August 18, 2024 by Mike Manazir – (4-5 minutes)

The Choices Robert Makes

Robert McKenzie sat at his kitchen table, his four-year-old son, Luke, sat beside him, flipping through the pages of his favorite book, Danny and the Choices He Makes. Luke loved how Danny’s choices, whether selfish or considerate, led to different outcomes.

Robert smiled at his son, but his mind was heavy with his own set of choices. As the HR Director at Baxter’s Bricks, he was tasked with revamping the company’s hiring policies. The challenge was creating objective, fair practices in a world rife with unconscious biases.

That evening, Robert sat in his study with a blank notebook in front of him. He thought about Danny’s story and how it mirrored the decisions he had to make. He imagined two paths for Baxter’s Bricks—one where hiring was influenced by biases, and another based on merit and fairness.

The Discriminatory Path

Robert envisioned the first path, where discriminatory practices were subtly woven into the hiring process. On paper, it seemed harmless preferences for certain schools, names that felt familiar, and a gut feeling that often favored those who looked or thought like the current team.

Under this scenario, Baxter’s Bricks had begun to suffer. Talented individuals from diverse backgrounds felt overlooked and undervalued. The company’s innovation stalled as the team became homogenous, missing out on diverse perspectives. Employee morale plummeted, leading to high turnover rates. Lawsuits and bad press followed, tarnishing Baxter’s Bricks’ reputation and making it harder to attract top talent. The once-thriving company now faced declining profits and a toxic work environment.

The Equitable Path

Robert thought about the second path, inspired by the lessons in Luke’s book. What if he implemented a truly objective, merit-based hiring and promotion process?

He envisioned a system where resumes were anonymous, and skills assessments became the norm. Interview panels were diverse, reducing individual biases. Clear, transparent criteria for promotions and pay were established, focusing solely on performance and qualifications. Regular training sessions on unconscious bias and inclusivity were held.

On this path, Baxter’s Bricks thrived. The diverse workforce brought in fresh ideas and perspectives, driving innovation and creativity. Employee morale soared as employees felt valued and fairly treated. The company’s reputation grew as an inclusive and fair employer, attracting top talent from various backgrounds. Profits increased, and Baxter Bricks became a leader in both industry performance and workplace culture.

Robert’s Choice

Robert closed his eyes and took a deep breath. The choice was clear. The lessons from Danny and the Choices He Makes were simple but profound: the right choices, though sometimes harder, led to better outcomes for everyone.

The next morning, Robert began drafting the new hiring policies. He implemented blind recruitment processes, standardized evaluations, and diverse interview panels. He introduced regular bias training and set up a transparent system for promotions and pay.

Months later, the changes at Baxter’s Bricks were evident. The team was vibrant and dynamic, filled with people from various backgrounds and experiences. Innovation flourished, and employee satisfaction was at an all-time high. Robert received feedback from employees who felt seen and appreciated for the first time in their careers.

One evening, as Robert read Danny and the Choices He Makes to Luke, he realized how much the story had influenced his own decisions. Luke smiled, unaware of the profound impact his favorite book had on his father’s work. But Robert knew. He had chosen the path of fairness and merit, and Baxter Bricks was better for it.

In the end, Robert’s choice to pursue objective and equitable hiring practices based on merit, regardless of race, religion, or gender, transformed Baxter Bricks into a beacon of inclusivity and success. As Luke snuggled close, Robert felt a deep sense of satisfaction, knowing he had made the right choice for his company and set the right example for his son.

“We believe that diversity and inclusion drive innovation.
When we bring together people from different backgrounds, with different perspectives,
we make better decisions, create better products, and build better companies.“

-Ginni Rome (Former CEO of IBM)

Lead from your heart. Lead to Win.

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