The EXTRA Health Benefits From Jamba Juice

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What It's About: Last week I had a chance to meet and talk to the Board Chair of a company, where I’m advising the CEO on culture. He was curious about how I approached the matter of culture and particularly, Diversity, Equality and Inclusion. He is someone I know I will learn a great deal from. His name is James D. White.

White, is African-American and a former CEO, who led a major turnaround at Jamba Juice. While achieving remarketable results in every way, he also wove diversity (DE&I) throughout the fabric of the company. According to his co-author, Joan Williams, from a Harvard Business Review article on the matter: “In his seven years at Jamba Juice, he tripled the diversity of the top three levels, and increased the diversity of the top two levels from 20% to 50%. Over that same period the company’s market cap soared 500%—performance that we argue resulted from James’s efforts to create a true meritocracy that holds every group to the same standards. When the whole workforce can bring its talents to the table, results are better than when only some.”

So What?: Many organizations could benefit by learning and applying the principles White used. Every organization has work to do in the virtuous circle of diversity , equality, inclusion and belonging. So, what are some of the principles White applied that could work in any organization? The following summarizes a few as described in this HBR article:

Change the way glamour work is assigned:

“Glamour work positions employees for promotions. Crucially, middle-level managers are typically the people who control who gets these high-profile assignments; that’s why white men so often get channeled to the top despite the best efforts of the CDO. When White took over at Jamba Juice, management was 80% white men; by the end of his first year, half of the managers were women and people of color. He pulled off that feat by changing the way career-enhancing work was assigned.”

P.S., I have and continue to apply this principle with material positive impact in every organization I’m involved with.

Change the incentives and enhance the capacity of middle management:

“At every organization White has helped lead, he’s found that middle managers are the key to changing the culture. Effective policies enable inclusion, but middle-level managers hold the key to delivering.” (Note: All managers should have scorecards attached to DEI&B).

Debias HR systems:

In the HBR article , co-author Williams’ research documents in detail how business systems transmit both racial and gender bias. It’s hard to change what we can’t see. These biases need to be consciously exposed and intentionally changed.

Now What?: We have much to learn by listening and taking guidance from leaders like James White. The examples are out there.

Think Big, Start Small, Act Now,

- Lorne

One Millennial View: I really like the idea of having a full workforce involved in building the organization, from the ground floor up. It seems this eliminates thankless, mindless work, and more and more organizations flourish when all hands have the opportunity to be on deck. Individuals with all backgrounds, thoughts, ideas, experiences, etc, can bring their authentic perspectives to valuably contribute.

- Garrett

Edited and published by Garrett Rubis.

The EXTRA Health Benefits From Jamba Juice

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