Performance through Diversity and Inclusion

7 Merit, accountability, and transparency practices to address equity and performance

This book views the achieving of equity and performance from diversity as requiring a systems view. As depicted in our overall Framework (Figure 7.1), numerous practices and processes affect whether diversity leads to equity and performance. Attending to some practices that affect diversity and inclusion and not attending to others—specifically, the anti-inclusive practices of self-segregating, interacting with discomfort, stereotyping and stigmatizing, and acting on implicit bias—is an inadequate strategy that explains the slow and, for some groups, halted progress toward reducing disparities. For example, recall from the Introduction chapter that job outcomes ...