Article Review

Article Review

Question 1: Article Review

Harvard Business Review Analytical Services. (2021). “Creating a Culture of Diversity, Equity, and Inclusion: Real Progress Requires Sustained Commitment.” Harvard Business Review.


The author of this article is Harvard Business Review Analytical Services, commercial research that is independent in the Harvard Business Review Group that conducts comparative analysis and research concerning critical challenges in management and emerging business opportunities. Based on the findings of original qualitative and quantities analysis and research, this report seeks to provide peer-reviewed and business intelligence insights. The HBR Advisory council conducted quantitative surveys while the subject matter experts and business executives conducted qualitative research beyond and in the Harvard Business Review author community (Harvard Business Review Analytical Services, 2021). A summary of this article including comments concerning selected aspects and the relevant changes in the article as well as additional research findings provides a significant understanding of how a culture of diversity, inclusion, and equality can be created.

Article Summary

This report analyzes the practices and programs that companies use to increase Diversity Equality and Inclusion(DEI), the barriers to their initiatives, and how greater DEI impacts the success of organizations. The article also identifies the leaders of DEI; 33% of participants who cite that their companies have improved with DEI, the followers; 38% of individuals who have moderately succeeded in using DEI, and the laggards; 29% who have not successfully employed DEI (Harvard Business Review Analytical Services, 2021). Also, a comparison of the experiences of leaders, participants, and laggards is looked into. According to the Josh Bersin Company’s vice president of research, when using DEI companies need to have strategies, they need to measure it, and that individuals should not use it in their companies since they got good results.

Critical Reflections

The primary purpose of this article is to convince people that the use of DEI in their organizations can significantly lead to success in different ways. According to the article, there are several ways in which leaders can improve DEI by using data analytics (Harvard Business Review Analytical Services, 2021). One of them is through the establishment of a baseline and setting future goals. Also, there is a need to regularly measure the progress and widely communicate the progress. Besides, leaders should go beyond high-level metrics in identifying specific areas of interventions as well as hold their organizations accountable for their actions. Most companies that saw that their efforts were bearing no fruits began putting effort into inclusion and equality (McCoy, 2020). Equality is all about the promotion of impartiality, justice, and fairness. One of the most effective ways in which organizations can shift to a more inclusive and equitable culture is by supporting and encouraging open conversations concerning DEI initiatives with employees.

Acknowledging the personal observations and comments of leaders from different companies and then explaining their reasoning provided this article an opportunity to persuade the readers to agree with the findings. By providing research findings and personal reasoning, this article increases the attention of readers towards the arguments. One of the most critical points provide by this article is the ten practices that can help companies improve their diversity (Harvard Business Review Analytical Services, 2021). These practices can be effectively applied in organizations that aim to achieve success through DEI. Among the best practices provided include changing up recruitment, providing a hotline to report incidents of DEI, making use of ERGs, adding a warm line for coaching and advice, providing clear pathways of development and encouraging advancement, employing diverse hiring panels, sharing practices with DEI peers, creating a steering committee for DEI and offering sponsorship and mentorship programs.

The practices provided to help companies achieve diversity and inclusion are effective and can help companies improve in different aspects. As Bernstein et al. (2020) articulate diversity is a concept that comes after inclusion. Before concentrating our effort on bringing in the factor of diversity, there are a few fact-checks and infrastructural readiness that we need to analyze (Harvard Business Review Analytical Services, 2021). Building the culture within the organization is the first step towards this. Before bringing in a diverse set of people with varied ideologies, principles, identities, and characteristics, the organization should ensure whether the existing workforce has an open mind towards the acceptance of a different set of people who would soon be joining and collaborating in. The next important aspect is to sensitize the existing employees on the special qualities and abilities of the incoming candidates and how their support could enable a workplace that encourages and accepts the identities they carry (McCoy, 2020). After this, ensuring all the top priority support systems are met, the organization would be ready to include the special talents from different diversity strands in the system.


This article provides convincing research that DEI has significant benefits in an organization and that the work done by DEI leaders is significantly paying off. Unlike laggards and followers, leaders are more likely to witness improvements in their organizations. The findings indicate that sexual orientation, ability, and age, even though harder to track have shown significant improvements. DEI is not only the right thing to do but findings from different studies indicate that leaders employing DEI in their companies are likely to tremendously outperform their competitors. However, they are likely to face day-to-day challenges since it is strenuous to change the practices and policies in the way.

Question 2: Opinion about the Peer-reviewed Article by SHRM

The peer-reviewed article by SHRM in the course documents (IDEA), analyzes Access as the most critical component of diversity, equality, and inclusion. According to the author, there is a need for an IDEA plan that incorporates ACCESS, and that it is the most critical step before having a plan for DEI (Sanchez, 2020). I agree with the author because ACCESS provides equitable access to every individual despite experience and human ability. By providing access to all opportunities for organizational members, organizations can harness a significant talent pool that is brought by members to an organization. It also helps in eliminating perceived and real barriers and developing, cultivating, and advancing a pipeline of talent.

My thoughts about the article are that it provides a comprehensive and effective understanding of how inclusion, diversity, and equality can be achieved through success. According to the article, ACCESS can significantly help employees by enabling them to fit into the workplace culture (Sanchez, 2020). It also provides people of color with opportunities to be qualified in critical projects. If the disabled and minorities have access, they are likely to experience fewer disparities in different areas including health and education. This article emphasizes the use of ACCESS to improve DEI initiatives and reduce discriminatory actions in society.

I think the information provided in this article will be effective especially when applied in organizations and society in general. This is because it provides significant recommendations on how ACCESS can be achieved in organizations and how it can help foster diversity, equality, and inclusion. Companies cannot succeed in applying DEI in their daily operations if their strategic plans are not built on grounds and understanding of ACCESS. According to the author, ACCESS is critical in any DEI plan since it reflects on the most effective works for organizations and individuals. Thus, human resource practitioners need to employ ACCESS in their operations.



















Bernstein, R. S., Bulger, M., Salipante, P., & Weisinger, J. Y. (2020). From diversity to inclusion to equity: A theory of generative interactions. Journal of Business Ethics167(3), 395-410.

Harvard Business Review Analytical Services. (2021). “Creating a Culture of Diversity, Equity, and Inclusion: Real Progress Requires Sustained Commitment.” Harvard Business Review.

McCoy, Z. (2020). Workplace Diversity, Equity, and Inclusion Programs: Inclusive Environments and Diversity Promotion Programs. USFL Rev.55, 153.

Sanchez, D. A. (2020, September 29). What is the Most Important Component of a DEI (Diversity, Equity, and Inclusion) Plan? Access! (IDEA). Blog. SHRM.


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