We love best practice resources at Diversity Partners and we thought you might too.
Here are some of our favourite and most topical articles and publications you might find interesting.
Some of them are by or about Diversity Partners, and others relate broadly to diversity, inclusion and/or unconscious bias. Scroll down to specific resources on unconscious bias.
‘The first step to tackling diversity in marketing is from within’, says Dr Katie Spearritt in her article on diversity for the Chartered Institute of Marketing (CIM)'s international magazine for members, Catalyst, issue 1 2019.
CEO, Dr Katie Spearritt, was interviewed for this article 'Lessons for business from the ball-tampering scandal' in the Australian Financial Review, April 2018.
In this webinar on 'Creating an Inclusive Workplace', Dr Katie Spearritt discusses four foundations for creating more diverse and inclusive workplaces. You'll learn more about what diversity and inclusion mean, the importance of visible advocacy by senior leaders, the systemic approach needed for progress, and the value of challenging unconscious biases that inhibit diversity.
The need to establish clear and appropriate metrics regarding recruitment, retention, advancement, pay and representation of women among both business units and support functions is emphasised in this April 2018 article by Boston Consulting Group (BCG). It further dispels the myth that women lack ambition too, pointing instead to the impact of corporate culture: 'The challenge of advancement has nothing to do with women’s ambition'.
Framing inclusion efforts as benefitting and addressing everybody builds support for diversity. This is the finding highlighted by the NeuroLeadership Institute in this fast company article. Sounds counter-intuitive, but we've seen first-hand how it reduces resistance to diversity efforts. 'If you can create one large in-group, you can mitigate the risk of stereotyping and other biases. Everybody feels like they’re on the same team. And crucially, diversity and inclusion can truly reinforce one another,' the authors write.
In October 2017 we published this White Paper, Building Inclusive Workplaces to optimise diversity of talent and ideas, that outlines four foundations for diversity progress and the role that education and training can play.
The value of anchoring diversity efforts with a focus on inclusion is eloquently emphasised in this article 'Diversity doesn't stick without inclusion' in Harvard Business Review: 'Diversity without inclusion is a story of missed opportunities, of employees so used to being overlooked that they no longer share ideas and insights.'
Inclusive teams make better business decisions up to 87% of the time, according to this analysis of approximately 600 business decisions made by 200 different business teams in a wide variety of companies over two years, cited in Forbes magazine. Teams that follow an inclusive process make decisions 2 times faster with 1/2 the meetings, and decisions made and implemented by diverse teams delivered 60% better results.
There are so many useful insights on progressing diversity for leaders in this October 2017 report by McKinsey & Company - Women Matter: Ten years of insights on gender diversity. We particularly recommend the summary of what a truly diverse and inclusive company would look like in the future (on page 75) - attribute one is 'unorthodox' - 'where policies, rules, norms, and practices are constantly challenged, to take into account the needs of all, not just of one dominant group.'
This is one of our favourite articles about the importance of debiasing business decision-making from McKinsey & Company (2017). The Business Logic in Debiasing explains how we can use insights from the fields of psychology and behavioral economics to help organizations take bias as much as possible out of risk decisions.
Working from home can increase employee performance by 13% according to Stanford University research cited in this article.
Research shows that unconscious racism, ageism, and sexism play a big role in who we hire. This Harvard Business Review article identifies several practical tips to help reduce bias in hiring.
Here's an excellent case-study in combating bias in decision-making, explaining how the German electric utility RWE overhauled its processes to help ensure business decisions (including significant potential investments) are not compromised by cognitive biases. 'Debiasing has now become almost a part of our corporate decision-making DNA', says the CFO in an interview in McKinsey Quarterly 2017.
Diversity of thinking approaches is important for decision-making. But it doesn't mean 'anything goes' when expressing views, as the Google memo example highlighted. This article in the Australian Financial Review, includes comments from Dr Katie Spearritt.
We use these evidence-based tenets to guide the design of our unconscious bias training to maximise long-term outcomes: 'Don't give up on unconscious bias training - make it better', Harvard Business Review.
Dr Katie Spearritt was recently interviewed about how diverse teams are helping the Project Management profession - for Project Manager, the official membership magazine of the Australian Institute of Project Management.
