Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
Workplace Frustration: How to Reduce It and Manage Generation Y for An Increa...Bridges LLC
Business owners and managers are frustrated by the difficulty of managing Generation Y and for retaining them for any reasonable length of time. If they will accept the reality of generational differences in the midst of a rapidly changing work environment, they can resolve workplace frustration, keep these young professionals around longer, and increase their profits.
With increasing globalisation, the need is greater than ever to have Leaders and Managers who are equipped with skills and cultural awareness to deal with the environment effectively - particularly when you consider remote teams are more common than ever. This paper starts the debate and provides some food for though.
Workplace Frustration: How to Reduce It and Manage Generation Y for An Increa...Bridges LLC
Business owners and managers are frustrated by the difficulty of managing Generation Y and for retaining them for any reasonable length of time. If they will accept the reality of generational differences in the midst of a rapidly changing work environment, they can resolve workplace frustration, keep these young professionals around longer, and increase their profits.
With increasing globalisation, the need is greater than ever to have Leaders and Managers who are equipped with skills and cultural awareness to deal with the environment effectively - particularly when you consider remote teams are more common than ever. This paper starts the debate and provides some food for though.
Diversity can be defined as a mixture of people with different group identities within the same social system (Fluery, 1999). Diversity includes factors such as race, gender, age, colour, physical disability, ethnicity, etc. (Kundu and Turan, 1999).
Effective management of workforce diversity involves not only recruiting diverse employees but also retaining them. To increase retention rates, it is necessary to provide adequate training and development opportunities to employees. Diversity training has become common practice in organizations, which has been identified as a best practice (Lockwood, cited in Martin B. Kormanik and Harminder Chyle Rajan, 2010).
Managing diversity in the canadian workplaceSyed Jaffery
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
Essay on diversity in the workplace - aiu(final)Donasian Mbonea
The world’s increasing globalization requires more interac¬tion among people from diverse backgrounds. People no longer live and work in an insular environment; they are now part of a worldwide economy competing within a global framework. For this reason, profit and non-profit organizations need to become more diversified to remain competitive. Maximizing and capitalizing on workplace diversity is an important issue for management (Betchoo, 2015)
Supervisors and managers need to recognize the ways in which the workplace is changing and evolving. Managing diversity is a significant organizational challenge, so mana¬gerial skills must adapt to accommodate a multicultural work environment. (Agarwala, 2010)
It is a known fact that diversity is gaining more importance nowadays than ever before given that the world better accommodates people with differences since it has transformed into a global village, a term that looked distant in the past but looks more apparent today than ever before. This calls for acceptance of differences which are, in essence, the elements of diversity. Traditionally, diversity could mainly focus on gender, age and ethnicity issues but there are new concepts like HIV/AIDS workers, dual – career couples, mobile workers that have become part of the workplace and have their role to play in the society (Betchoo, 2015).
Then comes the foreign employee. There are two trends that are identifiable. Firstly, people from the developing world moved in large numbers to rich countries that were their former colonists. Secondly, top executives are moving to developing nations to sell their managerial expertise. Foreign employees might also invoke the issue of cultural diversity and tolerance. Acceptance of diversity also covers the issue of race relations which are easy tough to manage despite struggles won in many parts of the world.
Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them.
The essay explore the meaning of diversity as a concept, managing diversity, a model for diversity, HRM in workplace diversity, tools for managing diversity, benefits of diversity in the workplace, challenges of diversity in the workplace, strategies for managing diverse workforce, Literature review on managing workplace diversity as well as reviewing one case study on the topic.
We help our clients in better understanding the art of balancing global integration and local adaptation.
Developing cultural effectiveness and building team integration
by providing consulting, assessment, training and coaching services
Diversity in the workplace is more essential now than it’s ever been. If you’re wondering what that means and why it’s the case, we’re here to help shed some light on where things stand today, where we feel they’re headed in the future, and why there’s never been a better time to upgrade diversity and inclusion from buzzwords to business initiatives.
