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How Can Passive ONA Highlight the Impact of Relationships on Diversity and Inclusion?

By | Jonathan Ferrar | David Green | www.myhrfuture.com

One month ago, in July of 2021, Excellence in People Analytics was published. We have been humbled by the reaction to the book and how it is already influencing the discipline of people analytics. As the world emerges from the global pandemic, it is clear that new ways of working need to be adopted in all industries and countries around the globe.

One of the most complex topics we have encountered is that of diversity, equality and inclusion. It is almost universally accepted that companies with diverse leadership outperform those without; Gallup found that gender-diverse business units have higher average revenue than less diverse business units. Despite this, McKinsey’s Women in the Workplace 2020 report on workplace practices in over 300 companies highlights that although there has been a significant increase in women joining the workforce, women are not advancing into leadership: only 85 women were promoted to manager for every 100 men, leaving women holding just 38% of manager-level positions, while men held 62%.

This phenomenon is not exclusive to business. As seen in a brand new study from Weill Cornell Medicine and The Science of Diversity & Inclusion Initiative (SODI), women are disproportionately underrepresented in leadership positions in Medicine.     

Within surgical specialties, lead author and Associate Professor of Department of Otolaryngology-Head and Neck Surgery at Weill Cornell Medicine, Maria V Suurna MD, noted that whilst women accounted for just over one-third of total surgical faculty, they represented less than 10% of the full Professor group.

Fig 1. Gender representation at hierarchical levels in surgical departments at Weill Cornell Medicine  (Reproduced from Underrepresented Women Leaders: Lasting Impact of Gender Homophily in Surgical Faculty Networks, Laryngoscope, 00:1–6, 2021)

Fig 1. Gender representation at hierarchical levels in surgical departments at Weill Cornell Medicine  (Reproduced from Underrepresented Women Leaders: Lasting Impact of Gender Homophily in Surgical Faculty Networks, Laryngoscope, 00:1–6, 2021)

Dr. Suurna was keen to understand the underlying behaviour. With support from her (male) chair, she initiated a project with Manish Goel, founder and CEO of relationship analytics company TrustSphere, and Andreas Leibbrandt, PhD, economist and founder of SODI. 

The hypotheses were 1) men and women build/maintain different relationship networks and 2) women are not similarly included within the organisation and do not receive the same sponsorship as male counterparts.

“We had a unique opportunity with this study,” says Professor Leibbrandt. “We were in Data Heaven: a large complete network, objectively measured connections, and a large enough number of male and female actors at different hierarchies provided us with the possibility to glimpse into the role of workplace interactions and the extent to which they were or were not contributing to women’s career progression.”

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