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Meritocracy

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Meritocracy

How to manage talent for higher profits and happier people

Practical Inspiration Publishing,

15 min. de leitura
7 Ideias Fundamentais
Áudio & Texto

Sobre o que é?

If the people rising through your company’s ranks really earned their promotions, that’s meritocracy in action.

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Editorial Rating

8

getAbstract Rating

  • Comprehensive
  • Analytical
  • Concrete Examples

Recommendation

Few organizations are true meritocracies: workplaces where all employees have a fair opportunity to contribute and get ahead. In this practical guide, inclusive workplace strategists Cynthia Overton and Paolo Gaudiano analyze the management structures that support meritocracy and the biases that inhibit it. Learn how to use data to uncover hidden disparities and connect talent decisions to business performance. The book’s practical tools — including inclusion assessments and meritocracy checkups — can help you identify systems hindering your employees’ success and prioritize changes that deliver meaningful business results.

Summary

In a true meritocracy, all employees have equal opportunities to succeed and earn rewards based on the value of their contributions.

Workplace meritocracy is a straightforward concept: organizations should recognize, reward, and promote employees based on the quality of their contributions and the value they create. However, this principle works only when every worker has a fair chance to succeed. Employees can control their attitudes and actions. However, they can’t control the corporate processes that affect them — such as hiring and promotion decisions — or how their organization handles feedback, evaluates their work, and responds to it.

When some employees have a fair opportunity to succeed based on the quality of their work, but others do not, then organizational advancements and rewards are not merit-based. Instead, experiential factors unrelated to skills or contributions shape who can advance and who cannot.

Say, for example, a company offers upskilling workshops, but only for those who work in the office. In a time when hybrid and remote work are common, this location-based approach favors in-person employees over remote ones. When remote employees...

About the Authors

Cynthia Overton, PhD, is a workplace and health care strategist and speaker. She is also the author of Clear Cane Chronicles: Shaping the Future of Healthcare Through Person-Centered Care. Paolo Gaudiano, chief scientist at the Aleria consultancy and president of the research nonprofit ARC, teaches at New York University’s Stern School of Business and chairs the annual Diversity & Inclusion Research Conference. He is also the author of Measuring Inclusion: Higher profits and happier people, without guesswork or backlash.

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