With a recessive period upon us, we’ve witnessed a growing trend of corporate leaders (particularly in the tech industry) embracing “bossism”: a leadership style that emphasizes a top-down approach to management.

Sadly, that means the first programs on the chopping block are viewed as the nice-to-haves, including the DEI initiatives that many pledged to uphold following George Floyd’s murder. It also means that the people these programs were aimed at supporting are also at risk, at a time when employees and employers need inclusion-focused programs the most.

While those who practice bossism would claim to favor the bottom line, they do so at the expense of the people who are responsible for creating the bottom line in the first place. 

In today’s episode, we’ll share the reasons why we can’t undo progress on DEI with the likes of bossism in Big Tech, including:

• Why investing in DEI supports teams during times of change and uncertainty

• Why an inclusive workplace supports post-layoff survivors’ productivity and morale

• Why ongoing DEI initiatives can support today’s and tomorrow’s teams

In This Episode:

[1:15] Is the recessive period creating a trend in which leaders are resorting to bossism?

[4:43] How is the rise of bossism affecting DEI initiatives?

[8:23] Why investing in DEI supports diverse teams during times of uncertainty

[12:34] The impact of bossism in Big Tech on psychological safety and how it affects morale and productivity (even beyond the tech industry)

[14:31] How investing in DEI initiatives can support today’s and tomorrow’s teams

[15:59] Why cutting back on DEI initiatives today will ultimately lead to difficulty retaining and hiring talent in the long run

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

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