If we recognize that this is how "bad" organizations function, then why is our theory of change for creating "good" organizations so comparatively basic? Why do we spend so much time and energy romanticizing the "personal journey" of individuals and teaching people to "be the change," when we know that culture, structure, incentives, policies, and leadership all eat good intentions for breakfast?ĭEI achieved at scale within organizations is a challenge of organizational change and organization design, not individual learning and development. Toxic companies don't need to bring in "Toxicity Trainers" or "Toxicity Consultants" to change people's hearts and minds toward "bad." Those behaviors are just about guaranteed already by a culture, structure, incentives, policies, and leadership that collectively steer people toward toxicity over all else, and easily institutionalize and systematize it over time.
It's grueling if you're someone who carves out time for self-care, wellness, and good boundaries if your organization routinely expects its employees to work endlessly and punishes those who don't. It's excruciatingly hard if you're someone who likes taking time to mentor and sponsor others if all the incentives are lined up for you to focus on yourself.
We need look no further for evidence of this than an experience that many of us have had ourselves: what happens when you put "good" people inside of an organization that's decidedly toxic. This has been supported through countless studies from organizational sociology, social psychology, behavioral economics, and more. People's environment has a far greater impact on their behavior and outcomes than their individual beliefs or values do. But is it necessary to do so at scale for organizations to become more diverse, equitable, and inclusion? Hot take: No. Is it possible to change "hearts and minds"? Yes.
#Utterly ridiculous full#
With your support, we are realizing a future where every young adult is able to reach their full potential. We thank you for your continued partnership in closing the Opportunity Divide. In 2022, we served over 15,000 participants and young adults through the combined work of Year Up, Year Up Alumni Relations, and our subsidiary placement firm, YUPRO Placement launched innovative job training and placement programs developed new partnerships with 40 of America’s largest and best-known companies expanded our footprint to Austin, Texas invested in our growing network of 26,000+ Year Up alumni advanced more equitable talent practices in 180+ companies through the work of Grads of Life and more, in support of this movement. Throughout this interactive report, you will see how the Year Up community came together to provide access to opportunity to thousands of young adults while increasing our impact on the Opportunity Movement.
So, on balance, I'd like to be optimistic about the future.We are excited to share Year Up's 2022 Impact Report! Experience the report here: And I also do think that human beings often do do wonderful, correct, brilliant things. Being a pessimist is just such a gloomy way of looking at things, so I have to hope for the best - life wouldn't be worth living if we didn't have hope.
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