平等=创新.pdf

Getting to Equal 2019: Creating a culture that drives innovationEQUALITY = INNOVATIONInnovation equals survival. Its well documented that in this age of widespread disruption, companies must innovate continuously, creating new markets, experiences, products, services, content or processes.So how can leaders encourage innovation? Its more than recruiting the brightest minds. While having the best talent is clearly an asset, people need the right culture to flourish. Accenture has found that a culture of equalitythe same kind of workplace environment that helps everyone advance to higher positionsis a powerful multiplier of innovation and growth. This means that building a culture of equality (measured by the 40 specific workplace factors Accenture research identified last year) is not just an ethical imperative, but a business priority. If organizations want to thrive, they have to “get to equal.” The power of a workplace culture of equality to drive employees innovation mindsetor their willingness and ability to innovateis strong. It has more impact than age or gender and leads to an increase in innovation mindset in all industries and all countries. In fact, employees innovation mindset is six times higher in the most-equal cultures than in the least-equal ones. Innovation also equals economic potential. Among the more than 18,000 employees in 27 countries GETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION2The secret to innovation? Your workplace culture.surveyed, we found that people are more willing and able to innovate in faster-growing economies and in geographies with higher labor-productivity growth. And the stakes are enormous:Accenture calculates that global gross domestic product would increase by up to US$8 trillion by 2028 if innovation mindset in all countries were raised by 10 percent.No matter who or where they are, if people feel a sense of belonging and are valued by their employers for their unique contributions, perspectives and circumstances, they are empowered to innovate more.GETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION3What is a culture of equality?A culture of equality is one where most of the 40 factors that influence advancement at work are present. Where more of these are present, employees are more likely to advance and thrive. Weve grouped these factors, which were identified in last years Getting to Equal research, When She Rises, We All Rise, into three pillars: SEE FULL LIST IN APPENDIXEmpowering EnvironmentOne that trusts employees, respects individuals and offers the freedom to be creative and to train and work flexibly.Bold LeadershipA diverse leadership team that sets, shares and measures equality targets openlyprehensive Action Policies and practices that are family-friendly, support all genders and are bias-free in attracting and retaining people.GETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION4Innovation mindset is a new way to measure an individuals ability and willingness to innovate. It is enabled by six key elements which are based on extensive sources, including academic and business research and Accenture-owned diagnostic tools and thought leadership. We surveyed employees about their experience with these six elements in their workplaces, e.g., we asked about the extent to which “I am encouraged to look for inspiration outside my organization” (Inspiration) or “The purpose of the organization makes me proud to work here” (Purpose). The more strongly a person agreed that these elements apply, the higher their innovation mindset score. Using an econometric model, we were then able to show how an innovation mindset would change if people worked in more-equal cultures: as culture improves, innovation mindset improves. For every 10 percent improvement in culture factors, innovation mindset increases by 10.6 percent. The change is underpinned by all three pillars of our workplace culture-of-equality factors, but its the empowerment factors that have the strongest impact.What is an innovation mindset?The six elements of an innovation mindset:PurposeAlignment around and support for the purpose of the organization. ResourcesHaving the tools, time and incentives necessary to innovate.CollaborationWorking with other departments or in fluid, cross-function teams.AutonomyBeing shown a clear mandate for changeand being trusted to follow through.InspirationTapping into inspiration from beyond the organization.ExperimentationExperimenting with new ideas quickly without fear of failure.GETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION5One example of a company committed toand benefiting froma culture of equality is Mastercard. Its stock soared over 35 percent last year, and the company is growing rapidly here and abroad as it focuses on ushering in a cashless society. Mastercard President and CEO Ajay Banga leads with a compelling metaphor: “I will create the feeling of my hand at your back, not in your face, and then you should run with it. When youre on a level playing field, you can win what youre capable of winningand you deserve every single win that you get.”“Diversity is built into the core of what we do,” Banga says. Indeed, the company boasts twice the number of women in leadership as other companies in the S&P 500. Were in an industry where technology and innovation flow around you all the time. If you surround yourself with people who look like you, walk like you, talk like you, went to the same schools as you and had the same experiences, youll have the very same blind spots. Youll miss the same trends, curves in the road and opportunities.” Ajay Banga, President and CEO,MastercardA strong case for mixing business and culture. GETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION6Banga cultivates a bright, diverse workforce, but hes also looking for something he calls a high D.Q.Decency Quotient. “We want a winning culture with decency at its core.” For Banga, decency is about being there for employees and engendering trust between them.Trust, he says, breeds innovation: “If you want things to happen, everyone has got to be open and trusting.” Bangas leadership philosophy is validated by the new Accenture research: When employees work in more-equal cultures, theyre much more likely to have a stronger innovation mindset. In fact, in the most-equal cultures, employees innovation mindset is six times higher than in the least-equal ones.Innovation mindset is six times higher in the most-equal cultures than in the least-equal ones.MOST EQUAL6xLEAST EQUALGETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION7Employees in the most-equal cultures see fewer barriers to innovating.Percent of respondents who answered “Nothing stops me from innovating.” MOST EQUAL TYPICAL LEAST EQUAL21%40% 7%But even companies that have some, but not most, of the culture-of-equality factors could gain a great deal from being more like the best: An innovation mindset is twice as high in the most-equal companies than in typical ones. Its a powerful incentive for these organizations to take the leap from “ok” to “truly equal.”What else do employees in most-equal cultures have in common with one another? For one thing, they see fewer barriers to innovating at work. And theyre also less afraid to fail. Cultures power to unleash innovation is blind to industry, country and various workforce demographics. Among those surveyed, people across all genders, sexual identities, ages and ethnicities show a stronger innovation mindset in more-equal workplace cultures. Against every factor we tested, culture wins. GETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION8Employees in the most-equal cultures are less afraid to fail.Percent of respondents who answered “agree” and “strongly agree.” I sometimes fail when I innovate I am not afraid to fail in the pursuit of innovation75%85%56%57%41%36%Most Equal Typical Least EqualGETTING TO EQUAL 2019: CREATING A CULTURE THAT DRIVES INNOVATION9DIVERSITY IS A CRITICAL BUILDING BLOCK