Читать книгу Inclusion, Inc. - Sara Sanford - Страница 12

These individual companies and leaders are not anomalies. While some strides have been made toward workplace equality over the last 50 years, over the last two decades progress has stalled. Looking beyond the wage gap, women and minorities are still underrepresented in leadership,¹ receive less access to senior leaders,² and are leaving the fastest-growing sectors, such as tech, at higher rates than white men,³ citing “culture” as the primary reason. Women—especially women of color—are more likely to have been laid off during the COVID-19 crisis,⁴ and experts estimate that decades of progress toward workplace equality have been erased by the pandemic.⁵

Despite the rise of MeToo and Black Lives Matter, many workplaces have taken a step backward: Men are less likely now to want to mentor women than they were before the MeToo movement.⁶ Managers are less likely to advocate for employees of color than they are for white employees,⁷ and employees are more receptive to constructive criticism from a male manager than from a female manager.⁸

In short, we're still stuck.

Despite this sobering snapshot of the status quo, when it comes to equity and inclusion, there is good news:

We've been doing it all wrong.