October has been off to an exciting start: our founder, Dr. Laura Mather, was the recipient of the ABIE Award for Technology Entrepreneurship at the Grace Hopper Celebration in Orlando, Florida and we got to meet amazing users, partners and practitioners at HR Tech in Las Vegas.
We’re especially excited to announce that Talent Sonar has acquired Talent Function, the recruiting consulting firm founded by industry expert Elaine Orler!
🎈🎉We couldn’t be prouder to integrate Talent Function’s team members and their value of intellectual generosity into our fold. Take advantage of the addition by scheduling a complimentary session with our new consultants.🎈🎉
Read on for a roundup of headlines that got our attention this week, resources you can take back to your team, and recent findings in organizational psychology.
In the news
Harvey Weinstein sexual harassment scandal continues to snowball
As more women come out to accuse Harvey Weinstein of sexual misconduct, questions are turning to how much responsibility Weinstein’s companies had in contributing to a culture of harassment. What role can we all play to avoid situations like this from happening in the workplace? The New York Timesargues being extra cautious in interacting with women is not the answer and can hurt women’s careers. Try these suggestions instead.
More heat for Mark Zuckerberg
For the second time in two weeks, Mark Zuckerberg took to his Facebook wall to post a mea culpa. The latest came after live-streaming a video of himself taking a virtual reality tour of post-hurricane Puerto Rico to show off the new Facebook Spaces product. “Some critics said the live-stream ‘tour’ was exploitative and akin to disaster tourism.” What do you think? How might a team with someone with a connection to Puerto Rico have impacted the promotional idea?
Boards wake up to company culture
In the wake of Uber’s toxic culture clean up and as Harvey Weinstein’s sexual harassment scandal results in near financial ruin for the Weinsten Company, there is no shortage of conversation about the impact of corporate culture on the bottom line. Our work to help companies put values at the center of their hiring remains as critical as ever.
Resources & webinars
Available to stream now
Harvard Professor Iris Bohnet in conversation with our own Laura MatherWebinar: 6 Tactics to Get Hiring Managers on Board with Diversity Recruiting
Wednesday, October 18 at 9am PT / 12pm ET
Hosted by Lever, Teamable, Sumayyah Emeh-Edu, and Jennifer BrownWebinar: 7 Ways to Support Women’s Advancement to Leadership Roles
October 25th 11am PST
Hosted by Everwise
What we’re reading
What’s in a name?
You probably know about the research on resume bias and how we’re addressing it with Talent Sonar. Recently researchers conducted an experiment to see if U.S. government officials treated people differently based on their name. They sent out emails with the same common questions to random local government employees and found that responses differed depending on whether the senders had white- or black-sounding names. Emails with black-sounding names were 13% more likely to go unanswered.
The Best Predictor of Top Team Performance
A recent 6-year study has found that “the ability to manage conflicting tensions” is the best predictor of top team performance. High-performing teams realize 10% greater market share and report 22% better performance when it comes to developing new products. How? They believe that conflict rather than cohesion is necessary. They appear to embrace diversity and healthy debate more than other teams.
Women of Color Have High Ambition, But Little Help
According to a new study from LeanIn.Org and McKinsey and reported on in The Wall Street Journal, “Black women are most likely to say they don’t have interactions with top bosses, and only 23% say managers help them navigate organizational politics, compared with 36% of white women.”
The Value of Vets
Amazon has found that military veterans, “who possess strong problem-solving skills and a comfort with uncertainty, work especially well in today’s business environment.” The author draws a connection between vets’ familiarity with structure and the fact that transparency and consistency of values is a proven strategy for motivating workforces in an unpredictable environment.
The Long Read
The Limits of “Diversity”: Where affirmative action was about compensatory justice, diversity is meant to be a shared benefit. But does the rationale carry weight?