Fundamentals

Consider the local bakery, a small business often at the heart of a community. Its success isn’t solely measured by the number of loaves sold daily, but also by the sense of belonging it cultivates for both its staff and its customers. This sense of belonging, often termed inclusivity, might seem like a soft, immeasurable concept, yet it fundamentally impacts the business’s bottom line. Ignoring inclusivity in favor of purely financial metrics is akin to baking a cake focusing only on the ingredients’ cost, neglecting the taste and presentation that bring customers back.

Starting Point Understanding Inclusivity

For a small business owner, the term inclusivity can feel abstract, something more suited to corporate boardrooms than Main Street. However, inclusivity at its core simply means creating an environment where everyone feels valued, respected, and has equal opportunities. This applies to employees, customers, and even suppliers.

Think about a construction company; inclusivity isn’t about ticking boxes, it’s about ensuring that every worker on site, regardless of background, feels safe, heard, and capable of contributing their best work. A diverse workforce isn’t just ethically sound; it brings a wider range of perspectives to problem-solving, potentially leading to more efficient and innovative construction methods.

Initial Metrics Employee Demographics

One of the most straightforward starting points for measuring inclusivity is examining employee demographics. This involves tracking the representation of different groups within your workforce, such as gender, ethnicity, age, and disability status. For a tech startup, this might mean looking beyond the stereotypical image of a young, male coder and actively working to recruit and retain women, people of color, and older individuals.

Collecting this data isn’t about quotas; it’s about understanding your current baseline and identifying areas where your workforce may not reflect the diversity of your customer base or the wider community. A retail store, for example, might find that its staff demographics don’t align with the demographics of the neighborhood it serves, potentially missing out on customer connections and sales opportunities.

Employee demographic data collection should always be handled with sensitivity and respect for privacy. Transparency with employees about why this data is being collected and how it will be used is essential to build trust and avoid the perception of tokenism. For instance, a restaurant might explain to its staff that demographic data helps them understand if their hiring practices are reaching diverse talent pools and ensures fair representation across different roles, from kitchen staff to front-of-house.

Basic Engagement Surveys Measuring Perceptions

Beyond demographics, understanding employee perceptions of inclusivity is vital. Basic engagement surveys can be adapted to include questions specifically designed to gauge how included employees feel. These surveys can be simple and anonymous, asking employees to rate their agreement with statements like, “I feel valued for my contributions,” or “My opinions are respected here.” For a small accounting firm, a survey might reveal that while the firm has a diverse staff, some employees from underrepresented groups feel excluded from informal networking opportunities, hindering their career advancement. Addressing these perceptions is as important as diversifying the workforce itself.

Surveys should be regular, perhaps quarterly or bi-annually, to track trends and measure the impact of any inclusivity initiatives implemented. The feedback from these surveys should be actively reviewed and acted upon. A landscaping business, after conducting an inclusivity survey, might discover that female employees feel their physical capabilities are underestimated. This feedback could lead to providing better equipment or training that addresses these concerns, boosting both inclusivity and productivity.

Measuring inclusivity impact begins with understanding the current state through demographic data and employee perception surveys, laying the groundwork for targeted improvements.

Initial Customer Feedback Channels

Inclusivity extends beyond employees to customers. SMBs can use existing customer feedback Meaning ● Customer Feedback, within the landscape of SMBs, represents the vital information conduit channeling insights, opinions, and reactions from customers pertaining to products, services, or the overall brand experience; it is strategically used to inform and refine business decisions related to growth, automation initiatives, and operational implementations. channels to gauge inclusivity from a customer perspective. This can include monitoring online reviews for comments related to inclusivity, training staff to be attentive to customer feedback on this issue, and even proactively asking for feedback through short surveys or feedback forms.

A local bookstore, for instance, might notice online reviews mentioning a lack of representation in the books stocked or a feeling of being unwelcome due to staff attitudes. Addressing this feedback directly can turn potentially negative experiences into opportunities to strengthen customer loyalty and attract a broader customer base.

Creating specific feedback mechanisms focused on inclusivity can also be beneficial. A hair salon might include a question on its feedback form asking, “Did you feel that our services and staff were inclusive of your needs and background?” This sends a clear message to customers that inclusivity is a priority and provides valuable data for improvement. For a car repair shop, ensuring that their waiting area is welcoming and accessible to all customers, regardless of physical ability or family status, is a practical aspect of customer-focused inclusivity.

