The #MeToo movement brought a storm of change, but its over-focus on the experiences of young, white women is problematic, argues economist Sylvia Ann Hewlett, given that men, older women, people of color, members of the LGBTQ+ community and others also experience abuse. To provide greater safety and support for all, leaders can make changes to corporate values, culture, and procedures for tracking incidents and responses. Studies verify that diversity boosts a company’s bottom line. Thus, Hewlett says, by committing to “inclusive leadership” organizations help their employees – and themselves.
About the Author
Economist Sylvia Ann Hewlett is the CEO of Hewlett Consulting Partners, founder of the Center for Talent Innovation and author of 14 books, including Executive Presence and The Sponsor Effect.
Comment on this summary
In our Journal
10 months ago
End Workplace Harassment By Preventing It in the First Place
Go beyond legal requirements to create a harassment-free culture. Fox News fired popular on-air talent Bill O’Reilly in 2017 after several female colleagues accused the host of sexual harassment, a markedly different result than when producer Andrea Mackris leveled accusations against him for the same thing in 2004. In that case, the entire company rose […]