Summary
The speaker reflects on the evolution of diversity in leadership over the past fifteen years. Initially, she believed that diversity would naturally improve as more women entered universities and excelled academically. However, her professional journey revealed a starkly different reality, where leadership remained homogenous and diverse teams were often not prioritized.
Highlights
- 🎓 In universities, gender diversity seemed balanced, with women often outperforming men academically.
- 🚀 In the corporate world, leadership remained predominantly male, and diversity was seen as a compliance measure rather than a business priority.
- 📝 A study with the Technical University of Munich examined the link between diversity and innovation across 171 companies in Germany, Austria, and Switzerland.
- 📊 The study expanded to 1,600 companies in five additional countries to gather more comprehensive data.
Key Insights
- 💡 Companies with more diverse leadership are significantly more innovative.
- 🔄 The relationship between diversity and innovation works both ways: diversity drives innovation, and vice versa.
- 🔍 For gender diversity to impact innovation, companies need more than 20% women in leadership positions.
- 📈 Companies like Alibaba, JP Morgan, and Apple have achieved this threshold and are reaping the benefits.
- 🏆 Setting measurable targets for gender diversity, as seen with SAP, can significantly improve leadership diversity.
Conclusion
The speaker emphasizes that while education and women’s programs are essential, the most significant change comes from decisions about hiring and promoting diverse talent. She advocates for a shift in mindset where diversity is not just about compliance but is recognized as a critical component of innovation and organizational success. By embracing diversity, companies can unlock fresh ideas and growth opportunities, ultimately leading to a more equitable workplace.
Watch the Video
Video URL: https://www.youtube.com/watch?v=lPtPG2lAmm4
