“Simply put, we aspire to achieve two concrete goals: that 50% of our News organization employees be women and 50% of our total workforce be people of color.” Cesar Conde

Imagine that NBC hires disproportionately more Asian And Hispanic Americans over other groups that are also designated People of Color to reach the workforce goal of 50% POC.

(Sidenote: there is a debate on whether Asian Americans fall under the umbrella of People of Colour and if so, how. both on corporate and collegiate levels)

Would Black American employees/community be happy with the fact that the 50% goal has been…


Why managers must closely track this seemingly innocent metric

One of the metrics that Meeting.info tracks is attendance quality. How many people are late for meetings and how many leave early.

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Meeting.info dashboard

In this blog post we want to dive deeper into this metric, because there’s more to unpack around unpunctuality, from the point of employee wellbeing, besides our annoyance with it.

Several studies around lateness have been done over the years. And they reveal a more complex picture that managers might not be aware off.

Digging into the psychology of lateness reveals interesting possibilities about why people are late. It can indicate poor self-control, procrastination or the failure to…


Introducing our latest product re: remote work problems.

In the past weeks we’ve been listening to out network about the impact of woking remotely.

An issue that kept coming up was that team managers and HR felt they had reduced visibility on how this Work from Home switch impacted employees.

While many used survey tools to get some kind of a pulse, from conversations another theme started to emerge:

The default action to combat reduced visibility, was to increase meeting frequency, which, they all agreed, was well intentioned but not healthy in the long run.

So that lead us to explore a question that piqued our interest:

If…


Admittedly a weird label for an issue most of us have experienced first hand.

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Every week, employees spend about six hours in meetings, while the average manager meets for a staggering 23 hours.

The result is not only hundreds of billions of wasted dollars, but an exacerbation of what organisational psychologists call:

“meeting recovery syndrome”

This is the time we spent cooling off and regaining focus after a (useless) meeting.

When we sit through an ineffective meeting our focus is essentially being drained away, taking on average 45 mins to recover after a poor meeting.

Meetings sap stamina, productivity and…


Gender, Age, Ethnicity, Disability, Sexuality, Religion.

These are some of the common buckets that most diversity and inclusion programs fail in. Fall in.

Yet a lot of us, during this acute health crisis are looking at ourselves and colleagues/citizens through different lenses:

Parent, caretaker, single/relationship, expat/native can/can’t remote work, employee/gig worker etc.

What is interesting about some of these “new” buckets is that they cut across, or better said supersede traditional D&I buckets.

They expose inherent inclusivity that we all share, once we enter a particular set of work-life circumstances.

Every working parent now has one question on their mind…


Yesterday I rewatched “the Big Short”.

Somehow that movie seemed like a good lens to look at coming decisions and ramifications of Corona-Virus on employees.

Right now for every Employer the way they deal with the impact of the Virus is a “big short” opportunity to impact the lives of their employees and companies.

The benefits you reap boil down to intent:

Do you have a PE-mentality (Private Equity) and see this as a chance to slash costs, automate workers out, trim the fat, do more with less?

Or are you seeing employees as your most valuable asset AND…


This research memo looks at lesser known issues and solutions for companies to increase chances of hiring more Black professionals.

Why this Memo?

Anecdotally problems re: hiring black employees keep popping up. From Google’s struggles, to Black employees at Facebook speaking on their position.

And according to meta-analysis from 2017, discrimination against African-Americans in hiring field experiments didn’t decline from 1990 to 2015.

“It is often suggested that prejudice and discrimination fade out over time through a gradual process of liberalization of attitudes,” says Lincoln Quillian, professor of sociology in the Weinberg College of Arts and Sciences at Northwestern.


This research memo looks at lesser known issues and solutions for companies to increase chances of hiring more Black professionals.

Why this Memo?

Anecdotally problems re: hiring black employees keep popping up. From Google’s struggles, to Black employees at Facebook speaking on their position.

And according to meta-analysis from 2017, discrimination against African-Americans in hiring field experiments didn’t decline from 1990 to 2015.

“It is often suggested that prejudice and discrimination fade out over time through a gradual process of liberalization of attitudes,” says Lincoln Quillian, professor of sociology in the Weinberg College of Arts and Sciences at Northwestern.


This research memo looks at lesser known issues and solutions to increase chances of hiring more Black professionals.

Recruitment: how to improve communication with Black Professionals?

When it comes to recruitment, there are a lot of best practices that can be found, so we’d like to highlight research that can be tested fairly easily, and resonate with black professionals.

And it has to do with the job description and key language that is important to Black (and minority) professionals.

TO EEO or not to EEO, that is the question?

Both academic and corporate research(1) show that non-credible (bare minimum) EEO statements can have an opposite effect impact on how black…


This research memo looks at lesser known issues and solutions to increase chances of hiring more Black professionals.

Pre-selection: how to improve selection chances for Black professionals?

Throughout any hiring process, employers aim to gather as much relevant information on their candidates as possible.

Most organisations, currently employ as a second step in the hiring process, some sort of personality and or skills assessment.

And at this point, again there is a lesser known intervention that could decrease the drop off rates of black (and hispanic) job applicants.

The intervention: Practice tests

A 2019 study (Campion et al., 2019)(1) assert…

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Since 2012 on a mission to eradicate bias towards identity by 2025

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