Companies are finally becoming more aware of their own organizational biases. That’s great news for equality and social justice, but executives usually think in terms of the bottom line. So, our own CEO Jeff Catlin dropped by the Forbes Technology Council to offer some advice.
Some background: According to the Equal Employment Opportunity Commission, unconscious biases lead to discrimination, negative culture and lack of diversity. All of these, in turn, lead to reduced productivity and a less-effective company.
As Human Resources Director Magazine explains, “Businesses with a highly diverse workforce have been proven to work more effectively and perform better than competitors that are lacking diversity.”
“Having employees with a range of different ethnic backgrounds, differing experiences and alternative styles,” HRD says, “will drive innovation and allow for a large variety of opinions and perspectives to be considered.”
But CEOs are often pretty removed from day-to-day business operations. How can you help fight racism in your company’s hiring practices or sexism in performance reviews? And even if your company is actively trying to fight your own organizational bias, these efforts often fall short.
Why is that, and what can you do better?
What Unstructured Data Can Tell You About Your Company’s Organizational Biases
Lexalytics CEO Jeff Catlin argues that too many companies rely on structured data to gather feedback about their organization. This data, such as quarterly employee surveys, performance reviews, is useful. But structured data often masks organizational bias.
This data, Jeff says, “can fail to account for the subtle ways that bias can present itself at both the personal and organizational levels.”
In his latest Forbes article, Jeff explains how you can use unstructured data to better-understand (and fight) your own company’s organizational biases.
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