Strategies for Managing a Diverse WorkforcePayScale, Inc.
In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce.
Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation:
Alternative ways of looking at diversity
Identifying pay inequities
Training managers well beyond compliance
Diversity and the salary negotiation process
Diversity beyond compensation such as practicing inclusion in hiring, training and development
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Diversity, Inclusion and Innovation in Financial ServicesNICSA
Research suggests positive correlations between diversity and bottom line results including revenue, productivity, and employee engagement. A successful diversity and inclusion (D&I) strategy provides a structured approach that leads to an enhanced work environment.
Diversity can be defined as a mixture of people with different group identities within the same social system (Fluery, 1999). Diversity includes factors such as race, gender, age, colour, physical disability, ethnicity, etc. (Kundu and Turan, 1999).
Effective management of workforce diversity involves not only recruiting diverse employees but also retaining them. To increase retention rates, it is necessary to provide adequate training and development opportunities to employees. Diversity training has become common practice in organizations, which has been identified as a best practice (Lockwood, cited in Martin B. Kormanik and Harminder Chyle Rajan, 2010).
Managing diversity in the canadian workplaceSyed Jaffery
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
Essay on diversity in the workplace - aiu(final)Donasian Mbonea
The world’s increasing globalization requires more interac¬tion among people from diverse backgrounds. People no longer live and work in an insular environment; they are now part of a worldwide economy competing within a global framework. For this reason, profit and non-profit organizations need to become more diversified to remain competitive. Maximizing and capitalizing on workplace diversity is an important issue for management (Betchoo, 2015)
Supervisors and managers need to recognize the ways in which the workplace is changing and evolving. Managing diversity is a significant organizational challenge, so mana¬gerial skills must adapt to accommodate a multicultural work environment. (Agarwala, 2010)
It is a known fact that diversity is gaining more importance nowadays than ever before given that the world better accommodates people with differences since it has transformed into a global village, a term that looked distant in the past but looks more apparent today than ever before. This calls for acceptance of differences which are, in essence, the elements of diversity. Traditionally, diversity could mainly focus on gender, age and ethnicity issues but there are new concepts like HIV/AIDS workers, dual – career couples, mobile workers that have become part of the workplace and have their role to play in the society (Betchoo, 2015).
Then comes the foreign employee. There are two trends that are identifiable. Firstly, people from the developing world moved in large numbers to rich countries that were their former colonists. Secondly, top executives are moving to developing nations to sell their managerial expertise. Foreign employees might also invoke the issue of cultural diversity and tolerance. Acceptance of diversity also covers the issue of race relations which are easy tough to manage despite struggles won in many parts of the world.
Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them.
The essay explore the meaning of diversity as a concept, managing diversity, a model for diversity, HRM in workplace diversity, tools for managing diversity, benefits of diversity in the workplace, challenges of diversity in the workplace, strategies for managing diverse workforce, Literature review on managing workplace diversity as well as reviewing one case study on the topic.
We help our clients in better understanding the art of balancing global integration and local adaptation.
Developing cultural effectiveness and building team integration
by providing consulting, assessment, training and coaching services
Diversity in the workplace is more essential now than it’s ever been. If you’re wondering what that means and why it’s the case, we’re here to help shed some light on where things stand today, where we feel they’re headed in the future, and why there’s never been a better time to upgrade diversity and inclusion from buzzwords to business initiatives.
Strategies for Managing a Diverse WorkforcePayScale, Inc.
In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce.
Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation:
Alternative ways of looking at diversity
Identifying pay inequities
Training managers well beyond compliance
Diversity and the salary negotiation process
Diversity beyond compensation such as practicing inclusion in hiring, training and development
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Diversity, Inclusion and Innovation in Financial ServicesNICSA
Research suggests positive correlations between diversity and bottom line results including revenue, productivity, and employee engagement. A successful diversity and inclusion (D&I) strategy provides a structured approach that leads to an enhanced work environment.
