvard Business Review on Managing Diversity by R. Roosevelt Thomas, David A. Thomas, Robin J. Ely, Meyerson Debra, Harvard Business School Press