“When we struggle to succeed, we need to evaluate why, figure out strategies to change our behaviour. If someone is leading a team, and the project has not gone well, the idea of a growth mindset is not about ignoring failure, but saying: ‘Our team failed, where did we go wrong and where could we go better?’ The approach must be to interrogate that failure.”
Pride special: busting workplace assumptions around LGBTQ+
July 2018 | London Business School Review
“Advocates in leadership positions are a rare commodity. When leaders do speak up, they have a greater opportunity to stand out. Dr Rattan says: “By showing that they value people for the intellectual potential they bring, not who they love or how they live their lives, they can send a strong signal of belonging and inclusion.”
When stereotypes collide: gender vs race in hiring decisions
November 2017 | London Business School Review
“We socially categorise people almost the instant we come across them, often unconsciously and without even realising we’re doing it.” Can a differential emphasis on aspects of the same person’s identity affect how much male evaluators discriminate in a hiring context? Astonishingly, the answer is yes.”
“Some people are up against such a strong headwind because of persistent stereotypes and biases that they simply can’t showcase their potential. We need to scaffold people against the pushback from the world.” This ‘scaffolding’ is essential for a woman or someone from a minority community to have an equal chance to showcase their abilities at work in an environment that either explicitly or implicitly excludes them.