How comfortable do your employees feel at work? The answer to that question impacts your bottom line. The more comfortable and appreciated your employees feel, the more productive and invested they are in the organization.
Jennifer Brown, a management expert who helps top companies, advises how to make your organization stronger with diversity training in the latest installment of Big Think’s Edge.
What’s Your Organization’s Stage?
Company cultures of course vary. Some companies are ahead of the game when it comes to diversity training. Their employees know that they can be themselves at work and that there are peer networks to help them with career development and mentoring.
But maybe your organization is at a different stage. In order to introduce the type of diversity training your company needs, Brown says that you need to identify your organization’s stage.
Know the Different Types of Stages
The first stage of diversity training, according to Brown, is the awareness building stage. She also calls this the “teaching stage” for helping organizations learn about diversity training and its many benefits for strengthening teams and motivating employees. “It is embodied usually in training initiatives where everyone goes through something or at least all managers go through an experience in a learning experience together,” explains Brown.
The Benefits of Advanced Stages
Once your organization is introduced to diversity training, it will start to advance to higher levels and establish diverse networks. Brown explains: “They start to leverage their understanding of diversity to drive recruitment, to drive the retention of key talent through professional development programs for that talent. They start to look at their pipeline and see whether all the education and awareness they’ve done is actually manifesting in the presence of more diverse talent.”
By retaining talent and creating a more diverse workforce, you’re strengthening your organization. As we’ve mentioned before here on Big Think’s Edge, diverse groups lead to better decision-making, according to economist Tim Harford.
For more from Brown on how your organization can grow from diversity training, watch the latest installment of Big Think’s Edge and subscribe to Edge today.
Step inside the unlikely friendship of a former ACLU president and an ultra-conservative Supreme Court Justice.
- Former president of the ACLU Nadine Strossen and Supreme Court Justice Antonin Scalia were unlikely friends. They debated each other at events all over the world, and because of that developed a deep and rewarding friendship – despite their immense differences.
- Scalia, a famous conservative, was invited to circles that were not his "home territory", such as the ACLU, to debate his views. Here, Strossen expresses her gratitude and respect for his commitment to the exchange of ideas.
- "It's really sad that people seem to think that if you disagree with somebody on some issues you can't be mutually respectful, you can't enjoy each other's company, you can't learn from each other and grow in yourself," says Strossen.
- The opinions expressed in this video do not necessarily reflect the views of the Charles Koch Foundation, which encourages the expression of diverse viewpoints within a culture of civil discourse and mutual respect.
Learn how to redesign your job for maximum reward.
- Broaching the question "What is my purpose?" is daunting – it's a grandiose idea, but research can make it a little more approachable if work is where you find your meaning. It turns out you can redesign your job to have maximum purpose.
- There are 3 ways people find meaning at work, what Aaron Hurst calls the three elevations of impact. About a third of the population finds meaning at an individual level, from seeing the direct impact of their work on other people. Another third of people find their purpose at an organizational level. And the last third of people find meaning at a social level.
- "What's interesting about these three elevations of impact is they enable us to find meaning in any job if we approach it the right way. And it shows how accessible purpose can be when we take responsibility for it in our work," says Hurst.
Erik Verlinde has been compared to Einstein for completely rethinking the nature of gravity.
- The Dutch physicist Erik Verlinde's hypothesis describes gravity as an "emergent" force not fundamental.
- The scientist thinks his ideas describe the universe better than existing models, without resorting to "dark matter".
- While some question his previous papers, Verlinde is reworking his ideas as a full-fledged theory.
TuSimple, an autonomous trucking company, has also engaged in test programs with the United States Postal Service and Amazon.
PAUL RATJE / Contributor
- This week, UPS announced that it's working with autonomous trucking startup TuSimple on a pilot project to deliver cargo in Arizona using self-driving trucks.
- UPS has also acquired a minority stake in TuSimple.
- TuSimple hopes its trucks will be fully autonomous — without a human driver — by late 2020, though regulatory questions remain.