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White Papers
Ethnicity: Reducing the Effects of Bias in the Workplace
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The third installment of a four-part series of publications from the Four Stages® of Contribution research project, this new white paper examines how demographic variables of race and ethnicity may impact perceptions of contribution and value by both managers and contributors themselves.
Our ongoing research has shown that while gaps in perception of contribution exist between managers and direct reports in general, differences are more pronounced according to ethnicity:
• Manager ratings: managers believe 34% of their white direct reports are contributing dependently vs. over 42% for professionals of color
• Self-ratings: a higher percentage of white direct reports view their contribution as much more interdependent and influential (38%) than professionals of color (23-31%)
The impact of this disparity is significant. These differences can affect how managers position their direct reports for development opportunities and also affect the confidence and willingness of professionals of color to accept challenging and riskier assignments.
There are opportunities for both groups to learn from the results and to enhance intentional development efforts. With organizations more diverse than ever before, increased capacity and development of all people is essential.
