How To Improve EDI Hiring Practices

Increasingly, EDI is a priority for organizations. But while the intention is there, inclusive hiring has not yet become the great equalizer many hoped it would be. Professors Jeraul Mackey, Brian Rubineau, and Roman Galperin are experts in equitable hiring from the Desautels Faculty of Management at McGill University. Through their research, they identified three areas where EDI may run into barriers: soliciting applications, assessing cultural fit of a candidate, and evaluating a candidate’s qualifications. Here are some expert-backed tips to overcome them.

Strategy As Care

Where does great organizational strategy come from? Many executives create plans in the boardroom, setting targets and allocating resources. But, according to renowned management scholar Henry Mintzberg, this may not be the best approach. On this episode of the Delve podcast, he says great strategic insights can come from anywhere and anyone in an institution – you just have to open yourself to it.

Hidden Biases Are Hurting Your Equitable Hiring Goals

More than ever, inclusive hiring is a priority for organizations – but it doesn’t always work as intended. Strong candidates are frequently overlooked and, if they are hired, they don’t stay at the organization long-term. Jeraul Mackey, Assistant Professor in Organizational Behaviour at the Desautels Faculty of Management, is an expert on equitable hiring practices. On the Delve podcast, he explains how hidden biases impact hiring and offers tips to reduce it.

How Social Goals Can Drive Innovation Policy

In their fight against Neglected Tropical Diseases (NTDs), the Brazilian government made it a priority to develop innovation capacity within their borders, and their methods could be a blueprint for other countries hoping to do the same. Paola Perez-Aleman, Associate Professor of Strategy and Organization at McGill University, joins Dr. Sabine Dhir to discuss Brazil’s approach to building healthcare innovation capacity.

Can Strategy Be Emotional?

Conventional wisdom tells us to suppress our emotions when making strategic organizational decisions. But Quy Huy, Professor of Strategy at INSEAD, thinks that’s a mistake. Tapping into emotions – our own and other people’s – is a fundamental part of competent leadership and the success of an organization. He makes his case on the latest episode of the Delve podcast.

What Modern Art Tells Us About Creativity

From Velcro to the iPod, companies have leveraged creativity to innovate and reshape entire industries. But what we think of as “creative” only earns accolades up to a certain point. At least, that’s what Professor Mitali Banerjee discovered when she used an algorithm to measure creativity in modern paintings.

Diagnosing and Treating Bribery in Public Organizations

Bribery. Corruption. These terms have strong connotations, inspiring images of high-level conspiracy and backroom deals. But bribery can occur at any level of an organization, from front-line workers to powerful executives. And no matter where it occurs, it can contribute to the erosion of trust in public institutions, which can have negative downstream effects on society. But how do you stop it once it starts? Professor Diana Dakhlallah tested an intervention in a Moroccan maternity ward and gave us her insights.

No Such Thing as a Bad Apple? Understanding Organizational Misconduct

Why do some organizations continue to flourish despite the harm they cause to their workers, consumers, and surrounding communities? Is there a single person or group within an organization who should be blamed for misconduct, or is misconduct a foundational structure within some institutions? On the Delve podcast, Sarah Gordon, Desautels Professor of Organizational Behaviour, and host Saku Mantere discuss why organizational misconduct is so prevalent in society. Through a closer look at the Chicago Police Department, Professor Gordon explores possible ideologies and structures that enable misconduct in trusted institutions.

Managing Bodies in the Workplace

What does a military officer, a performer acting as Santa Claus, and a tech employee in Silicon Valley have in common? They all work in fields where their bodies are intentionally governed by organizational systems intent on shaping them into an idealized image of a worker. Indeed, every single body engaged in work is encouraged to undergo body work in order to be employable in their chosen industries and maintain their roles. However, body work affects different bodies disproportionately. How does organizational body work impact equity, diversity, and inclusion in the workplace? And how can we improve systems of body work in organizations to create better working conditions?