It is a well-known fact today that diversity in any organization on racial, gender or ethnic patterns is highly beneficial to businesses as proven by a study conducted by management consulting giant McKinsey back in 2014. However, diversity simply does not mean ticking off communities on one’s organization roster, but proper interactions between them. Such a matrix of interactions can be created using the Organizational Network Analysis (ONA) which is a management tool allowing visual representation of inclusiveness in any organization. Recently, an American professional services firm used this ONA to uncomfortable conclusions. An internal survey was conducted connecting employees to each other where they had to pinpoint one or more people in the team whom they approached for decision making and for support during tough situations. It turns out that very few women are drawn towards the centre of the power circles. Majority of emotional interactions take place within the same gender. Three kinds of employee networks could be deduced. They were for decision-making, idea-sharing and for emotional support. For any organization to be considered as genuinely inclusive, these connection gaps will first need to be proactively bridged, else subconscious bias will continue to exist and surface periodically.


Uploaded Date:28 July 2017

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