How can you or your PRSSA chapter help support a stronger public relations profession? As future public relations leaders, you “set the tone for diversity and inclusion.” It’s up to you and your members to be “involved, accountable, and focused on creating an inclusive culture.”
The Plank Center for Leadership in Public Relations is co-hosting a webinar with PRSSA titled, “Promoting Diversity & Inclusion Excellence.” Diversity and inclusion is an important topic across many industries, especially public relations.
From examining previous research to understanding how top organizations are moving the D&I dial, this webinar will equip you and your chapter with key takeaways that can be implemented today to serve tomorrow’s public relations leaders.
The webinar featured experts who discussed their diversity and inclusion research, observations, and experience. The experts were:
- Keith Burton, principal, Grayson Emmett Partners
- Andrew Cook, VP of Advocacy, PRSSA 2016-2017
- Pat Ford, worldwide vice chair, chief client officer, Burson-Marsteller
- Dr. Nilanjana Bardhan, professor, Southern Illinois University at Carbondale
TMA World Viewpoint 36: How Equality And Diversity Training Can Shape The Bor...TMA World
This TMA World presentation explores how diversity and inclusion training has changed in recent times and provides advice for creating an inclusive workplace.
For more information on diversity and inclusion training and other skills you and your organization need to thrive in the borderless workplace, contact us today: enquiries@tmaworld.com
Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success
Learning objectives: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices
b. Examine the process of developing sustainable diversity and inclusion initiatives
c. Discuss leadership and talent management strategies
d. Create a process or plan that works within their organizational needs
e. Use tools and tips for engaging effective consultants and outside vendors
Developing Multicultural Leadership delivers information about the changing American workforce. It highlights different aspects of culture with a focus on corporate culture. Tips are given for developing global etiquette and developing multicultural leadership
Managing cultural diversity in an effective way can lead to a range of benefits. It allows you to enhance the synergy of a workforce and provide a sustainable competitive advantage in the market place.
Diversity and Innovation are both important dimensions to achieve business growth. BCG shared in a recent study that entities with above average diverse workforce can generate 45% more revenues from innovation. With International Women's Rights Day today find a point of view I delivered on 7 March at the IICF conference in London. You will also find a few tactics to consider as part of the strategic design of your initiative.
Achieving Equitable Outcomes with Results-Based Accountability Clear Impact
Achieving equitable outcomes is an integral part of the implementation of Results Based Accountability (RBA). Each step of RBA's Turn the Curve process includes the opportunity for practitioners to consider diversity, equity, and inclusion. This webinar will provide participants with concrete methods for approaching their Turn the Curve process with equity at the forefront, and not as an afterthought.
YouthSpeak Report on Millennials - Improving the Journey from Education to Em...Gordon Ching
YouthSpeak is a global youth movement and youth insight survey powered by AIESEC. We are focused on understanding the hopes and challenges surrounding the journey from higher educa>on to employment for young people. Over 100 countries and territories and 40,000 voices is captured in the 2015 comprehensive survey to engage stakeholders across government, business, third sector and educators in leHng the voices of young people be heard. This survey will provide decision makers with key insights into a global youth opinion and how we can bridge the gap between young people and decision makers across sectors.
42 257 представителей поколения «миллениалов» смогли высказать свое мнение об образовании, трудоустройстве и предпринимательстве в рамках опроса, проведенного AIESEC в партнерстве с PwC и при поддержке Кампании тысячелетия Организации Объединенных Наций, MY World и посланника Генерального секретаря ООН по делам молодежи.
