Thread by @rkuruvi1

“We had plenty of talented, highly qualified women ready to advance to leadership positions at Genentech, but we weren’t doing a good job of recognizing them”

hbr.org/2021/06/how-on…

“To raise their visibility, we held leaders accountable for identifying women on their teams who were primed to move to the next level in their careers and then advocating for them in talent-review discussions”

“We also redesigned our interview process....These changes helped to reduce bias in our hiring decisions by forcing us to evaluate candidates based on their abilities rather than on titles on their resumes and interviewers’ assumptions and preferences.”

“In 2021, we published our inaugural Diversity & Inclusion Report so employees, peer companies, and candidates can also hold us accountable.”

“If there are no women on a leader’s list, the leader is expected to explain why — ..These kinds of conversations, which had never taken place before, proved instrumental in raising awareness of the issue and helping leaders close the gender gaps on their teams.”

“small steps can add up to something truly life changing. Weaving the message about the importance of gender diversity into the fabric of our corporate narrative was one small step that made a big difference.”

“Since 2007, we have more than doubled the percentage of female officers at the company, and we achieved by 2017 our goal of increasing the pool of women qualified for senior leadership positions by 50%.”

“An organization that encourages diversity of background, perspective, and experience is far more likely to uncover new insights and unique approaches to addressing a challenge.”