The Inclusion Dividend article was written by Mark Kaplan and Mason Donovan. This article focused on the common issue of organizations struggling to implement positive change to diversity and inclusion. The authors made their argument by telling a relatable story of a woman in an upper management position at her firm. It is clear to see from the story that Kim is a very hard worker and is dedicated to her career. As foreshadowed early in the story regarding her having no recollection of her morning commute, she spent the rest of her day on autopilot. A main task for her was to complete her employee evaluation forms. Unfortunately, her positive intentions to complete them earnestly had faltered as she was treading water in her urgent tasks. She may have also unintentionally belittled two of her subordinates when they asked for her attention and she neglected. The authors strongly assert that good intentions are not enough. A slight change in her words can have a much more positive affect on her coworkers. The authors also warned of our inevitable biases in the workplace. At one point in the story Kim seemed to make time for a male executive that she had previously mentored. This happened directly after she had dismissed a south Korean woman of whom she was supposed to be mentoring. This could be or could be perceived to be bias and negatively impact the woman she was supposed to mentor. This is both an example of possible unconscious bias and of the insider-outsider groups that exist in all organizations. The Authors proceeded to explore how this dynamic is present in all levels of organization. The authors then Include a few tips on how to help create more inclusive work environments.
Writing and organizational cultures
Solid work, Dan, though it would be useful to have a bit more of a sense of their project in this text–be explicit about how they are offering a window into the impacts of implicit bias in corporate leaders and what kinds of guidance/suggestion/context they offer.