Weekly Pulse by William Meller | Week 44, 2021

Weekly Pulse by William Meller | Week 44, 2021
Weekly Pulse is a content curation and highlights from readings, books, videos, podcasts, insights, ramblings and other interesting things I discovered and digested during the last week.

So, let's go with some discoveries from last week!

#1 - Why companies should add class to their diversity discussions
#2 - The Forgotten Dimension of Diversity
#3 - Inclusive Cultures Have Healthier and Happier Workers
#4 - Why Reverse Mentoring Works and How to Do It Right
#5 - Mentoring Millennials
#6 - How to Brainstorm — Remotely
#7 - How Chinese Retailers Are Reinventing the Customer Journey


Why companies should add class to their diversity discussions

Source: Harvard Business Review
Author: Joan C. Williams, Marina Multhaup, and Sky Mihaylo
Year: 2018

Summary: If your team is homogenous, and you only hire friends of friends for your team, you’ll just reproduce the homogeneity of your existing team. Most big companies today have diversity and inclusion programs focused on issues of race and gender in the workplace. But in these initiatives, very few companies include socioeconomic class as a dimension. 



The Forgotten Dimension of Diversity

Source: Harvard Business Review
Author: Paul Ingram
Year: 2021

Summary: Workers who come from lower social-class origins in the United States are 32% less likely to become managers than those who come from higher social-class origins. In this article, the author argues that it’s time to focus equally on social class disadvantage. In doing so, he notes, firms reinforce their efforts to combat other forms of disadvantage. 



Inclusive Cultures Have Healthier and Happier Workers

Source: Boston Consulting Group
Author: Matt Krentz, Ashley Dartnell, Dinesh Khanna, and Susanne Locklair
Year: 2021

Summary: Employees in inclusive companies have more positive work experiences than those in non-inclusive companies. So it is critical to create an environment where people can be their authentic selves. By ensuring that all employees feel free to be themselves organizations will be rewarded with a healthier, happier, and ultimately more productive workforce.



Why Reverse Mentoring Works and How to Do It Right

Source: Harvard Business Review
Author: Jennifer Jordan and Michael Sorell
Year: 2019

Summary: Many companies struggle to attract and retain Millennial talent. A few are experimenting with reverse-mentoring programs to address that problem. These programs can increase retention, help senior executives become more sophisticated about social media, drive culture change, and promote diversity. 



Mentoring Millennials

Source: Harvard Business Review
Author: Jeanne C. Meister and Karie Willyerd
Year: 2010

Summary: The makeup of the global workforce is undergoing a seismic shift: In four years, Millennials — the people born between 1977 and 1997 — will account for nearly half the employees in the world. In some companies, they already constitute a majority. Millennials view work as a key part of life, not a separate activity that needs to be “balanced” by it. 



How to Brainstorm — Remotely

Source: Harvard Business Review
Author: Art Markman
Year: 2020

Summary: The groupthink theory shows that, during idea generation, individuals think differently about a problem if they work alone. But when you bring the group together to generate ideas, they tend to think alike, converging on a common solution. For brainstorming, though, this can be a blessing. Because you actually don’t need the group to be together to come up with the best ideas. 



How Chinese Retailers Are Reinventing the Customer Journey


Source: Harvard Business Review
Author: Mark J. Greeven, Katherine Xin, and George S. Yip
Year: 2021

Summary: The Economist opened 2021 with a cover story headlined “Why Retailers Everywhere Should Look to China.” It’s not hard to see why. China is both a large and a fast-growing retail market — worth about $5 trillion in 2020 — and highly digitized. And the pandemic has made digital every retailer’s strategic priority. 



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