Corporate culture: out of the innovation equation?

I recently came across the following HBR article: https://hbr.org/2019/03/the-innovation-equation. As my iMBA fellow Behnam Bashokooh points out, "I hear a lot that the companies cultures are blamed for the slow changes in the status quo, but this article suggests that structural issues in the organizational design of the large companies and corporations have a significant impact in enabling or disabling innovation".

I believe the HBR article makes a great point on how the "corporate ladder" perspective prevents employees from "taking chances on risky new ideas whose failure could harm their careers". I see too often nowadays how promotions are entirely unrelated to the contribution to a company's success and more focused on the personal visibility earned within an organization. The concept of culture is clearly becoming abused, at an extent that I would argue companies are overshooting (https://hbr.org/2015/12/what-is-disruptive-innovation) over this attribute, making it a mere commodity that many candidate employees now give for granted in their selection process. Ultimately, a structured framework is indeed what companies would need to allow once again a proper flow of innovation processes. Unfortunately, HR is nowadays more focused on the cultural marketing message provided externally to the company, rather than on the development of a solid internal structure for employees to refer to and thrive.