Comments on: Diversity Management: Training Exposes Execs’ Hidden Biases

By: Scarlet Ibis

Scarlet Ibis — Sat, 03 Nov 2012 00:44:48 +0000

Race and gender are large issues, people should be selecte for jobs based on how well they can perform.

By: DB

DB — Fri, 17 Aug 2012 12:53:02 +0000

Can you share if they created their 3 phase program in-house or did they have external help? If external, what company? We are looking at implementing something similar where it isn’t a “fix” the minorities development program, but rather – help leadership understand the bias at play when a different measuring stick is used to evaluate performance.

By: LD

LD — Thu, 12 Apr 2012 19:14:14 +0000

I would whole heartedly agree with that assesment. Race is definitly a bigger problem than gender when it comes to diversity in most organizations. Particularly in regards to the fact that most of the women that make up those demographics our white and grouping the two together seems like an attempt to distort that fact.

By: Michael

Michael — Tue, 10 Apr 2012 18:10:53 +0000

Luke,
When I see statements such as: “We have 45% women OR people of color…” I often find that the next question should be: How many of that number are people of color?” Too often the answer is in single digits, but the dismal statistic is masked by inclusion with women (usually overrepresented by white women). The tendency to combine women and people of color in one statistic is usually misleading and intended to suggest a high percentage of people of color.. The next time you interview someone, please think about why corporate heads combine the two demographics.