Most Popular in:


Email This Item! Print This Item!

Diversity and Global Leadership and Corporate Culture

By: Joe Aphinyanaphongs, Jeanine Bernstock, Mary Ellen Ferri, Manami Kuwamura and Margaret Martin
Posted: June 8, 2012

page 2 of 5

They are not intelligent enough. Yet, The New York Times featured a story about a Sudanese orphan accepted into an Ivy League college. Talent, he said, is universal. Opportunity is not.8

They will never be employed by me. When in fact, 97% of future population growth will come from these markets. Their integration into our workforce is imminent.9

They do not have enough buying power. However these untapped, diverse markets represent a $7 trillion dollar market opportunity. They spend over $10 billion dollars a day just to live their lives.10

They are not brand conscious. When in reality, this population is value conscious, but even more so brand conscious. Brands symbolize aspirations for a better life, and instill a much needed sense of security.11

How Do We Connect With These Consumers?

The capitalistic pyramid hierarchy was established as the result of the Industrial Revolution. Yet, despite advances in technology, changing demographics and globalization, most corporations are still confined by this traditional organizational hierarchy. This structure fosters exclusionary behavior, which poses several challenges:

  • Information exclusion, where information is not shared among the workforce and is reserved for a select few.
  • Organizational exclusion, where organizations are bound in silos, preventing us from collaboration.
  • Leadership exclusion, where leaders are not globally mindful enough to reach these new consumers.

To connect with one billion new consumers we must reinvent how we share information, work together and develop leaders. In a traditional pyramid hierarchy, the leaders are at the top and workers are at the bottom. To overcome leadership exclusion, we must first remove the top of the pyramid and redistribute our managers closer to the front line workers. Next, to overcome information exclusion, we must add more structural support and connectivity. Finally, we must unite leadership with one common goal.

The New Organizational Structure: “The Bridge”

This new structure bridges leadership, organizations and information together to reach the future consumer, while attracting the future workforce. Bridges are comprised of three key elements: anchors, beams and a deck.