Согласно отчету YouthSpeak, поколение «миллениалов» все больше волнует увеличивающийся разрыв между профессиональным образованием и трудоустройством. Университеты не озабочены тем, смогут ли представители поколения «миллениалов» достичь своих целей в будущем, а работодатели не стремятся поддерживать с ними контакты, способствующие их будущему трудоустройству. Поэтому преподаватели и работодатели, которые, в отличие от большинства, поддерживают тесные связи с поколением «миллениалов», выделяются на фоне остальных в погоне за молодыми и жизненно необходимыми компаниям квалифицированными специалистами.
In this deck from the HPC User Forum, Kelly Gaither from TACC presents: The Computing4Change Program.
"Computing4Change is a competition empowering people to create change through computing.
The competition is for students from diverse disciplines and backgrounds who want to work collaboratively to:
* Learn to apply data analysis and computational thinking to a social challenge
* Experience the latest tools and techniques for exploring data through visualization
* Expand skills in team-based problem solving
* Learn how to communicate ideas more effectively to the general public
Watch the video: https://wp.me/p3RLHQ-k7O
Learn more: https://www.sighpc.org/for-our-community/computing4change
and
http://hpcuserforum.com
Sign up for our insideHPC Newsletter: insidehpc.com/newsletter
- We surveyed 750 U.S. creatives from different backgrounds to understand their perceptions of diversity and inclusion in education and the workplace. We also spoke to 10 thought leaders from the creative industry, community and in education to get their unique perspectives. Read more and share your own actions using #CreativityforAll. For more information, check out our blog post: https://blogs.adobe.com/creativecloud/building-the-case-for-diversity/
Meet Your New Customers: The Implications of a Globalized EconomyHuman Capital Media
Market expansion in the coming years will be dependent on growth in new and emerging markets at home and abroad — markets that are increasingly diverse and often speak a language other than English. In fact, in a recent survey of strategy+business readers, 71 percent of respondents said they plan to grow their business in countries or market segments that speak a different language than the one they currently use in their daily operations. Unfortunately for U.S. companies, their workforces often lack the critical cross-cultural and language skills needed to successfully enter these markets. Join us as we discuss the implications this has for HR and learning and development leaders.
Discover:
What this focus on new and emerging markets means for your workforce, including which key skills will determine your company’s success.
The role cultural intelligence and language play in building effective relationships with customers and employees.
Key recruiting, retention, and training and development strategies for building a diverse workforce capable of meeting the demands of these diverse markets.
Diversity & inclusion inspiring learnng in a changing worldmderven
Diversity and inclusion is a business imperative as a result of globalization, changing demographics, technology and skill shortages. Watch this webinar to learn more about this important driver for organizational success in the workplace and marketplace.
This PowerPoint presentation serves as a Call to Action for American educators in light of our ever-growing global economy and "flattening" of the world.
Here is the presentation from Uponor Convention - Connections 2014 in Las Vegas. We had a panel of industry experts provide to us their insights on some macro factors impeding our success in attracting new industry leaders. I would like to extend a heartfelt thank you to all the panelists who dedicated their time to this effort from:
RPA/Contractor Magazine, Mark Eatherton
Mechanical Business Magazine, Adam Freill
Ron Jones, Green Builder Media
Steve Swanson, Uponor
Mark Vreugdenhil, Plumbing and HVAC
Video of session is in the works and will be uploaded shortly
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
In this webinar, David Brudenell, Global Vice President of Product and Head of Digital for Universum, explores some of the critical digital activities and best practices that employers need to implement to engage top talent more deeply, lower costs and empower their internal brand. In a lively panel discussion, experts will share experiences from the trenches and guidance on how to succeed in building a employer brand that is both authentic and allows departments to maintain control of their key messages and Employer Value Proposition.
For most candidates, making a career decision is serious business and candidates want to “try before they buy.” Recruiting through social media is a great way to keep candidates engaged in your pipeline and let them experience your culture before they commit. In this webinar, Jason Kipps, Universum Canada's Managing Director, will explore how leading companies in your industry are winning talent and reducing recruiting costs through social media.
