Harvard Case - Dessa: Growing a Diverse and Inclusive Artificial Intelligence Company
"Dessa: Growing a Diverse and Inclusive Artificial Intelligence Company" Harvard business case study is written by Cheryl Gladu, Raymond Paquin. It deals with the challenges in the field of Organizational Behavior. The case study is 8 page(s) long and it was first published on : Nov 9, 2020
At Fern Fort University, we recommend Dessa implement a multifaceted strategy focused on building a strong foundation for diversity and inclusion, fostering a culture of belonging, and proactively addressing potential challenges. This strategy involves a combination of organizational change, leadership development, talent management, and communication initiatives aimed at creating a truly inclusive and innovative workplace.
2. Background
Dessa, a rapidly growing artificial intelligence (AI) company, faces the challenge of maintaining a diverse and inclusive workplace while navigating rapid growth. Founder and CEO, Katherine Dessa, recognizes the importance of diversity and inclusion, but the company struggles with attracting and retaining diverse talent. The case study highlights the company's efforts to address this issue through various initiatives, including a diversity and inclusion committee, unconscious bias training, and a focus on recruiting from underrepresented groups. However, these efforts have not yet yielded significant results.
The main protagonists in the case are Katherine Dessa, the CEO, and her team, including the Head of Engineering, who are grappling with the challenges of building a diverse and inclusive company culture.
3. Analysis of the Case Study
The case study presents a complex scenario where Dessa's rapid growth and the competitive nature of the AI industry intersect with the need for a diverse and inclusive workplace. We can analyze the situation through the lens of organizational behavior, leadership, and change management:
Organizational Behavior:
- Organizational Culture: Dessa's existing culture, while positive, may not be sufficiently inclusive. The lack of diversity in senior leadership positions and the perception of a 'bro culture' can create barriers for underrepresented groups.
- Group Dynamics: The company's rapid growth has led to the formation of teams with varying levels of diversity. This can lead to challenges in communication, collaboration, and decision-making, particularly if unconscious biases are present.
- Motivation Theories: Dessa's efforts to attract and retain diverse talent need to be aligned with the motivational needs of underrepresented groups. This includes addressing issues related to career advancement, mentorship, and a sense of belonging.
- Psychological Safety: Creating a psychologically safe environment where individuals feel comfortable expressing their ideas and perspectives is crucial for fostering innovation and inclusivity.
Leadership:
- Leadership Styles: Katherine Dessa's leadership style, while effective in driving growth, needs to evolve to actively champion diversity and inclusion. She needs to empower diverse leaders within the organization and create a culture where inclusivity is a core value.
- Emotional Intelligence: Effective leaders need to be self-aware and sensitive to the needs and perspectives of diverse team members. Developing emotional intelligence will help leaders navigate difficult conversations and address issues related to bias and discrimination.
- Transformational Leadership: Dessa needs to adopt a transformational leadership approach that inspires and motivates employees to embrace diversity and inclusion as core values. This involves setting clear expectations, providing support, and celebrating successes.
Change Management:
- Resistance to Change: Implementing significant changes to organizational culture and practices can face resistance from individuals who are comfortable with the status quo. Dessa needs to address this resistance through clear communication, education, and demonstrating the benefits of a diverse and inclusive workplace.
- Leading Change: Katherine Dessa needs to take a proactive role in leading the change process. This includes clearly articulating the vision for a diverse and inclusive company, providing resources, and holding leaders accountable for progress.
- Organizational Development: Dessa needs to invest in organizational development initiatives that focus on building a more inclusive culture. This can include training programs on unconscious bias, diversity and inclusion workshops, and mentorship programs for underrepresented groups.
4. Recommendations
To address Dessa's challenges, we recommend a multi-pronged approach:
1. Create a Culture of Belonging:
- Leadership Commitment: Katherine Dessa needs to clearly articulate her commitment to diversity and inclusion, making it a core value and a strategic priority. This involves actively championing diversity initiatives, setting clear expectations for leaders, and holding them accountable for progress.
- Diversity and Inclusion Council: Establish a dedicated and empowered Diversity and Inclusion Council composed of diverse leaders from across the organization. This council should be responsible for developing and implementing a comprehensive diversity and inclusion strategy, monitoring progress, and addressing issues.
- Unconscious Bias Training: Expand the existing unconscious bias training program to include all employees, focusing on practical tools and strategies for recognizing and mitigating bias in hiring, promotion, and performance evaluations.
- Mentorship Programs: Develop mentorship programs that pair diverse employees with experienced leaders, providing guidance, support, and career development opportunities.
- Employee Resource Groups (ERGs): Encourage the formation of ERGs that represent different identity groups. These groups can provide a platform for employees to connect, support each other, and share their experiences.
