Much to our surprise, we found that engaging in diversity-valuing behaviors did not benefit any of the executives in terms of how their bosses rated their competence or performance. (We collected these ratings from their 360-degree feedback surveys.) Even more striking, we found that women and nonwhite executives who were reported as frequently engaging in these behaviors were rated much worse by their bosses, in terms of competence and performance ratings, than their female and nonwhite counterparts who did not actively promote balance. For all the talk about how important diversity is within organizations, white and male executives aren’t rewarded, career-wise, for engaging in diversity-valuing behavior, and nonwhite and female executives actually get punished for it.Read more in HBR.
Thanks, NR
