Being a well-established organization can be a double-edged sword. While name recognition and a firmly-entrenched reputation are attributes desired by many organizations, it also means it can be difficult to adapt company culture and brands to changing markets. These firms are often on the lookout for market disruptors – companies that shatter the paradigm of how things have traditionally been done in an industry. Think, desktop computer, iPhone, Uber, etc.
But even established companies can adapt and disrupt their markets to gain an advantage.
We’ve written previously about some of the differences and similarities between Generation Z and millennials. As time goes by, that topic is becoming increasingly relevant as more and more members of Generation Z — those born between 1995 and 2010 — start entering the workforce.
Forbes contributor Deep Patel wrote a recent article in which he laid out what he sees as the eight greatest ways Generation Z will differ from millennials in the workplace. The article is interesting in the way it reinforces much of what we’ve written previously.
There are many hurdles in the way of increasing diversity and inclusion in the workplace. Some are based on historic inequalities in income, role models and education for minority groups. Some are cultural, involving overt and unconscious biases. And some are simply due to a lack of awareness.
But as covered by Grace Donnelly in an article for Fortune, a new survey from Ernst and Young and ORC International confirms a hurdle to diversity and inclusion that can be said to be driven by apprehension.
We’ve long touted the benefits of diversity and inclusion in the workplace. Inclusion isn't simply something that's "nice to do," or even "the right thing to do." Inclusion, we've been saying for years, is a business imperative. That’s why we’re always excited to see data that backs up what we’ve been telling our clients for the past two decades. And new research by Cloverpop, a cloud app aimed at improving business decision making, does just that. Erik Larson, founder of Cloverpop, discusses the methodology and findings in an article for Forbes.
Just one day after Cam Newton made what were largely interpreted to be sexist comments towards a female sports reporter, he lost out on a major sponsorship deal. This, combined with heavily critical responses from sports media and his team – the Carolina Panthers – distancing themselves from his remarks demonstrate the power of the female consumer to both the NFL and commercial brands in general.
The big news out of Saudi Arabia in September wasn’t ongoing conflict in Yemen or the transition to power of new, young Crown Prince Mohammed bin Salman (“MBS”). Rather, it was the decision of the notoriously conservative Middle Eastern nation to allow women to drive.
There are a number of interesting angles to this story.
We recently covered news on the appointment of Denise Young Smith as Apple’s new Vice President of Diversity and Inclusion. Well, Apple isn’t the only tech giant to add and fill this role. On June 27, Twitter CEO Jack Dorsey announced – via Twitter of course – the appointment of Candi Castleberry Singleton as its new VP of Inclusion and Diversity. Shortly thereafter, CNBC’s Courtney Connley discussed “3 Ways Twitter’s New VP of Inclusion and Diversity Could Shape the Company’s Culture.”
There are a wide range of tools that leaders can use to boost inclusion in their organizations. Some have existed for some time; others have emerged through technological advances and demographic demands. Inclusive leaders can effectively leverage these tools to ensure they are capturing inputs from all areas, and all members, of their organizations. Here’s a look at some tools you can readily implement in your organization.
Apple has been in the news recently. Not just for the introduction of the latest versions of its iPhone—iPhone 8 and 8 Plus, but for the appointment of Denise Young Smith as Apple’s new Vice President of Diversity and Inclusion. But Apple isn’t the only tech giant to add and fill this role. On June 27, Twitter CEO Jack Dorsey announced – via Twitter of course – the appointment of Candi Castleberry Singleton as its new VP of Inclusion and Diversity. Shortly thereafter, CNBC’s Courtney Connley discussed “3 Ways Twitter’s New VP of Inclusion and Diversity Could Shape the Company’s Culture.”
In a recent article for Harvard Business Review, Henrik Bresman and Vinika D. Rao looked at a 19-country survey to analyze the differences and similarities between Generations X, Y and Z. As a quick refresher: Generation X is generally considered to include those born before the 1980s, but after Baby Boomers; Generation Y (Millennials) are those born between the 1980s and the mid 1990s; and Generation Z is roughly defined as the cohort born after 1997.
The survey looked at 18,000 professionals and students across all three generations and in 19 countries. Here are some of the interesting findings reported by Bresman and Vinika.