Tracking Retention Rates Identifying Issues

Employee retention rates can serve as an indirect but powerful metric for inclusivity. If a business experiences higher turnover rates among certain demographic groups, it can signal underlying inclusivity issues. For a manufacturing company, if female employees are leaving at a higher rate than male employees, it might indicate a lack of support for women in manufacturing roles or a less inclusive workplace culture.

Analyzing exit interviews for themes related to inclusivity can provide further insights into the reasons behind these trends. High turnover is costly for SMBs, and addressing inclusivity issues can improve retention, saving both money and institutional knowledge.

Analyzing retention data in conjunction with demographic data and survey feedback provides a more holistic picture of inclusivity impact. A coffee shop might notice high turnover among its younger employees. Further investigation, through surveys and informal conversations, could reveal that these employees feel their career aspirations are not taken seriously or that the workplace culture Meaning ● SMB Workplace Culture: Shared values & behaviors shaping employee experience, crucial for growth, especially with automation. doesn’t value their perspectives, highlighting areas for improvement in inclusivity and employee development.

Simple Actionable Steps

For SMBs just starting on their inclusivity journey, the key is to begin with simple, actionable steps. This might involve reviewing hiring practices to ensure they are reaching diverse candidates, creating a clear anti-discrimination policy, or providing basic inclusivity training for staff. A small cleaning service, for example, could ensure its job advertisements are placed in diverse community locations and that its interview process is structured to minimize unconscious bias. These initial steps, while seemingly small, can create a more welcoming and equitable environment, setting the stage for more comprehensive inclusivity efforts in the future.

Inclusivity metrics for SMBs at the fundamental level are about establishing a baseline understanding and taking initial steps towards improvement. It’s about starting the conversation, collecting basic data, and demonstrating a commitment to creating a more inclusive business. This foundation is crucial for building a business that is not only ethically responsible but also more resilient, innovative, and connected to its community.

Intermediate

The initial foray into inclusivity metrics for a Small to Medium Business often resembles dipping a toe into a vast ocean. Basic demographics and rudimentary surveys offer a starting point, yet they barely scratch the surface of true inclusivity impact. Consider a mid-sized marketing agency that boasts diverse hiring statistics.

While the numbers might appear promising on the surface, a deeper examination could reveal a less flattering reality ● minority employees clustered in junior roles, lacking pathways to leadership, and experiencing subtle yet pervasive biases in project assignments and client interactions. Superficial diversity metrics Meaning ● Diversity Metrics for SMBs: Measuring and leveraging workforce differences to drive innovation and growth. alone fail to capture this more complex picture of inclusivity.

Moving Beyond Surface Level Metrics

Progressing to an intermediate level of inclusivity measurement demands a shift from simply counting heads to evaluating the quality of inclusion. It’s no longer sufficient to know how many diverse employees are present; the focus must broaden to how well these employees are integrated, supported, and empowered within the organization. For a manufacturing plant that has successfully increased its female workforce, intermediate metrics would investigate whether women are equally represented in higher-paying skilled trades roles, if they experience a supportive environment free from harassment, and if their perspectives are actively sought in process improvement initiatives. This deeper dive necessitates more sophisticated metrics and analytical approaches.

Pay Equity Analysis Examining Compensation Fairness

Pay equity analysis emerges as a critical intermediate metric. This involves systematically comparing the compensation of employees performing similar work, controlling for legitimate factors such as experience, seniority, and performance. Significant disparities in pay between demographic groups, particularly gender or ethnicity, performing comparable roles raise red flags regarding inclusivity.

A tech company, for example, might discover through pay equity analysis Meaning ● Pay Equity Analysis, within the dynamic context of Small and Medium-sized Businesses (SMBs), embodies a systematic review of compensation practices to ascertain whether employees are receiving equitable pay for performing similar work, irrespective of gender, race, or other protected characteristics. that female software engineers are consistently paid less than their male counterparts with similar experience and performance ratings. Addressing these inequities is not only legally compliant in many jurisdictions but also crucial for fostering a sense of fairness and retaining diverse talent.

