Allyship In Action: How to Support Black Colleagues Right Now

One of the most powerful ways we can work to end racial injustice and support Black people without putting the burden on Black people is through educating ourselves.

Paradigm has put together this excellent list of resources to support anyone seeking to educate themselves about racial injustice.

Allyship In Action: How Managers Can Support Black Employees Right Now

In this resource by Paradigm, they’ve outlined specific recommendations for managers seeking to support Black employees.

As a manager, you play a pivotal role in how your team navigates this incredibly challenging time. While it’s helpful for employees to hear from company leaders, it is equally critical that they feel directly supported by you as their manager. If you proceed with “business as usual,” it sends a message to people that you don’t believe this is an important topic worthy of time and conversation. To Black employees in particular, it can send a message that you don’t value them.

So, how do you lead your team through this difficult time, particularly when it can be hard to find the words to say, and when different team members may need different things?

Pandemic Impacts Entrepreneuring Women at Work and Home

The COVID-19 pandemic has impacted all business owners. The Diana International Research Institute (DIRI) team wanted to uncover just how it impacted a specific category of business owners: women.

How are the entrepreneurs responding to the revenue decline? Nearly 40 percent of business owners are deferring or reducing executive pay, more than one-third are delaying payment, and one-quarter are reducing employee hours.

The survey found that women-owned businesses face key structural inequalities due to smaller size and business age, and these businesses also are over-represented in the industries hardest hit by both need for essential services and the economic shutdown.

Young Firms and Regional Economic Growth: Knowledge-Intensive Entrepreneurs Critical

Young Firms and Regional Economic Growth demonstrates how knowledge-intensive and Main Street entrepreneurs are critical to long-term economic success. Metropolitans and micropolitans that started with stronger entrepreneurial ecosystems, as measured by the share of total employment at firms age five years or fewer (young firm employment share) and by the share of employment at those young firms with a bachelor’s degree or higher (young firm knowledge intensity), saw notably faster employment growth between 2010 and 2017 in the United States.

Most Heartland communities did not participate fully in entrepreneurial-driven job growth. There are multiple causes for the subpar rate of job creation in the Heartland besides low engagement in entrepreneurial activities; lower educational attainment with less emphasis placed on innovation tied to research and development stands out among them. However, no other single factor can claim a higher explanatory power than entrepreneurial activities.

Huge financial incentives to lure manufacturing facilities or other operations into a region is no longer cost-effective. The key to long-term economic success lies in developing environments that are conducive for entrepreneurs to start and scale up their firms. Communities must take a holistic approach to build their entrepreneurial ecosystems, and they must be inclusive. It is the ability to connect and engage the elements of an ecosystem as efficiently as possible to maximize job creation. Demographers like to say that “demography is destiny.” Young firms and the entrepreneurial ecosystems that spawned and nurtured them determine the economic destiny of communities.

Why the Crisis Is Putting Companies at Risk of Losing Female Talent

The Covid-19 crisis has reconfigured how we work, parent, and care for ourselves and our communities. It remains uncertain how a post-pandemic society will function, but already a consensus is emerging that the global pivot to working remotely will likely change how many companies think about face time and rigid work schedules.

In this Harvard Business Review article, Colleen Ammerman and Boris Groysberg outline strategies to address four key biases and barriers, to prevent the careers of female employees from becoming collateral damage during this crisis.

Resources for those interested in venture capital and private equity

This list of resources was created for the students in Chicago Booth’s Private Equity and Venture Capital lab as an augmentation to the class.

It is designed to assist less experienced students learn more about the industry and for advanced students the ability to go deeper on topics of interest.

Managing Unconcious Bias

Companies and firms that want to establish themselves as diverse, inclusive organizations must consider opportunities to minimize bias both at the structural level in company processes and policies, and at the individual level in employee attitudes and behaviors.

In this white paper, Paradigm introduces actionable recommendations to address bias at both the structural and individual levels, across the process of attracting, hiring, developing, and retaining employees.

See Bias | Block Bias

Research shows that stereotypes can introduce errors in managers’ decision making about talent throughout the employee life cycle. While most people agree that bias exists in the abstract, many cannot see their own role in enacting bias or how it functions in their organization. Further, resistance to the idea that bias exists at all is what we call “bias backlash.”

To address these issues, the Stanford University VMware Women’s Leadership Innovation Lab has produced this methodological framework to diagnose, address, and overcome bias in the workplace.

ILPA – Diversity & Inclusion Roadmap

The Institutional Limited Partners Association (ILPA) produced an open-source Diversity & Inclusion (D&I) Roadmap for the private equity and venture capital industry.

The Roadmap is comprised of best practices that both general and limited partners can consider implementing to advance D&I efforts on behalf of their organizations and the PE industry at large. ILPA encourages all stakeholders in the private equity industry — and those operating in other private markets — to explore the opportunities presented in its Roadmap, and contribute to the effort by sharing their own initiatives and resources so that we all can learn from one another’s experiences.

SVB 2020 Startup Outlook Report

For SVB’s 11th annual Startup Outlook Report, we asked founders and executives in the US, the UK, China and Canada to share their perspectives on the year ahead. Every industry today is touched by innovation in one way or another, creating job growth, new markets and long-term opportunity.

Startups are in a positive mood at the start of 2020. But the findings also underscore challenges around raising capital, finding talent and building
more-diverse leadership teams.