This article explains why the myth of racial or gender blindness is useful only to those in the dominant group and an obstacle to equality.
To assist Board directors take a leadership role in progressing gender balance in their own organisations, Boards for Balance: Your Leadership Shadow (2017) focuses on four aspects of leadership: what we say; how we act; what we prioritise; and how we measure. We particularly recommend the tangible action plans at the back of the report.
Being around people who are different from us makes us more creative, more diligent and harder-working, according to research published in the Scientific American journal.
Dr Katie Spearritt's article on 'How to promote diversity in the workplace' features in this publication from the Australian Institute of Management.
This May 2017 article, 'How to react to biased comments at work', from Harvard Business Review has some useful practical tips for individuals and organisations to address the subtleties of unconscious bias.
Diversity Partners prepared this summary report, 'Tapping the Power of Inclusion and Diversity in Urban Water', for the Water Services Association of Australia (WSAA), launched on International Women's Day in 2017.
Diversity Partners published this infographic: 'Practical actions that leaders can take for a more inclusive and innovative workplace', that offers simple tips to improve decision-making, team meetings, and everyday interactions.
At the 2016 Annual General Insurance Seminar hosted by the Actuaries Institute, Dr Katie Spearritt led a session on the value of diversity and reducing biases when making decisions: http://www.actuaries.digital/2016/11/30/gis2016-wrap-up/
Dr Katie Spearritt, speaks about the benefits of diversity in this feature article from the Australian Institute of Management.
One of our favourite articles from Harvard Business Review on how diverse teams perform better because they feel less comfortable.
Gender imbalance in senior financial roles among Australia’s 100 biggest listed companies is the focus of this article, featuring an interview with Dr Katie Spearritt.
Feature article on the importance of board diversity, featuring CEO, Dr Katie Spearritt.
This article about recruitment bias by Katie Spearritt was published in Women's Agenda, May 2014.
Katie Spearritt of Diversity Partners is one expert quoted in this article about the dangers of groupthink, from EY's global magazine Reporting, October 2013
Diversity Partners' Duncan Smith is interviewed about unconscious bias in this article in Resource People (Spring 2013-Summer 2014), published by Australian resource industry peak employer group AMMA
Law firm DLA Piper published this media release about their diversity strategy in September 2012, and included comments from Katie Spearritt of Diversity Partners
This research and discussion paper summarising diversity issues in the Asia Pacific region, that included an interview with Diversity Partners' Katie Spearritt, was published in August 2012 by executive search firm Braithwaite Steiner Pretty (here linked to Odgers Berndtson's TEC blog)
Anglo American issued this media release in June 2012 about hosting a 'Women in Mining and Resources Queensland' diversity event at which Professor Binna Kandola spoke about unconscious bias.
Dr Katie Spearritt, Actuaries Institute Annual conference
Unconscious Bias Resources
Kandola, Binna, The Value of Difference: Eliminating Bias in Organisations, Oxford, Pearn Kandola Publishing, 2009
Kandola, Binna, and Jo Kandolia, The Invention of Difference: The story of gender bias at work. Oxford, Pearn Kandola Publishing, 2009
Banaji, Mahzarin R. and Greenwald, Anthony G,. Blind Spot: Hidden Biases of Good People, New York, Delacorte Press, 2013
Page, Scott E., The Difference: How the Power of Diversity creates Better Groups, Firms, Schools, and Societies, Princeton University Press, 2007 and The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy , Princeton University Press, 2017
Kahneman, Daniel, Thinking, Fast and Slow, New York, Farrar, Straus and Giroux, 2011
YouTube and TED Talks:
https://www.youtube.com/watch?v=NW5s_-Nl3JE (Making the Unconscious Conscious -- Google)
https://www.youtube.com/watch?v=v01SxXui9XQ (Howard Ross: "Everyday Bias: Identifying and Navigating Unconscious Judgments")
https://www.youtube.com/watch?v=Ekg2k3i3I6s (Binna Kandola answers questions on Unconscious Bias)
https://www.youtube.com/watch?v=mWaIE6u3wvw (Daniel Kahneman, Thinking, Fast and Slow)