Conducting a robust pay equity analysis requires careful job evaluation and data analysis. It’s important to utilize statistical methods that can identify statistically significant pay gaps and to investigate the root causes of any disparities found. A law firm, after performing a pay equity study, might find that while starting salaries are equitable, promotion and bonus structures inadvertently favor male associates. Correcting these systemic issues demonstrates a genuine commitment to pay equity and strengthens the firm’s inclusive culture.

Promotion Rates and Career Advancement Opportunities

Beyond initial hiring and pay, inclusivity impact is profoundly reflected in promotion rates and career advancement opportunities. Tracking the progression of employees from diverse backgrounds through the organizational hierarchy reveals whether inclusivity is truly embedded in career pathways. If a financial services firm observes that minority employees are disproportionately stalled at mid-level positions while their non-minority peers advance more rapidly, it signals a potential “glass ceiling” effect. Analyzing promotion data by demographic group, role level, and time-in-role provides valuable insights into systemic barriers to advancement.

Addressing disparities in promotion rates requires a multi-pronged approach. This may involve reviewing promotion criteria for bias, implementing mentorship and sponsorship programs specifically targeted at underrepresented groups, and ensuring that performance evaluation processes are fair and equitable. A retail chain, noticing slower promotion rates for its frontline employees from diverse backgrounds, might invest in leadership development programs accessible to all employees and actively promote internal mobility to create clearer career paths.

Employee Resource Group (ERG) Participation and Impact

Employee Resource Groups (ERGs) can be powerful drivers of inclusivity and valuable sources of data. Tracking ERG participation rates provides a measure of employee engagement Meaning ● Employee Engagement in SMBs is the strategic commitment of employees' energies towards business goals, fostering growth and competitive advantage. in inclusivity initiatives. However, participation alone is insufficient; assessing the impact of ERGs is crucial. This involves evaluating whether ERGs are effectively contributing to a more inclusive workplace culture, influencing policy changes, and providing valuable feedback to leadership.

A large hospital system, for example, might have active ERGs for various employee groups. Measuring their impact could involve tracking the implementation of ERG recommendations on diversity training, patient care improvements, or employee well-being initiatives.

To maximize ERG impact, businesses should provide them with adequate resources, empower them to influence decision-making, and create clear channels for feedback and communication with senior leadership. A software company, recognizing the potential of its ERGs, might formally integrate ERG leaders into diversity and inclusion Meaning ● Diversity & Inclusion for SMBs: Strategic imperative for agility, innovation, and long-term resilience in a diverse world. committees and track the number of ERG-led initiatives that are implemented company-wide. This demonstrates a commitment to employee voice and leverages ERG insights to drive meaningful change.

Intermediate inclusivity metrics focus on the quality of inclusion, examining pay equity, career advancement, and the impact of employee resource groups Meaning ● Employee-led groups driving SMB growth through diversity, innovation, and strategic alignment. to gauge systemic fairness.

Supplier Diversity Metrics Expanding Inclusivity Ecosystem

Inclusivity extends beyond internal operations to encompass the broader business ecosystem, including suppliers and vendors. Supplier diversity Meaning ● Supplier Diversity for SMBs means strategically sourcing from diverse businesses to boost innovation, resilience, and equitable growth. metrics track the proportion of procurement spending allocated to businesses owned by underrepresented groups, such as women, minorities, veterans, and people with disabilities. Actively diversifying the supply chain not only promotes economic equity but also can bring innovation, diverse perspectives, and access to new markets.

A large corporation, for instance, might set targets for increasing its spending with diverse suppliers and track its progress towards these goals. For SMBs, even small shifts in procurement practices can make a significant difference to diverse businesses in their communities.

Implementing a supplier diversity program requires identifying and vetting diverse suppliers, which can be facilitated by certifications from organizations like the National Minority Supplier Development Council or the Women’s Business Enterprise National Council. A restaurant chain committed to supplier diversity might actively seek out minority-owned farms and food distributors to source its ingredients, strengthening local economies and diversifying its supply base. Tracking supplier diversity metrics Meaning ● Supplier Diversity Metrics represent quantifiable measurements SMBs use to track and evaluate the inclusion of diverse suppliers within their supply chain, impacting growth strategies. demonstrates a commitment to inclusivity that extends beyond the company’s walls.