In this webinar, Universum Americas Head of Research & Insight Kevin Troy discusses how employers can attract and engage STEM students. Using data-driven insight, this webinar explores the importance of brand ambassadors, uncover what STEM talent wants from their employers, and walks through how to balance different communication channels in your recruitment efforts.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Skye Residences | Extended Stay Residences Near Toronto Airportmarketingjdass
Experience unparalleled EXTENDED STAY and comfort at Skye Residences located just minutes from Toronto Airport. Discover sophisticated accommodations tailored for discerning travelers.
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Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
2. Agenda
universumglobal.com 2
1. What does diversity look like today
2. The future talent pipeline
3. How to manage for diversity
4. Q&A
Hosted by:
Paul O’Shea, Head of
Consulting Americas
Date: Sept 15th 2014
4. If you are struggling with diversity, you are not alone
WHAT DOES DIVERSITY MEAN TODAY?
http://www.toptechnews.com/article/index.php?story_id=1200087VXWKO 4
“We’re in the business of building products for hundreds of
millions of users worldwide and that starts with having the
best possible talent -- a Yahoo team that understands and
reflects our diverse user base. These statistics are only part
of the story -- Yahoo works to ensure that our existing
employees feel welcome and supported during their time at
the company.”
Jackie Reses, Yahoo’s chief development officer
5. If you are struggling with diversity, you are not alone
WHAT DOES DIVERSITY MEAN TODAY?
http://www.toptechnews.com/article/index.php?story_id=1200087VXWKO 5
“Over the past few years, we've experienced tremendous
growth and have become a truly global company, but in
terms of overall diversity, we have some work to do,”
Pat Wadors, LinkedIn’s vice president of global talent.
6. Still 1 in 4 executives say workforce issues are often an
afterthought in business planning
WHAT DOES DIVERSITY MEAN TODAY?
Source: 1. Donald D. Dowling Jr: Cross border diversity initiatives for recruitment and retention; 6
2. http://www.forbes.com/sites/sap/2014/09/11/workforce-2020-how-ready-are-you/
“Our research suggests that an alarming number of
companies don’t have the structure, strategy, culture,
and resources needed to manage a diverse, contingent,
and multigenerational workforce.” 2
7. So where do we begin our diversity journey?
WHAT DOES DIVERSITY MEAN TODAY?
Source: 1. Donald D. Dowling Jr: Cross border diversity initiatives for recruitment and retention; 7
2. http://www.forbes.com/sites/sap/2014/09/11/workforce-2020-how-ready-are-you/
Any diversity recruiting/retention initiative will fail if the
employer cannot measure its success. And no employer
can measure the success of a diversity program without
consensus around the meaning of the core term
“diversity.” 1
8. The evolution of “diversity” as an inclusive concept
WHAT DOES DIVERSITY MEAN TODAY?
Source: Grutter v Bollinger, 539 U.S. 306,330 (2003) 8
Cultural
Secondary
Primary
• Experiences
• Opinions
• Backgrounds
• Religion
• Sexual orientation
• Socio-economic
• Disability
• Veterans
• Gender
• Race
• Ethnicity
• Age
9. What should the definition of diversity be?
WHAT DOES DIVERSITY MEAN TODAY?
Source: 1. Goldman Sachs diversity ad, 2000 2 http://www.pharma.us.novartis.com/info/about-us/diversity-and-inclusion.jsp 9
“It is hard to define what diversity is because everyone
has an opinion” 1
10. What should the definition of diversity be?
WHAT DOES DIVERSITY MEAN TODAY?
