I consistently see organizations with unnecessary barriers slowing their D&I efforts down or blocking them altogether. Want to move forward? Here are six opportunities to consider. I will unpack each of these further in following posts:
Joe.Gerstandt
Bio:
With a fresh voice and a fresh perspective, Joe Gerstandt helps organizations truly understand and benefit from diversity, inclusion and innovation. Joe works with Fortune 500 corporations, small non-profits and everything in between, and believes we can no longer afford taking a 20th century approach to these increasingly critical 21st century issues. Check out Joe's work here, read his blog, follow him on Twitter, and connect with him on LinkedIn.
Screen Name:
Joe Gerstandt
History
- Member for
- 11 years 10 months
Articles by Joe Gerstandt
Maybe you have had an experience similar to this…
March 25, 2016
You are a fair employer. You try to look at all candidates equally and don’t discriminate based on demographics. You care about talent. But like it or not, stereotypes and unintentional bias impact our thought process and decisions in complex ways — ways we don’t even realize.
June 8, 2015
February 5, 2015
Some of the folks that I get the most resistance from when talking about bias are recruiters and hiring managers. They love to say things like “bigotry is stupid and bad business,” and “I just want to hire the best person for the job,” and “I don’t care about race.”
July 21, 2014
I do not have a lot of heroes, but one of them is Bayard Rustin. A really visionary and courageous guy. I wish that his story, his work, his life were more well known. A true pioneer…there should be monuments.
June 26, 2014
I am attending and speaking at one of my favorite diversity conferences this week, and on the trip here I overheard a conversation in the airport among 3 co-workers who were taking one of their peers to task, I mean they are letting her have it! Unfortunately for her, and for the organization that these 4 people work for, she was not present and is not likely going to get any of this feedback. Intelligent, competent, educated adults who are talking about each other rather than to each other.
March 24, 2014
One of the books that I find myself recommending a lot is Orbiting the Giant Hairball by Gordon MacKenzie. It is a wonderfully written book touching on organizational culture, authenticity, courage, creativity, expression and other related issues. One of the stories in the book has always stuck with me, since the first time I read it.
October 15, 2013
(The third in a series.)
You have probably heard the phrase:
“A person’s eyes are the window to their soul.”
I have another version:
“How an organization makes decisions is a window into its culture.”
How does your organization make decisions? How do you deal with disagreement?
“We simply decide without thinking much about the decision process.”
-Jim Nightingale
November 15, 2012
The fourth post in a series.
Your organizational chart matters. A little.
In a lot of ways it does not. Ideas, information, trust, influence, opportunity and other resources move through networks of relationships without necessarily adhering to what the org chart says. Social network analysis tools now allow us to make the invisible visible so that we can be more deliberate in our approach to networks. There are a couple of big opportunities here:
October 1, 2012
This report, generated by Institute For The Future for the University of Phoenix Research Institute:
July 24, 2012
We are pretty good at knowing what our point of view is (and we are pretty good at thinking highly of our point of view). We are also good at knowing when someone disagrees with our delightful point of view. We are not quite so good at understanding why they disagree with us.
May 14, 2012
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It's not enough for an HR professional to get the basics right. Becoming a strategic business partner in your organization is also about knowing the right people and being able to establish and manage key relationships. The most effective HR leaders understand the importance of alliances in influencing behavior and overcoming resistance. Could you use more influence?
April 16, 2012
With 20 slides and 5 minutes, Joe Gerstandt brings a new clarity to what diversity is, why it matters and how it shows up in our work and our relationships with others.
December 16, 2011
As a loud and proud advocate for diversity and inclusion, I am supposed to be all about harmony right? Well, I am not. Harmony scares me.
At the core of the definition of harmony is:
a consistent, orderly, or pleasing arrangement of parts; congruity
November 21, 2011