Customer Inclusivity Index Measuring Broad Reach

Customer inclusivity metrics move beyond basic feedback to create a more structured assessment of how well a business serves diverse customer segments. A customer inclusivity index can be developed, incorporating factors such as customer demographics, customer satisfaction Meaning ● Customer Satisfaction: Ensuring customer delight by consistently meeting and exceeding expectations, fostering loyalty and advocacy. scores segmented by demographic group, accessibility measures (physical and digital), and representation in marketing materials. A museum, for example, might track visitor demographics, conduct surveys on visitor experience segmented by background, and assess the accessibility of its exhibits and website to create a customer inclusivity index. This index provides a holistic view of how inclusive the customer experience is and identifies areas for improvement.

Developing a robust customer inclusivity index requires careful selection of relevant metrics and consistent data collection. It’s crucial to ensure customer data is collected ethically and with respect for privacy. An online retailer, aiming to improve its customer inclusivity, might analyze website traffic demographics, conduct A/B testing of marketing materials featuring diverse representation, and survey customer satisfaction across different demographic groups to refine its customer inclusivity index and drive targeted improvements.

Advanced Engagement Surveys Measuring Psychological Safety

Building upon basic engagement surveys, intermediate-level surveys delve deeper into the psychological aspects of inclusivity, particularly psychological safety. Psychological safety Meaning ● Psychological safety in SMBs is a shared belief of team safety for interpersonal risk-taking, crucial for growth and automation success. refers to the feeling of being able to speak up, share ideas, and take risks without fear of negative consequences. Surveys can include questions assessing psychological safety related to diversity and inclusion, such as “I feel safe to express my opinions even if they are different from others,” or “I believe our workplace is safe for all employees regardless of their background.” A research and development firm, recognizing the importance of psychological safety for innovation, might incorporate questions on inclusive psychological safety into its employee engagement surveys and track these scores over time.

Creating a psychologically safe environment is fundamental to fostering true inclusivity. Addressing low psychological safety scores requires leadership commitment to creating a culture of open communication, active listening, and constructive feedback. A customer service call center, aiming to improve psychological safety, might implement training for managers on inclusive leadership Meaning ● Inclusive Leadership in SMBs is a strategic approach leveraging diverse talent for innovation and sustainable growth. and create forums for employees to voice concerns and suggestions without fear of reprisal. Measuring psychological safety provides a valuable indicator of the depth and authenticity of inclusivity efforts.

Actionable Intermediate Steps

For SMBs progressing to an intermediate level of inclusivity measurement, the focus shifts to implementing more systematic data collection, analysis, and targeted interventions. This involves conducting pay equity analyses, tracking promotion rates, leveraging ERGs for impact, diversifying the supply chain, developing customer inclusivity indices, and measuring psychological safety. A mid-sized accounting firm, for example, might implement a formal pay equity review process, establish mentorship programs for underrepresented employees, and create a diversity and inclusion council composed of ERG leaders and senior management. These intermediate steps move beyond symbolic gestures to create tangible and measurable improvements in inclusivity impact.

Intermediate inclusivity metrics provide a more nuanced and data-driven understanding of inclusivity within an SMB. They move beyond surface-level representation to examine systemic fairness, career opportunities, and the psychological climate of inclusion. This deeper level of measurement enables businesses to identify and address specific barriers to inclusivity, fostering a more equitable and high-performing organization.

Advanced

Ascending to an advanced echelon of inclusivity metrics transcends mere compliance or performative gestures; it embodies a fundamental reimagining of business strategy itself. Superficial metrics, while foundational, become insufficient to capture the intricate interplay between inclusivity and multifaceted business outcomes. Consider a multinational technology corporation lauded for its global diversity initiatives.

Beneath the veneer of impressive diversity statistics, a critical examination might reveal persistent disparities in innovation output from diverse teams compared to homogenous groups, subtle biases embedded within algorithmic decision-making systems, and a disconnect between stated inclusivity values and the lived experiences of employees from marginalized communities. Advanced inclusivity measurement necessitates sophisticated methodologies that penetrate these layers of complexity, revealing the authentic impact of inclusivity on business performance and societal value.

Integrating Inclusivity into Strategic Business Objectives

Advanced inclusivity measurement is not a siloed HR function but an integrated component of overarching strategic business objectives. Inclusivity becomes a lens through which all business decisions are evaluated, from product development and marketing campaigns to supply chain management and talent acquisition strategies. For a pharmaceutical company, this integration might manifest as actively prioritizing clinical trial diversity to ensure drug efficacy across all patient demographics, developing marketing materials that resonate with diverse patient populations, and building a research and development team that reflects the global communities it serves. Inclusivity is no longer an add-on but a core driver of business success.

Intersectionality Metrics Understanding Complex Identities

Advanced metrics acknowledge the complexity of individual identities through intersectionality. This framework recognizes that individuals possess multiple, overlapping identities (e.g., race, gender, sexual orientation, disability status) that interact to create unique experiences of privilege and marginalization. Intersectionality metrics move beyond single-axis diversity categories to analyze inclusivity outcomes for individuals at the intersections of multiple identities.

A global consulting firm, for example, might analyze promotion rates not just by gender or race alone, but for women of color, LGBTQ+ individuals with disabilities, and other intersectional groups to identify and address unique barriers they may face. This nuanced approach provides a more accurate and equitable picture of inclusivity.

Implementing intersectionality metrics requires robust data collection and analytical capabilities. It’s crucial to ensure data privacy and to use data ethically and responsibly. A university, committed to intersectional inclusivity, might collect data on student outcomes (e.g., graduation rates, post-graduation employment) disaggregated by multiple intersecting identities to understand and address disparities experienced by specific student subgroups. This level of granularity enables highly targeted interventions and support systems.

Inclusive Leadership Metrics Evaluating Leadership Effectiveness

Leadership plays a pivotal role in driving inclusivity. Advanced metrics evaluate leadership effectiveness in fostering inclusive environments. This goes beyond simply assessing diversity representation in leadership ranks to measure inclusive leadership behaviors. 360-degree feedback surveys, leadership competency assessments, and qualitative data from employee interviews can be used to evaluate leaders on dimensions such as cultural humility, empathy, bias awareness, and commitment to equity.

A financial institution, aiming to strengthen inclusive leadership, might incorporate inclusive leadership competencies into its leadership development programs and track leader performance on these metrics. Holding leaders accountable for inclusivity is essential for systemic change.

Developing robust inclusive leadership metrics Meaning ● Metrics assessing equitable and welcoming leadership in SMBs, driving growth through inclusion. requires careful definition of inclusive leadership competencies and reliable assessment tools. Feedback should be developmental and actionable, focusing on helping leaders improve their inclusive behaviors. A technology company, committed to inclusive leadership, might provide executive coaching to leaders based on their 360-degree feedback on inclusivity and track the impact of this coaching on team inclusivity scores and employee engagement.

Algorithmic Bias Audits Ensuring Fairness in Automation

As businesses increasingly rely on automation and algorithmic decision-making, advanced inclusivity measurement addresses the critical issue of algorithmic bias. Algorithms, if trained on biased data or designed without inclusivity considerations, can perpetuate and amplify existing societal inequities. Algorithmic bias Meaning ● Algorithmic bias in SMBs: unfair outcomes from automated systems due to flawed data or design. audits systematically examine algorithms for discriminatory outcomes across different demographic groups.

This can involve analyzing algorithm inputs, outputs, and decision-making processes to identify and mitigate potential biases. An e-commerce platform, using algorithms for product recommendations and pricing, might conduct algorithmic bias audits Meaning ● Systematic examination of algorithms to identify and mitigate unfair discriminatory outcomes, crucial for ethical and equitable SMB growth. to ensure its algorithms are not unfairly disadvantaging certain customer groups based on their demographics.

Conducting algorithmic bias audits requires specialized expertise in data science, ethics, and fairness. It’s crucial to establish clear ethical guidelines for algorithm development and deployment and to involve diverse perspectives in the audit process. A human resources software company, offering AI-powered recruiting tools, might regularly audit its algorithms for bias and publicly report on its findings and mitigation efforts to build trust and transparency.

Advanced inclusivity metrics integrate inclusivity into core business strategy, utilize intersectionality frameworks, assess inclusive leadership, and audit algorithms for bias, reflecting a deep commitment to equity.

Community Impact Metrics Measuring Societal Contribution

Advanced inclusivity measurement extends beyond the internal organizational boundaries to encompass community impact. Businesses are increasingly expected to contribute to broader societal equity and well-being. Community impact Meaning ● Community Impact, in the SMB context, pertains to the measurable effect of a small or medium-sized business's operations and activities on its local surroundings and beyond, with specific consideration for growth objectives. metrics assess the positive or negative effects of a business’s operations on diverse communities.

This can include tracking investments in underserved communities, measuring the diversity of local hiring, evaluating the environmental impact on marginalized populations, and assessing the business’s contribution to social justice initiatives. A renewable energy company, committed to community impact, might track the proportion of its projects located in low-income communities, measure the number of jobs created for local residents from diverse backgrounds, and assess the environmental benefits for these communities.

Measuring community impact requires engaging with community stakeholders and utilizing both quantitative and qualitative data. It’s important to define clear and measurable indicators of community benefit and to track progress over time. A grocery store chain, aiming to improve its community impact, might partner with local community organizations to identify community needs, track its donations to food banks and local charities, and measure the participation of its employees in community volunteer programs.

Economic Value of Inclusivity Quantifying Business Benefits

Ultimately, advanced inclusivity measurement seeks to quantify the economic value of inclusivity. This involves rigorously analyzing the relationship between inclusivity metrics and key business performance indicators such as innovation, profitability, employee engagement, customer satisfaction, and brand reputation. Econometric modeling, longitudinal studies, and sophisticated statistical analyses can be used to isolate the causal impact of inclusivity on business outcomes. A global bank, investing heavily in inclusivity initiatives, might conduct rigorous research to quantify the return on investment of its diversity and inclusion programs, demonstrating the business case for inclusivity to stakeholders.

Establishing a clear and quantifiable link between inclusivity and economic value requires robust data, rigorous methodologies, and a long-term perspective. It’s important to acknowledge the complexity of causality and to control for confounding factors. A consumer goods company, aiming to demonstrate the economic value of inclusivity, might track the performance of diverse product development teams compared to homogenous teams, analyze customer purchasing behavior segmented by demographic group, and measure the impact of inclusive marketing campaigns on brand perception and sales.

Dynamic Inclusivity Dashboards Real-Time Monitoring and Action

Advanced inclusivity measurement leverages technology to create dynamic inclusivity dashboards. These dashboards integrate data from various sources, providing real-time monitoring of key inclusivity metrics. They allow businesses to track progress towards inclusivity goals, identify emerging issues, and trigger timely interventions.

Dashboards can be customized to different levels of the organization, providing relevant data to leaders, managers, and employees. A large retail company, committed to data-driven inclusivity, might implement a dynamic inclusivity dashboard that tracks employee demographics, engagement survey results, promotion rates, customer satisfaction scores, and supplier diversity metrics, enabling proactive management of inclusivity across the organization.

Developing effective dynamic inclusivity dashboards requires careful selection of key metrics, robust data infrastructure, and user-friendly interfaces. Dashboards should be regularly updated and actively used to inform decision-making and drive accountability. A software company, building an inclusivity dashboard for its own use, might incorporate predictive analytics to identify potential inclusivity risks and alerts to notify managers of areas needing attention, enabling proactive and data-informed inclusivity management.

Actionable Advanced Steps

For SMBs aspiring to advanced inclusivity measurement, the journey involves embedding inclusivity into strategic objectives, adopting intersectional approaches, evaluating inclusive leadership, auditing algorithms for bias, measuring community impact, quantifying the economic value of inclusivity, and leveraging dynamic dashboards for real-time monitoring. A rapidly growing tech startup, aiming for advanced inclusivity, might establish a C-suite level Chief Inclusion Officer role, implement an intersectional data collection framework, conduct regular algorithmic bias audits of its AI products, and develop a dynamic inclusivity dashboard to track progress and drive accountability. These advanced steps position inclusivity as a core business competency and a driver of sustainable success.

Advanced inclusivity metrics represent a paradigm shift in how businesses approach diversity and inclusion. They move beyond compliance and representation to focus on systemic equity, inclusive leadership, algorithmic fairness, community impact, and the quantifiable economic value of inclusivity. This sophisticated level of measurement enables businesses to not only create more equitable workplaces and communities but also to unlock the full potential of diverse talent and drive innovation, profitability, and long-term sustainable growth.

References

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• Rock, David, and Heidi Grant Halvorson. “Diverse Teams Feel Less Comfortable ● and That’s Why They Perform Better.” Harvard Business Review, 4 Sept. 2016.
• Turban, Erin, et al. “Research ● When Gender Diversity Makes Firms More Productive.” Harvard Business Review, 22 Feb. 2019.