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Bite-size Case Study

When gender equality values don’t translate into action

Published on February 28, 2018 Originally recorded 2014   3 min
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As an example of examining the fit between values and behaviors can reveal, let's take as an example a consulting firm that I'll call Laser Consulting. The core values of this firm may look fairly familiar. They have the type of values that are stated by many different organizations. Here's their basic statement of their core values and mission. "We provide superior service at exceptional value through long-term client relationships; We achieve this through hiring, developing and retaining the best and brightest talent and by fostering an environment of inclusion, mutual collaboration, idea-sharing and innovation."
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Now what are the implied management principles that underlie Laser Consulting statement? If in fact they're living out their values and putting them into practice, we would expect that the behaviors and the management practices emphasize excellence throughout the firm, efficient use of resources including their human capital resources, we would expect that merit is the chief criterion in selection and advancement, we would expect that the company emphasizes and practices inclusion and does not discriminate against any employees. And we would expect to see a culture of collaboration, of open communication and sharing as employees work together towards providing outstanding client service.
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When gender equality values don’t translate into action

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