As political rhetoric becomes more divisive, public and private organisations have been moving in the opposite direction: putting diversity and inclusion centre stage.
But who is responsible for ensuring that such programmes actually make a difference to organisations and people? And how do we make sure that words translate into action?
In this week's episode of The GoodPractice Podcast, Ross G is joined by Cat MacLeod and Reed Business Information's Sukh Pabial to share their ideas.
You can get the latest episode of the podcast using one of the following links.
Sukh podcasts at threegood.podbean.com.
The blog by Daniel Juday that Ross referenced is available at: https://www.linkedin.com/pulse/inclusion-isnt-being-asked-dance-daniel-juday/
The Harvard Implicit Association Test is at: https://implicit.harvard.edu/implicit/
The study Ross referenced, comparing the callback rate for resumes with 'white names' vs 'African-American names' is a little old, from research carried out between July 2001 and January 2002: http://www.nber.org/digest/sep03/w9873.html
A more recent study, from 2016, found similar results: https://hbswk.hbs.edu/item/minorities-who-whiten-job-resumes-get-more-interviews
Sukh's thoughts on Starbucks' racial bias training are captured in this thread: https://twitter.com/sukhpabial/status/1003535776146165760
The growth mindset article Sukh mentioned is at: https://digest.bps.org.uk/2018/05/24/growth-mindset-theory-doesnt-translate-directly-from-kids-to-adults-telling-an-adult-they-are-a-hard-worker-can-backfire/
The Lancaster bomber VR experience Ross discussed is covered in more detail here: http://www.bbc.co.uk/blogs/internet/entries/3098c1cd-36e7-4d35-bfbf-8687c8ba2872. This link includes details for where you can try it yourself.