This article explores a new approach to workplace fairness, advocating for a data-driven method that integrates fairness into every organizational process. Experts Iris Bohnet and Siri Chilazi from Harvard Kennedy School argue that by focusing on fairness, rather than solely on diversity, equity, and inclusion (DEI) or meritocracy, organizations can create a more equitable and successful environment for all.
Amidst growing backlash against diversity, equity, and inclusion ( DEI ) initiatives in the United States and globally, leaders in both the public and private sectors are reevaluating their organizations' policies and objectives. While many employers and employees still value and support DEI , a rising chorus argues that these programs contradict meritocratic ideals. Iris Bohnet and Siri Chilazi, researchers from the Harvard Kennedy School , propose a different approach.
They believe that a data-driven focus on fairness can create a more equitable workplace that benefits both meritocratic principles and DEI goals.They argue that fairness is not a standalone program but an integral part of every organizational process. It's about ensuring equal opportunities for everyone, from hiring and promotion to performance evaluations and meeting conduct. Bohnet and Chilazi liken it to a 100-meter race where all participants start at the same point with equal access to training, resources, and support. This, they say, fosters a level playing field where individuals can reach their full potential based on their merits, regardless of their background or identity.To measure fairness, Bohnet and Chilazi advocate for utilizing data analytics. They believe that the same rigorous approach used to analyze core business operations should be applied to evaluating fairness within organizations. By collecting and analyzing data on various aspects of the workplace, such as promotions, performance reviews, and access to training, companies can identify and address potential biases or inequalities. They emphasize that data can reveal hidden patterns and disparities that may not be readily apparent through subjective observation, providing a clear and objective basis for making improvements.In essence, Bohnet and Chilazi's approach calls for a fundamental shift in perspective. Instead of viewing DEI and meritocracy as opposing forces, they propose a framework where fairness acts as a unifying principle. By embedding fairness into every aspect of the workplace, organizations can create a more equitable and inclusive environment that benefits all employees and drives organizational success
WORKPLACE FAIRNESS DEI MERITOCRACY DATA DRIVEN HARVARD KENNEDY SCHOOL
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