A row of multiracial women's hands lift up puzzle pieces to show the importance of thinking through a DEI business strategy
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Pareto Principle

Your time and resources are limited. Efficiency means learning to prioritize. The Pareto principle (also called the 80-20 rule) can help you identify the best way to use your time for maximum results.

Country Analysis Framework

Overseas expansion requires careful planning. The Country Analysis Framework can help you look beyond an industry-level analysis and reframe your view based on performance, strategy, and context. Try this short course to learn how it works.

SECI Model

The SECI model illustrates how knowledge is created and shared. Learn how to put it to use for best practices, and how the Japanese concept of “ba” fits in to broaden your perspective.

Johari Window Model

The Johari Window Model is a self-awareness framework that helps you better understand . . . you. Learn how its four quadrants can help you identify gaps between how you see yourself, and how others see you.

Sunk Costs

Wondering if you should continue an investment or look for something new? Sunk costs can have a powerful psychological impact on decision-making. Learn how to recognize them to ensure rational decisions.

CAGE Distance Framework

Want to expand overseas? The CAGE distance framework can help ensure you're constructing a solid global strategy in four areas: cultural, administrative, economic, and geographic. Learn how to leverage useful differences between countries, identify potential obstacles, and achieve global business success.

Groupthink

Groupthink refers to group pressure and the perception of consensus which together lead to ill-formed decisions—or even unnecessary risks. Learn to identify the warning signs of groupthink and apply countermeasures in this online course.

Deductive and Inductive Reasoning

Solving problems with the best results means using two types of thinking: deductive and inductive reasoning. In this online course, learn to form a broad premise, make observations, and form conclusions from different perspectives.

Critical Thinking: Hypothesis-Driven Thinking

Anyone can come up with a good idea. The real challenge is putting that idea into action. In this online course, explore how to form compelling, testable hypotheses and bring ideas to life in your own organization.

Critical Thinking: Structured Reasoning

Even a few simple techniques for logical decision making and persuasion can vastly improve your skills as a leader. Explore how critical thinking can help you evaluate complex business problems, reduce bias, and devise effective solutions.

Critical Thinking: Problem-Solving

Problem-solving is a central business skill, and yet it's the one many people struggle with most. This course will show you how to apply critical thinking techniques to common business examples, avoid misunderstandings, and get at the root of any problem.

How to Dream

Join globally renowned author and Columbia Business School professor Dr. Sheena Iyengar as she explains how to approach your dreams with a new perspective. Learn to reflect on what you long to accomplish and what stands in your way.

Logical Thinking

Logical thinking is at the heart of confident, persuasive decisions. This course will equip you with a five-point approach to more becoming a more logical thinker. Learn to classify ideas and distinguish fact from opinion.

Investing & Diversity: The Changing Faces of Venture Capitalists

Is the venture capital industry embracing diversity in investors? Watch global venture capitalists from around the world discuss the state of things and what needs to be done for a more inclusive future.

Servant Leadership

There's more to leadership than driving a team to profit. In fact, there's a word for looking beyond self-interest to prioritize individual growth: servant leadership. Try this course for a quick breakdown of what that is, how it works, and how it can lead to organizational success.

Organizational Behavior and Leadership

Ever wonder what makes a great leader? Whether your role requires leadership or not, understanding organizational behavior is useful for your career. This course from GLOBIS Unlimited can set you on your way.

Leadership vs. Management

Leadership and management are different skills, but today’s leaders must have both. Try out this course from GLOBIS Unlimited to understand the difference, as well as when and why each skill is necessary for motivation, communication, and value.

Strategy: Creating Value Inside Your Company

Have you ever wondered why certain companies are more successful than others? The answer is strategy: internal processes that control costs, allocate resources, and create value. This course from GLOBIS Unlimited can give you the tools you need for that strategic edge.

Strategy: Understanding the External Environment

To plan strategy on any level, you need to understand your company's external environment. In fact, your level of understanding can impact hiring, budgeting, marketing, or nearly any other part of the business world. Want to learn how to do all that? This course from GLOBIS Unlimited is the perfect first step!

Using Japanese Values to Thrive in Global Business

Japanese companies have unique cultural, communication, and operational challenges. But they also have values that have led to remarkable longevity. Check out this seminar to hear how these values help earn trust from overseas head offices and develop employees.

Turnaround Leadership: The Differences Between Japan and the West

What's the best way for leaders to communicate a shift in corporate strategy? How do you even know when it's time for such a change? This course explains how Japan might have one answer, Western companies another.

