Key points

Most strategies devised by managers to increase organizational diversity have failed or backfired.

Managers are drawn to strategies that feel "salient," "positive," and "certain"—even when they don't work.

Executives must be open to diversity strategies that feel counterintuitive and uncomfortable.

Most strategies devised by managers to increase organizational diversity have actually failed—or even backfired. Why? For example, why have executives at nearly all Fortune 500 companies chosen to use diversity training, despite the reality that this diversity strategy typically does not work—and has in fact been linked to less diversity with respect to ethnicity and gender ?

Intuitions-at-Work Theory

In my new research on Intuitions-at-Work Theory (IWT), I propose the p

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