10
“Diversity is our differences – the variety of perspectives,
experiences, opinions and contributions we each bring to
the business. Inclusion is about understanding,
appreciating and maximizing those differences to create
an environment and culture that is welcoming,
collaborative and productive for all employees.”2
Source: 1. Goldman Sachs diversity ad, 2000 2 http://www.pharma.us.novartis.com/info/about-us/diversity-and-inclusion.jsp
11. The Competitive Advantage of Diversity
http://www.cummins.com/cmi/navigationAction.do?nodeId=15&siteId=1&nodeName=The+Business+Case+for+Diversity&menuId=1003 11
"Character, ability and intelligence are not concentrated
in one sex over the other, nor in persons with certain
accents, or in certain races, or in persons holding
degrees from some universities over others. When we
indulge ourselves in such irrational prejudices, we
damage ourselves most of all and ultimately assure
ourselves of failure in competition with those more open
and less biased.“
J. Irwin Miller, former Cummins Chairman and CEO who retired
in 1977 after leading the company for some 40 years
12. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
universumglobal.com 12
• The culture
13. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
universumglobal.com 13
• The culture
• It contributes to the bottom line
14. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
universumglobal.com 14
• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
15. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
universumglobal.com 15
• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
• Increases productivity
16. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
universumglobal.com 16
• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
• Increases productivity
• Diverse perspectives enables better innovation
17. What is the most important thing diversity
contributes to an organization?
WHAT DOES DIVERSITY MEAN TODAY?
universumglobal.com 17
• The culture
• It contributes to the bottom line
• Helps you attract and retain great people
• Increases productivity
• Diverse perspectives enables better innovation
• Positive PR in the marketplace
18. But we have a long way to go
WHAT DOES DIVERSITY MEAN TODAY?
http://fortune.com/2014/07/08/women-ceos-fortune-500-1000/ 18
• There are currently just 24 women CEOs in the Fortune 500 and 27 in
the Fortune 1000.
• Only 5% of Fortune 1000 companies have female CEOs, but those giants
generate 7% of the Fortune 1000’s total revenue.
• Fortune 1000 companies with female chiefs outperformed the S&P 500
index over their respective tenures.
• The most common college major among women CEOs in the Fortune
1000 is engineering.
19. Diversity at board level is also improving but slowly
WHAT DOES DIVERSITY MEAN TODAY?
Source: Missing Pieces – Women & minorities on Fortune 500 boards – 2012 ABD census 19
67.8%
15.9%
12.4%
3.9% Diversity %
White/Caucasian Men
White/Caucasian Women
Minority Men
Minority Women
0 50 100
Men
Women
Minority Men
Minority Women
2004
2010
2012
20. Even Apple is aspiring for better diversity
WHAT DOES DIVERSITY MEAN TODAY?
Source: apple.com/diversity 20
“As CEO, I’m not satisfied
with the numbers on this
page,” Apple CEO Tim
Cook.
21. Any many other companies are also struggling
WHAT DOES DIVERSITY MEAN TODAY?
http://fortune.com/tag/diversity/ 21
“Put simply, Google
is not where we
want to be when it
comes to diversity,”
Laszlo Bock,
Google’s senior vice
president of people
operations.
23. Is diversity based on ratios practical?
THE STUDENT PIPELINE
SOURCE: U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System 23
(IPEDS), Fall 2012, Completions component. (This table was prepared July 2013.)
43%
57%
Male Female
% of Degree s Awarded in Fall 2012 by Gender
(1.86 million degree graduates)
24. Is diversity based on ratios practical?
THE STUDENT PIPELINE
SOURCE: U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System 24
(IPEDS), Fall 2012, Completions component. (This table was prepared July 2013.)
