Anatomy of Change: How Inclusive Cultures Evolve (Report)Sep 04, 2013
How do you make a seriously male-oriented organization more inclusive, so both women and minorities can advance?
Get the guys involved and get all employees talking more honestly about their differences. Candid, respectful communication (and lots of it) is the foundation for building a more inclusive workplace and achieving concrete change, according this report.
The study is the fourth in Catalyst’s Engaging Men research series, and the second to examine Rockwell Automation’s predominantly white male-oriented North American Sales division as it works toward achieving a more equitable workplace. Through in-depth focus groups, it identifies the critical factors necessary for creating inclusive organizations.
“It takes more than lip service about gender and racial inequities to change a company’s culture,” says Ilene H. Lang, President & CEO of Catalyst. “Organizations must commit to having candid conversations on these sensitive issues, and teach employees across all levels how to talk openly and honestly with each other about their differences.”
Research Partners: AT&T Inc.; Bloomberg; BMO Financial Group; Chevron Corporation; Credit Suisse; Dell Inc.; Deloitte LLP; Desjardins Group; Deutsche Bank AG; EY; General Motors Company; Hewlett-Packard Company; IBM Corporation; KeyBank; Kimberly-Clark Corporation; McDonald’s Corporation; PPL Corporation; Sodexo; State Street Corporation; UPS.