Okay, so you've built a diverse team. You're proud of your hiring efforts and you've seen firsthand how well a diverse team can perform: they're solving problems and thinking in broader and more creative ways. They—and your business—are flourishing.
You want to reward your top performers with promotions and professional advancement. You want to see your diverse talent rise through the organization. But you don't want to find yourself in a situation like the one I described in the last chapter with Barbara. You know it's crucial to promote the right people for the right reasons.
Here's a rather weird fact: only two in five American workers believe merit counts for most job advancement. The other factors that are named as affecting promotions at work are: connections, seniority, and luck. Each one of those can be viewed as pretty depressing and demoralizing. Let's look at why: