Proactive people don’t wait indefinitely and don’t let others to ignore them. They take the initiative and get things done.
It is up to you whether you only want to be seen as good or want actually to be good and always do the right thing. From the perspective of others, it doesn’t matter. The only person who will know the difference is you.
To build a genuinely meritocratic system, it is not enough to claim the value of meritocracy. You need to design processes and policies in a way that limits the opportunity for biases and prejudices to come into play, and that often means relying more on algorithms, transparency, and accountability and less on managerial discretion.
Most of the bias in an organization doesn’t spur form bigotry, racism, or outgroup derogation. It is merely a convenience that is at fault. We prioritize what is comfortable, what is known, and therefore we favor those in our in-group.
Have you hired a diverse team, and you can’t see any benefits for the organization? If that is all you have done, then chances are
Hiring for cultural richness can be a bit counterintuitive when we are conditioned to hire for cultural fit. Cultural fit helps to remove friction from