6% 11%
11%
61%
11%
Asian African American
Hispanic White
Other
7%
8%
10%
63%
12%
Asian African American
Hispanic White
Other
1,025,729 female degree
graduates in Fall 2012 by ethnicity
765,317 male degree graduates
in Fall 2012 by ethnicity
25. And the competition for female STEM students is white hot
THE STUDENT PIPELINE
25
SOURCE: 1. U.S. Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System (IPEDS),
Fall 2012, Completions component. (This table was prepared July 2013.) 2. http://www.cbsnews.com/news/apple-diversity-report-released-cook-not-
satisfied-with-the-numbers/
Field of Study1 % Male % Female
Social Sciences 39% 61%
Business 52% 48%
STEM 63% 37%
Other 41% 59%
Health & Education 17% 83%
Comms/languages 35% 65%
Total 43% 57%
116,000
female
STEM
students
46,000
male
students
“Technology executives generally have traced the
scarcity of women, blacks and Hispanics in
computer programming and engineering to
shortcomings in the U.S. education system, and
have launched a number of initiatives to try to
bring about change. In June, Google announced its
"Made with Code" program, which aims to teach
young girls about computer science.”2
26. Georgia Institute of Technology Overall Universum Recommendation Rank 1st
US News
Engineering
School
Rank
6th
Number of
Engineering
Grads
678
Diversity Cultural Fit
State
Bonus
Presence of
Competitors
Total
Women 20% Ethnicity 42% Top 16 Top 4 Score
Points
Scored
6 9 6 3 6 9 0 3 42
Points Baselines
Max 6 9 9 9 9 8 6 3 42
Min 0 0 0 0 0 4 0 0 13
Average 3 3 3 4 4 6 1 2 25
Where do you find these students?
THE STUDENT PIPELINE
26
Georgia Tech has great national ranking, a large engineering student body, a
diverse student population, excellent cultural alignment, and none of our main
competitors are listed in the top 25 recruiters on campus.
New
Recommendation
Top Drivers:
Secure employment
Friendly work environment
Leaders who will support my
development
Respect for its people
Source: Universum Target School Selection Report
27. What are the most critical diversity elements today?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 27
Q: When choosing your ideal employer, what aspects of diversity are most important to
you? Select up to 3 alternatives.
Female % Element Male %
57 Gender 38
45 Ethnicity 37
42 Age 41
28. What do students consider to be the most critical diversity
elements today?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 28
Element Asian
%
African
American
%
Latino/
Hispanic
%
White
%
Ethnicity 54 65 52 34
Gender 43 52 45 52
Age 40 41 40 43
Q: When choosing your ideal employer, what aspects of diversity are most important to
you? Select up to 3 alternatives.
29. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 29
Q: Select which attributes are most important to you? (Max 3)
Professional training and development
A friendly work environment
A creative and dynamic work environment
Asian Students
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
30. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 30
Q: Select which attributes are most important to you? (Max 3)
Respect for its people
Secure employment
A creative and dynamic work environment
Caucasian Students
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
31. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 31
Q: Select which attributes are most important to you? (Max 3)
African American Students
Secure employment
Respect for its people
Professional training and development
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
32. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 32
Q: Select which attributes are most important to you? (Max 3)
Latino/Hispanic Students
Respect for its people
Professional training and development
Secure employment
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
33. So how do students preferences for what they look for in an
employer vary based on ethnicity and gender?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 33
Q: Select which attributes are most important to you? (Max 3)
Professional training and development
A friendly work environment
A creative and dynamic work environment
African American Students
Secure employment
Respect for its people
Professional training and development
Asian Students
Respect for its people
Secure employment
A creative and dynamic work environment
Caucasian Students Latino/Hispanic Students
Respect for its people
Professional training and development
Secure employment
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
34. What is most attractive to male vs female student groups?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014 34
Q: Select which attributes are most important to you? (Max 3)
Professional training and development
A creative and dynamic work environment
Secure employment
Employer
Reputation
& Image
Job
Characteristics
People
& Culture
Remuneration
& Advancement
Opportunities
Respect for its people
Secure employment
A friendly work environment
35. What are the career aspirations for different ethnic groups
by gender at undergraduate level?