Conflict Management

Conflicts in the workplace are inevitable. But they can lead to positive outcomes if they’re managed well. Check out this online course for a two-step process that can help you manage conflict successfully.

Evernote Founder: How Tech Startups Can Break through in Japan

Can startup models from Hollywood and Silicon Valley succeed anywhere? Phil Libin, cofounder and CEO of startup incubator All Turtles, explains how AI can solve everyday problems to bring products to market.

Women Empowerment: Lessons from Cartier

How can women overcome gender inequality and reach their leadership goals? Cartier Japan CEO June Miyachi shares her secret in this special course from GLOBIS Unlimited.

Marketing: Reaching Your Target

Every company works hard to get its products into the hands of customers. Are you doing everything you can to compete? In this course, you’ll find a winning formula to turn a product idea into real sales. Follow along through the fundamentals of the marketing mix and see how companies successfully bring products to market.

Marketing Mix

Seeing good products into the hands of customers is no easy task. The marketing mix can help. It's a collection of strategies and tactics companies utilize to get customers to purchase their products or services, and is an essential part of the overall marketing process.

The Principles of Negotiation

With the proper skills and attitude, anyone can become a successful negotiator.  But first, you'll need to learn the basics to prepare for, assess, and respond to offers for the best results. GLOBIS Unlimited can help.

Negotiation: Creating Value

Want to create more shared value between yourself and your negotiation opponent? Discover how cognitive bias affects the judgment of others. Try this course from GLOBIS Unlimited to master the value of negotiation.

Finding Your Life Purpose with Ikigai

Ikigai can guide you in your quest for self-discovery. Listen to Japanese brain scientist Ken Mogi explain why and how.

Maslow’s Hierarchy of Needs

Want to leverage Maslow's Hierarchy of Needs as a leader? Try this short course to see how the theory can be applied in practical work scenarios.

Confirmation Bias

We all subconsciously collect information that reinforces our preconceptions. It's natural . . . but it does lead to a kind of flawed decision-making called confirmation bias. To become more objective and impartial, check out this course from GLOBIS Unlimited!

An Investor's Lesson to Entrepreneurs

Entrepreneurs have the power to transform societies for the better. But how do you attract investors to start or grow a business? Or to sell one? Check out this seminar for the answers to these and more, straight from a master venture capitalist!

Managerial Accounting

Managerial accounting is a powerful way to measure progress, identify problems, and meet your goals. Check out this course to learn how data-backed decisions can help you run your business.

Finance Basics: 1

For a healthy mix of quantitative planning, evaluation, and management, you need solid decision-making. And finance is the secret sauce! Get the essentials of finance in this two-part course from GLOBIS Unlimited.

Basic Accounting: Financial Analysis

Want to compare your performance vs. a competitor? Or evaluate a potential vendor? Then you'll need to conduct a financial analysis. This course will teach you how to use three financial statements and evaluate financial performance in terms of profitability, efficiency, soundness, growth, and overall strength.

Career Anchors

What drives you to be good at your job?

Career anchors are based on your values, desires, motivations, and abilities. They are the immovable parts of your professional self-image that guide you throughout your career journey.

Try this short GLOBIS Unlimited course to identify which of the eight career anchors is yours!

Digital Marketing Psychology to Transform Your Business

How does digital marketing really differ from traditional marketing? How is social media changing things really? And what's going on in Asia?

Pyramid Structure

Having the pyramid structure in your communication toolkit can not only help you approach a problem, but convince others that your solution is valid. Break away from linear thinking and test your logical thinking with this course from GLOBIS Unlimited!

Leadership with Passion through Kokorozashi

The key ingredient to success? Passion.

Finding your kokorozashi will unify your passions and skills to create positive change in society. This GLOBIS Unlimited course will help you develop the values and lifelong goals you need to become a strong, passion-driven leader.

AI First Companies – Implementation and Impact

AI is changing the way companies operate. How do you structure teams to increase efficiency?

Technovate in the Era of Industry 4.0

Is Industry 4.0 is the next step of human evolution human civilization? Dr. Jorge Calvo seems to think so. Join him to learn how the past can help you set goals for an exciting future of digital innovation.

Technovate Thinking

Business leaders of tomorrow need to harness the power of technology and innovation. That means understanding algorithms and how they drive business results. Discover opportunities to make technology work for your competitive edge.

Product Life Cycle

Every product takes a natural course through the market—there's a how, when, and why customers adopt products at different stages. Check out this course from GLOBIS Unlimited to find out how a product you use every day is part of this cycle.

