Thank you for sharing this very interesting approach to creating an inclusive culture/ environment at Pinterest. This is a nice follow-up to the work that you previously discussed about recruiting for diversity (see What We Learned from Improving Diversity Rates at Pinterest).
Have you gotten a chance yet to examine outcome metrics that compare teams led by Exceptionally Inclusive Managers to those that are not? I am very curious about team performance, team diversity over time, promotion rates, turnover rates, measures of innovation, and more. And particularly of the team dynamics of the teams for Exceptionally Inclusive Managers over time.
We know that diversity impacts team performance and innovation through a greater focus on facts (for example, see Why Diverse Teams are Smarter) and that inclusion is critical to yielding the performance and innovation benefits of diversity (for example, see Diversity Doesn’t Stick Without Inclusion). Do teams led by Exceptionally Inclusive Managers experience a reduction in interactional discomfort over time as the team gets more familiar with one another (and how they work together) — and does this impact performance and innovation? You seem to have a unique opportunity to examine these questions and respond organizationally. I look forward to more posts!