Insights From

Leveraging Difference

How to Normalize DEI in Your Organization: Part 2

Getting diversity, equity and inclusion right in any organization is a function of change, which is hard. Here Darden experts provide practical insights on leveraging deviance in ways that empower individuals, the benefits of unconscious-bias training, mentorship and sponsorship, and how to have constructive (if potentially tense) conversations.

Strategies for Negotiation: Women in Leadership

Negotiation doesn’t have to be a battle, but an exchange that advances careers and builds relationships. For women, this perspective can tap into expectations others have of “female” strengths, as well as some competencies many already use. Here, drawn from research on negotiation and gender: techniques to achieve constructive, win-win outcomes.

Difference as a Tool for Change and Women in Leadership

Positive deviance is about how we can deviate from the norm in ways that are honorable and generative, authentic, and that have positive impact and open the door to others to do the same. Leveraging difference — mobilizing gender identity and minority status in this way — can activate a slew of personal, organizational and societal benefits.

Voice and Class: Speaking Up and Challenges to Social Mobility

Social mobility in the U.S. is increasingly rare. How does that play out in the workplace? Contrary to the arguments past studies posed about workers coming from lower social class positions, the upwardly mobile are just as likely as their high-class counterparts to speak up and share ideas at work. So what could be the barriers to advancement?

Balancing Stakeholders Amid Controversy

The goal of social justice movements is to bring about deep institutional and community change, and it’s unavoidable that such a massive mission would spark intense debates. But what happens when people bring that passion to the workplace? Leaders need to be prepared for how to handle sensitive emotional issues among organizational stakeholders.

A Sense of Entitlement: From Childhood to the Workplace

People born to higher social class can make good impressions, be confident and end up in leadership. But they’re also geared to self-interest rather than collaboration. Research examines ties between childhood and current social class, mobility and entitlement; what this may mean for opportunity equality; and how it can be detrimental for firms.

What Now in Race Work? 3 Zones of Action

The convergence of racism, economic downturns and public health crises reflect wicked problems in complex systems fraught with inequality. Enduring strains of racism play out overtly and subtly, both violently in the streets and systemically in the workplace. So what now? Laura Morgan Roberts offers three zones of action as we move forward.

Black Lives Matter and Business: A Defining Moment?

In the wake of the killing of George Floyd and national protests for racial justice, businesses and leaders are working to embrace a defining moment for racial equality.

The High Stakes of Hiring and Promoting: What You Should Be Considering

Hiring and promoting decisions can easily come down to a candidate’s abilities versus “fit,” which can be more about identity and social behavior. Darden Professor Jim Detert presents a case in point on these company-defining decisions — and the importance of looking for clues to spot and overcome implicit biases.

Q&A: When It Comes to Your Mutual Funds, Managers’ Political Beliefs Matter

The importance of a culture that respects different perspectives: What does political ideology have to do with mutual funds? Profit. Darden Professor Rich Evans’ research shows that funds managed by teams with diverse political views perform better than those with similar political beliefs. Here, he elaborates on the study and an important caveat.