Logic Tree

Logical thinking is the most valuable asset any business professional can have. That's why logic trees are such a valuable tool—they can help you identify a problem, break it down, and build it back up to a solution.

MECE Principle

Using the MECE principle can help ensure you categorize without gaps or overlaps. Check out this course from GLOBIS Unlimited for a practical demonstration of how it works!

Many business leaders come to me asking for the best strategies to advance diversity, equity, and inclusion (DEI) in the workplace. My first response back is always one of these three questions:

  • How does DEI relate to your business strategy?
  • What exact pain point are you trying to solve?
  • What do you hope to strengthen in terms of your company’s performance?

These are hard questions without easy answers.

While some corporate leaders have a general idea of what they want (DEI training, education, inspiration, etc.), not all do. Many actually do not even have a very clear sense of what their foundational pain points are to begin with, what kinds of systemic biases they ought to be solving, or how either of these relate overall to their business strategy.

Next Article

How to Solve Japan’s Gender Inequality Problem

Japan’s gender inequality problem has come a long way, but there’s still a long way to go. The key to picking up the pace? Psychological safety.
Illustration of a red void with a man walking along a path in the air and a woman stuck with no path, representing gender inequality

3 Questions for an Authentic DEI Culture Assessment

What if you want to leverage DEI as a business leader, but your efforts just aren’t working? Time for a DEI culture assessment.
Unpainted pawns stand in strict rows facing colorful, dispersed pawns on a table, representing the need for a DEI culture assesesment

Business Strategy or HR Problem?

Too often, DEI is siloed in the Human Resources Department as a “must do,” but without much guidance from the CEO as to why it matters to the company—often because the CEO doesn’t really know. In fact, The Economist Intelligence Unit study “Global firms in 2020” suggests that only 38% of CEOs in Japan and 65% of C-suite executives globally think they have a responsibility for talent management strategy.

But talent management is only one part of DEI business strategy, meaning all of the weight cannot fall on HR’s shoulders. Corporate leaders are being called upon to show they are authentic leaders with vision and a track record on diversity and equity, just as much as a strong track record on sales and scaling.

Most leaders know there are diversity and equity blindspots in their companies, but beyond that, they are not sure what they want to accomplish. Without a clear, measurable goal, it’s impossible to determine the best approach to move the dial for their specific context.

Building an ecosystem in which diversity, collective projects, and social innovation can thrive is no small feat. Within the world of political philosophy, we have been exploring how to advance democratic innovation for social progress since the beginning of time. And corporations are just small-scale societies.

Thinking Holistically about DEI

Over the last twenty years, gender inequality, racial inequity, homophobia, and hate speech have been the mainstay of politics and public policy. These issues have gradually percolated into conversations about wellbeing, equality, diversity, meritocracy, and innovation within corporations and corporate societies.

Most corporate leaders in Japan struggle with the increasing competition caused by population decline, the gender gap, low rates of “migration” into Japan, and the raging global talent war across APAC. To complicate matters, all of these may lead to employees being poached by more progressive companies.

Because of #MeToo, SOGI harassment, and BLM reverberations, companies often feel immense pressure to be doing something about women’s empowerment, about LGBTQ+ inclusion, and about the “race” question, as informed by global conversations. They are often unaware of the full extent of these issues within Japan, and naturally, they are not sure how best to move forward on all fronts at once.

This often leads to a piecemeal approach. They tinker around the edges of one issue and often wind up with a very narrow, partial, and even stereotype-reinforcing event, policy, or initiative. This is a regrettable missed opportunity…or as they say in Japan, mottainai!

At enjoi Japan K.K., we work with leaders who are curious, thoughtful, and serious about moving the dial. DEI that is holistic and impactful in small and big ways makes waves across the mindsets of leaders and managers—and indeed across the ecosystem itself. This requires that we enlist the wise practice of Intersectional Thinking© to ensure we are analyzing and solving root causes, not simply putting flimsy Band-Aids over pain points.

We believe that this starts with DEI education about the relationship between diversity, equity, and innovation (enjoi’s interpretation of the “I” in DEI), beginning with the senior leadership team.

Go Big or Go Home?

A holistic approach to DEI does not mean that it must be big or costly. But it must be part of a rational, long-term strategy with clear KPIs that help the business side in at least two ways:

  • Improving employee wellbeing to secure talent retention and promotion
  • Improving the workplace environment to make teams more internally trusting

Both of these help build a competitive edge through more innovative, collective problem-solving.

