Page 158 - HBR's 10 Must Reads 20180 - The Definitive Management Ideas of the Year from Harvard Business Review

WHY DIVERSITY PROGRAMS FAIL

invited. That’s partly because the message is positive: “Help us find a
greater variety of promising employees!” And involvement is volun-
tary: Executives sometimes single out managers they think would be
good recruiters, but they don’t drag anyone along at gunpoint.
Managers who make college visits say they take their charge seri-
ously. They are determined to come back with strong candidates
from underrepresented groups—female engineers, for instance, or
African-American management trainees. Cognitive dissonance soon
kicks in—and managers who were wishy-washy about diversity
become converts.
The effects are striking. Five years after a company implements
a college recruitment program targeting female employees, the
share of white women, black women, Hispanic women, and Asian-
American women in its management rises by about 10%, on average.
A program focused on minority recruitment increases the proportion
of black male managers by 8% and black female managers by 9%.
Mentoring is another way to engage managers and chip away
at their biases. In teaching their protégés the ropes and sponsor-
ing them for key training and assignments, mentors help give their
charges the breaks they need to develop and advance. The mentors
then come to believe that their protégés merit these opportunities—
whether they’re white men, women, or minorities. That is cognitive
dissonance—“Anyone I sponsor must be deserving”— at work again.
While white men tend to find mentors on their own, women and
minorities more often need help from formal programs. One reason,
as Georgetown’s business school dean David Thomas discovered in
his research on mentoring, is that white male executives don’t feel
comfortable reaching out informally to young women and minority
men. Yet they are eager to mentor assigned protégés, and women
and minorities are often first to sign up for mentors.
Mentoring programs make companies’ managerial echelons sig-
nificantly more diverse: On average they boost the representation
of black, Hispanic, and Asian-American women, and Hispanic and
Asian-American men, by 9% to 24%. In industries where plenty of
college-educated nonmanagers are eligible to move up, like chemi-
cals and electronics, mentoring programs also increase the ranks of
white women and black men by 10% or more.
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