THE STUDENT PIPELINE
Source: Universum Diversity Employer Brand Report 2014; n=4038 35
Q: Select industry would you prefer to work in? (Max 3)
1. Management and Strategy Consulting
2. Engineering and Manufacturing
3. Public Sector and Governmental Agencies
1. Health Care Services
2. Media and Advertising
3. Non-Governmental Organizations
(NGOs)/Non-Profit Organizations
(NPOs)
African
American
Females
African
American
Males
37. Many companies are currently doing it well
THE FUTURE OF DIVERSITY
Source: DiversityInc. Diversity Top 50 2014(top 10 companies shown) 37
Rank Company Name
1 Novartis
2 Sodexo
3 EY
4 Kaiser Permanente
5 Pricewaterhouse Coopers
6 MasterCard Worldwide
7 Procter & Gamble
8 Prudential Financial
9 Johnson & Johnson
10 AT&T
38. How have they achieved success?
THE FUTURE OF DIVERSITY
38
Source: 1. http://www.ilr.cornell.edu/wdn/upload/netter_principles.pdf; 2. http://www.ere.net/2014/06/23/diversity-recruiting-whats-wrong-with-it-pretty-
much-everything-part-2-of-2/?utm_source=ERE.net&utm_campaign=720133a55c-What-s-Wrong-With-Diversity-
Recruiting&utm_medium=email&utm_term=0_a7905d0a21-720133a55c-287000773#more-38352
A diversity & inclusion toolkit:
1. The Netter principles1 – a framework for building
organizational inclusion
2. Do an internal D&I (diversity & inclusion) health
check/audit
3. Arm yourself with knowledge and data2
39. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
universumglobal.com 39
1. Structures - create a diversity and inclusion council
40. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
universumglobal.com 40
1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them diligently
41. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
Source: 1. http://www.diversitybestpractices.com/news-articles/critical-intersections-how-diversity-best-practices-members-integrate- 41
compliance-di-st
1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them diligently
3. Involve legal1 – the area is complex so do it right
42. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
universumglobal.com 42
1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them diligently
3. Involve legal – the area is complex so do it right
4. ERG’s (employee resource groups) – don’t
underestimate the power for these groups and how they
can be critical instruments for the success of your D&I
program
43. What best practices can assist you in your journey
THE FUTURE OF DIVERSITY
universumglobal.com 43
1. Structures - create a diversity and inclusion council
2. Accountability – set KPI’s and measure them
diligently
3. Involve legal – the area is complex so do it right
4. ERG’s (employee resource groups) – don’t
underestimate the power for these groups and how
they can be critical instruments for the success of
your D&I program
5. Transparency – be completely up front, genuine and
open in dialogue with your organization
44. How can we move beyond diversity?
THE FUTURE OF DIVERSITY
Source: 1. Trevor Wilson, author of Diversity at Work, The Business Case for Equity and president of TWI Inc 44
“It really requires stepping beyond conversations about
women, minorities, LGBT and into a conversation about
talent differentiation and human equity.”1
45. Three key takeaways
THE FUTURE OF DIVERSITY
Source: Mark Gordon CEO Bon Secours St. Francis Medical Center 45
1. CEO leadership and engagement is paramount
“Culture eats strategy for lunch on a regular basis”1
46. Three key takeaways
THE FUTURE OF DIVERSITY
universumglobal.com 46
1. CEO leadership and engagement is paramount
2. Don’t rest on your laurels
1. Historical success will not guarantee future success
2. Diversity & inclusion must be a strategic pillar in
organizational strategy
47. Three key takeaways
THE FUTURE OF DIVERSITY
universumglobal.com 47
1. CEO leadership and engagement is paramount
2. Don’t rest on your laurels
3. “the truth of the principle that the greatest amount of
life can be supported by the great diversification of
life, is seen under many natural circumstances." Charles
Darwin, The Origin of the Species (1859)
48. What sources current clients use
THE FUTURE OF DIVERSITY
universumglobal.com 48
Universum Diversity Employer Brand Reports
What does diverse talent associate with your company?
What does diverse talent find attractive in an employer?
What does diverse talent think about your competitors?
What are the best ways to communicate with diverse talent?
Target School Selection Reports