Rewriting DEI with Innovation in Mind

We start by helping leaders unlearn the past, stereotypical approaches to diversity that act like toxins in their minds and in their corporate cultures. Thereafter, they begin to really see and understand the mechanics across diversity, equity/equality, and innovation. That innovation could be social, cultural, economic, democratic, and/or corporate.

Rather than some esoteric concept of “inclusion,” we focus on the very clear pursuit of innovation in the service of people, prosperity, and the planet.

Then, with business strategy in mind, the questions become much more focused, nuanced, and evidence based: 

  • How and why does thought diversity (and social diversity) lead to more innovation?
  • When and why does diversity lead to more conflict and microaggressions, rather than inclusive innovation?
  • Why and how might diversity be a driver of innovation for our company?
  • Under what conditions can we leverage diversity to be a driver of innovation for our teams?
  • What are the foundational practices and rational steps that our company must invest in for sustainable innovation?

In our view, equity is NOT optional. The enjoi logic and framework of DEI as  diversity-equity-innovation centralizes our goals as follows: 

a) Guiding companies in re-framing diversity as the source of individuality and innovation

b) Leveraging change management towards the intentional design of equitable relationships across the corporate ecosystem

c) Driving teamwork and psychological safety through horizontal co-leadership grounded upon the co-equal values of diversity and equity

d) Leverage equity to drive innovation and competitive edge for the benefit of all stakeholders in the company.

Only this kind of DEI will generate purposeful, evidence-based, sustainable innovation and competitive edge.

DEI Business Strategy Means Knowing Your Start Line

Once we have cleared that first mindset shift to link up diversity with equity, the possibilities for growth and the incredible opportunities for innovation are endless. As a business strategy, diversity paired with equity for innovation will improve both lives and competitive edge over the long term.

Our work with leaders is a process of co-creation. Again, C-suites need to clarify their DEI business strategies in ways that are impactful for the company’s overall performance. But their approach also must take seriously the specific diversity in the company now, as well as in the future. Only that will ensure it is realistic, evidence-based, and successful in enhancing employee trust, happiness and performance in meaningful ways.

Checklist: From Mindset Shift to Evidence-based Actions

For leaders who are ready to invest in an impactful corporate DEI business strategy, here is a guiding checklist:

Does your DEI business strategy…

 1. …mobilize power across the corporate ecosystem?
Impactful DEI initiatives resonate with those who have decision-making power, authority, and influence across the whole ecosystem. Once they’re on board, they can invite all stakeholders to co-create change.

2. …invest in coherent, short- to long-term business planning?
Impactful DEI initiatives engage with, strengthen, and leverage broader, year-on-year, five-year, and ten-year business and growth strategies.

3. …leverage evidence-based, context-specific solutions?
Impactful DEI initiatives are tailored to the specific strengths, weaknesses, context, and complexities of each and every corporate society, as well as the diversity of its internal stakeholders.

4. …prioritize data-driven progress and collective consequences?
Impactful DEI initiatives have a clear start-line, start-date, and variety of measurable KPIs. These not only track progress, but also result in clear consequences (rewards and sanctions) for performance top to bottom, from the CEO and senior executives all the way down to line managers.

5. …celebrate successes with an equitable share in prosperity?
DEI strategies must be intentionally curated and then implemented in ways that build psychological safety, team spirit, and a sense of common purpose. Therefore, they thrive on collective self-interest, delivering inclusive innovation and sustainable change that leads to greater prosperity for all stakeholders in the company and also for society (SDG and ESG impact).

Get Skin in the Game for All Stakeholders!

Globally competitive CEOs and executives play the long game when investing in diversity, equity, and innovation. If done with genuine intention, the return on investment is immediate: improved wellbeing at work and greater employee retention rates.

As we anticipate the Great Resignation caused by the global pandemic, talent retention alone is a significant win that will protect companies from major financial loss. Achieving a trusting collegiality raises team performance to new heights on the one hand, while progressive corporate culture consolidates employer branding on the other.

Let’s be honest: You cannot fake healthy organizational habits that show authentic respect for diverse individuals. These habits must be curated over time, nurtured into corporate-wide practices of integrity, and tracked by evidence-based performance indicators. They build a collective identity and brand pride that the rest of the world can see and feel. More than just selling amazing products and services, this results in a legacy of “good corporate citizenship” that reverberates across generations.

Without C-suite skin in the game, most DEI remains skin-deep and aims at helping HR tick a box. What really matters is not the show and tell, but the daily showing up. It is a simple matter of accountability and good corporate governance, rolled out with consistency one day at a time.

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