2. Improve Hiring and Talent Management:
- Diverse Recruitment Strategies: Implement a proactive recruitment strategy that targets underrepresented groups. This includes partnering with diversity-focused organizations, utilizing diverse recruitment channels, and ensuring that job descriptions are inclusive and avoid bias.
- Blind Recruitment: Consider implementing blind recruitment practices, where candidates are evaluated based on their skills and experience without revealing their names, gender, or other personal information.
- Diversity Metrics: Track diversity metrics across all levels of the organization to identify areas for improvement and measure the effectiveness of diversity and inclusion initiatives.
- Performance Management: Ensure that performance management systems are fair and equitable, addressing potential biases in performance evaluations and promotion processes.
3. Communication and Transparency:
- Open Communication: Create a culture of open communication where employees feel comfortable raising concerns and providing feedback. Establish clear channels for reporting incidents of discrimination and harassment.
- Transparency: Be transparent about the company's diversity and inclusion goals, progress, and challenges. Regularly communicate updates and successes to employees.
- Employee Feedback Mechanisms: Implement regular employee surveys and feedback mechanisms to gather insights on the company's progress in creating a diverse and inclusive workplace.
- Leadership Communication: Ensure that leaders at all levels are actively promoting diversity and inclusion in their teams and departments. This includes setting clear expectations, modeling inclusive behavior, and holding team members accountable for creating a welcoming environment.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: Dessa's mission is to use AI for good. A diverse and inclusive workplace is essential for achieving this mission, as it fosters innovation, creativity, and a broader range of perspectives.
- External Customers and Internal Clients: A diverse and inclusive workplace attracts and retains top talent, enhances customer satisfaction, and strengthens the company's reputation.
- Competitors: The AI industry is becoming increasingly competitive. Companies that prioritize diversity and inclusion will have a competitive advantage in attracting and retaining top talent.
- Attractiveness: Creating a diverse and inclusive workplace will enhance Dessa's attractiveness to potential employees, investors, and customers.
6. Conclusion
Dessa's commitment to diversity and inclusion is commendable, but the company needs to take a more strategic and proactive approach. By implementing the recommendations outlined above, Dessa can create a truly inclusive and innovative workplace that attracts and retains top talent, fosters a culture of belonging, and drives sustainable growth.
7. Discussion
While the recommended approach focuses on creating a more inclusive culture, there are other alternatives that could be considered:
- Mergers and Acquisitions: Dessa could consider acquiring or merging with companies that already have strong diversity and inclusion practices.
- External Consultants: Hiring external consultants with expertise in diversity and inclusion can provide valuable insights and guidance.
However, these alternatives may be more costly and time-consuming than the recommended approach. The key assumption underlying our recommendations is that Dessa is committed to creating a truly inclusive workplace and is willing to invest the necessary resources and time to achieve this goal.
8. Next Steps
To implement these recommendations, Dessa should follow a phased approach:
Phase 1 (Short-term):
- Establish the Diversity and Inclusion Council: Within the next quarter, form the council and define its responsibilities.
- Expand Unconscious Bias Training: Roll out the training program to all employees within the next six months.
- Develop Mentorship Programs: Pilot mentorship programs for diverse employees within the next year.
- Implement Diverse Recruitment Strategies: Begin using targeted recruitment strategies within the next quarter.
Phase 2 (Mid-term):
- Track Diversity Metrics: Start collecting and analyzing diversity data within the next year.
- Review Performance Management Systems: Assess and revise performance management systems to address potential biases within the next two years.
- Implement Employee Feedback Mechanisms: Establish regular feedback mechanisms within the next year.
Phase 3 (Long-term):
- Evaluate and Adapt: Continuously evaluate the effectiveness of diversity and inclusion initiatives and adapt them based on feedback and data.
- Foster a Culture of Belonging: Continuously work to create a workplace where all employees feel valued, respected, and empowered.
By taking these steps, Dessa can create a truly diverse and inclusive workplace that will benefit the company, its employees, and its customers.
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Case Description
In 2018, Vince Wong, the founder and chief operating officer of Toronto-based artificial intelligence firm Dessa, faced the challenge of developing a diverse workforce and a culture supportive of diversity through his hiring practices at the rapidly growing start-up. Until now, Wong had handled all of the hiring at the 30-person firm himself. However, as he expected the firm to double in size within the next year, Wong had hired an internal recruiter and was considering how to formalize and transition hiring in a way that supported expanding diversity within the firm. Wong's main focus was on determining how to support diversity through hiring and inclusion via the development of a staffing system that aligned with his desire to develop a more diverse and inclusive workforce.
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