Emtrain Blog

The Leaky Funnel: The Reason Your Talent Diversity Efforts Are Falling Short

‘Tis the season when technology companies publish their diversity numbers. And, despite a concerted effort to increase diversity, women and people of color are still underrepresented across all levels and particularly in senior leadership.

How does this happen? All organizations have three inflection points that can make or break diversity: recruiting and hiring, team dynamics, and career advancement. When unconscious bias kicks in and leaders give opportunities to people they feel “are the best fit for the team,” diverse candidates—like women and people of color—are less likely to get those opportunities

When diverse talent starts falling out of the corporate talent pipeline, we call it “The Leaky Funnel”.

Be Conscious About Bias to Work Better

Be Conscious About Bias to Work BetterOur brain’s ability to make quick assumptions based on limited information is one of the marvels of our evolution. It helps us rapidly process information and protect ourselves in critical moments. We’re so used to relying on first impressions and stereotypes that we do it all the time, even in professional settings. We call this unconscious bias, and it shows up in the workplace in all sorts of ways, from interpersonal relationships to the way office temperatures are set. (Doubt that last one? Are you freezing in your office right now?)

Unconscious bias also influences how we think about our colleagues and our leaders, how we approach projects, and how we get and give opportunities.

Everyone’s Got Biases
Think you don’t have any biases? Check out our video to see if you’re right.

T-Minus Ten Weeks: What Companies with New York-based Employees Must Do to Comply with Sexual Harassment Prevention Training Mandates

The preamble to the NY State legislation aimed at preventing workplace sexual harassment indicates that the bill is comprehensive and multi-faceted. It enacts an approach “to help prevent sexual harassment in the workplace, ensure accountability, and combat the culture of silence that victims face.” It goes on to say, “this bill will help ensure that all employees are provided with a safer work environment.” This language drives home a point that we see surfacing not only in New York, but throughout the country: State legislatures are taking a comprehensive and serious approach to tackle this complex issue. 

Our prediction? This is the beginning of a trend that will include enactment of mandatory harassment prevention training requirements in other parts of the country. But for now, the question is, how do New York employers comply?

4 Interesting Aspects of New York’s New Harassment Prevention Laws

4 Interesting Aspects of New York’s New Harassment Prevention LawsThe new New York State and New York City laws on sexual harassment prevention are the broadest of their kind. Here are some of their unique aspects, and our thoughts on why they matter.

Train Everyone

Is Bad Training Worse Than No Training?

Post-#MeToo, employers are more confused than ever about whether to provide harassment prevention training. Does it work? Is it a good investment? Will it actually move the needle as it relates to achieving a better understanding of the issues and positively affecting behavior at work? 

Research and experience tells us that the answer to all these questions is YES. But there is a caveat. We know that bad training is bad…so what are some of the steps employers can take to make their training effective?