Business: Culture Change

My mum decided that we had to fill out our family’s income-tax returns online, on the Tax Agency’s Web site, and from that moment on, my dad had to confront the daunting practicalities of obtaining his own digital identity. This entailed his making a Web call to a service provider to get his identity verified by a human agent. Seeing my dad struggling with this unknown medium, engaging in a type of interaction that felt completely cringey to him, was touching and somehow a bit funny, too. It struck me that he just couldn’t make himself look at the person on the screen. Instead, he invariably turned around to look at me, where I was standing silent and out of view—given the legal requirements of the online verification—but ready to provide assistance during the procedure.

To be fair, my eighty-year-old dad is quite comfortable tinkering with his smartphone and proficient in carrying out the tasks that matter to him—for example, texting his loved ones, looking up information online, or perusing a Web shop. However, other tasks that are novel for him often come with unexpected hurdles and the risk of failure. A case in point: his identity verification failed. Read More

“We should try to leave the world a better place than when we entered it.”—Michio Kaku

Inclusiveness, diversity, and belonging in the workplace have become essential parts of a ubiquitous, ever-present ideology for organizations. Diversity and inclusion are quickly moving to the top of organizations’ lists of priorities because of the value they add. Not only do they contribute to creating a happier, more discretionary, and productive workforce, they also improve the organizations’ financial performance, as multiple studies have reported.

Still, one of the biggest challenges we face today is creating a diverse and inclusive environment for the workforce. Achieving true diversity and inclusion takes more than a training video or a session about being polite to coworkers. Many reputed organizations have been taking measures across multiple fronts—including hiring, promotions, opportunities, behavior, and more—to instill, improve, and constantly monitor these principles. Awareness of the business case for inclusion and diversity is on the rise. While social justice is typically the initial impetus behind these efforts, companies have increasingly begun to regard inclusion, diversity, and belonging as a source of competitive advantage—and more specifically, as a key enabler of growth. Read More

Shifting trends are forcing technology companies to reimagine their value proposition. IBM has chosen to create disruption through design. In embracing the future, the company is essentially invoking its past. Back in 1956, IBM was the first large company to establish a corporate-wide design program. But this time, the company’s goals are more ambitious.

Recently, we interviewed Karel Vredenburg, Director of IBM Design’s worldwide client program and head of IBM Studios in Canada, who told us, “We’ve put everything into this transformation.” The company is investing more than $100 million in becoming design centered. Read More