Diversity dividend : the transformational power of small changes to debias your company, attract diverse talent, manage everyone better-and make more money /

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Bibliographic Details
Author / Creator:Cecchi-Dimeglio, Paola, author.
Imprint:Cambridge, Massachusetts : The MIT Press, [2023]
Description:1 online resource.
Language:English
Subject:
Format: E-Resource Book
URL for this record:http://pi.lib.uchicago.edu/1001/cat/bib/13338698
Hidden Bibliographic Details
ISBN:9780262375849
0262375842
9780262376310
0262376318
9780262048408
Notes:Includes bibliographical references and index.
Description based on online resource; title from digital title page (viewed on September 05, 2023).
Other form:Print version: Cecchi-Dimeglio, Paola. Diversity dividend Cambridge, Massachusetts : The MIT Press, [2023] 9780262048408
Review by Publisher's Weekly Review

"Diversity pays, and organizations that succeed in hiring and promoting diverse talent realize a variety of measurable benefits," according to Harvard University data scientist Cecchi-Dimeglio's instructive debut. She argues that hiring women, people of color, LGBTQ individuals, and those with disabilities builds a "richer portfolio of perspectives" that expose ideas to greater scrutiny and result in more rigorously vetted solutions. Discussing how businesses can hire more diverse workforces, Cecchi-Dimeglio urges companies to use inclusive language on job postings, noting a study that found the use of gender neutral pronouns and position names ("salesperson" vs. "salesman") increased the rates at which women applied. According to the author, employees from marginalized groups often lack professional connections able to advise them on how to advance through corporate ranks; she encourages businesses to be "transparent about what it takes to move up the ladder" and offer training for the skills necessary to do so. The advice is pragmatic and the case studies enlighten, as when Cecchi-Dimeglio discusses how one company increased the number of employees from underrepresented groups by 40% after using software to remove from résumés names, hobbies, or other details that might trigger implicit bias from the hiring team. This is a must-read for hiring managers who want to make their organization more inclusive. (Sept.)

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Review by Publisher's Weekly Review