This document discusses how large corporations are re-evaluating their diversity, equity, and inclusion (DEI) strategies in light of recent socio-political events like the COVID-19 pandemic, Black Lives Matter movement, and Stop Asian Hate movement. It notes that these events have brought greater attention and urgency to DEI issues and that many companies have increased their DEI initiatives, transparency around DEI data, and community involvement as a result. However, it also discusses some companies that have faced criticism for perceived superficial or hypocritical support for DEI.
The Measureable Value of Diversity and InclusionLaunchpad
Diversity and inclusivity (D&I) in the workplace is one of the most pressing and controversial topics in the business world today. This subject receives extensive coverage nationally and internationally – but are we simply paying it lip service? It could be that we have our sights set much farther than where our feet lie. At the very least, conversations surrounding D&I have blossomed encouraging coherent strategies for a more inclusive future.
The Measureable Value of Diversity and InclusionLaunchpad
Diversity and inclusivity (D&I) in the workplace is one of the most pressing and controversial topics in the business world today. This subject receives extensive coverage nationally and internationally – but are we simply paying it lip service? It could be that we have our sights set much farther than where our feet lie. At the very least, conversations surrounding D&I have blossomed encouraging coherent strategies for a more inclusive future.
2019 Financial Inclusion & Disability Resource Summit Presentation
-Gain more insight and learn about opportunities that are available for persons with disabilities
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
Women in the workplace report: Gender Equality in the Workplace via Fairygodboss. In the US there are over 73M working women representing approximately 47% of the labor force as defined by the latest annual US Department of Labor statistics. The percentage of the labor force that is female has plateaued since the year 2000.
Talent Management Strategies for a Vuca World for NCA HRAShirley Davis
The term "VUCA" has recently been used in the business world to refer to the volatile, uncertain, complex and ambiguous business environment that is the “new normal.” With this new reality brings new complexities and new opportunities and requires you to adopt new ways of acquiring, hiring, developing, leading, and retaining great talent. Dr. Shirley Davis, SPHR will reveal some of the top trends and complexities of the 21st century global workforce that should be top of mind for all business leaders. At the end of this session you will be able to:
Define what the VUCA world is and what the current and future conditions that characterize a VUCA world are.
Outline the strategic business implications of a VUCA world for the HR profession.
Describe 10 innovative talent management strategies that some of the world's most admired companies employ in order to attract, hire, engage and retain top talent.
List the key competencies that every HR professional and business leader should demonstrate in order to lead in a VUCA world.
The Value of Women is our report on the financial case for investing in companies with women in senior management and Board positions. It also examines the importance of philanthropy focused on providing opportunity for women to impact their communities.
Investment in women is highly impactful. It is a key indicator for higher investment performance for investors.
This is the slide deck from the December meeting of Empowered PhXX. During the meeting we defined what Empowered PhXX is, our efforts to date and why we gathered to talk about creating an overall message.
2019 Financial Inclusion & Disability Resource Summit Presentation
-Gain more insight and learn about opportunities that are available for persons with disabilities
Promoting multidimensional teams has a positive impact on business outcomes. Female presence in company's executive bodies is essential to build business projects that are successful and long-term oriented.
During the meeting held by Woman's Week foundation and the Association of Directors of Communication in Spain (Dircom), Chief Communication Officer and companies, committed to equal opportunities and diversity, professionals discussed about CSR regarding gender diversity.
We are indeed living a shift of paradigm where companies are more sensitive to the economic importance of their role as social actors and the strategic and integrated management of key intangible assets such as reputation, brand, communication or public issues. We are immersed in the so-called "reputation economy".
The main advantages of promoting diversity within the corporation are the greater capacity of attracting and retaining talent, improvement of leadership and innovation strategies and a closer approach to key stakeholders for the company. In fact, the main idea of the concept of diversity is to optimize human resources presented by heterogeneous groups, this is to say, diverse regarding the gender, age, race or nationality of their members.
We are making progress in integrating diverse teams in the organization, but we are still below the goal of 40 % female board managers in companies set out by the European Parliament and the European Commission.
This insight addresses the current situation and future leadership, where diversity will play a major role for sure.
Women in the workplace report: Gender Equality in the Workplace via Fairygodboss. In the US there are over 73M working women representing approximately 47% of the labor force as defined by the latest annual US Department of Labor statistics. The percentage of the labor force that is female has plateaued since the year 2000.
Talent Management Strategies for a Vuca World for NCA HRAShirley Davis
The term "VUCA" has recently been used in the business world to refer to the volatile, uncertain, complex and ambiguous business environment that is the “new normal.” With this new reality brings new complexities and new opportunities and requires you to adopt new ways of acquiring, hiring, developing, leading, and retaining great talent. Dr. Shirley Davis, SPHR will reveal some of the top trends and complexities of the 21st century global workforce that should be top of mind for all business leaders. At the end of this session you will be able to:
Define what the VUCA world is and what the current and future conditions that characterize a VUCA world are.
Outline the strategic business implications of a VUCA world for the HR profession.
Describe 10 innovative talent management strategies that some of the world's most admired companies employ in order to attract, hire, engage and retain top talent.
List the key competencies that every HR professional and business leader should demonstrate in order to lead in a VUCA world.
The Value of Women is our report on the financial case for investing in companies with women in senior management and Board positions. It also examines the importance of philanthropy focused on providing opportunity for women to impact their communities.
Investment in women is highly impactful. It is a key indicator for higher investment performance for investors.
This is the slide deck from the December meeting of Empowered PhXX. During the meeting we defined what Empowered PhXX is, our efforts to date and why we gathered to talk about creating an overall message.
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
Accenture Ireland Getting To Equal 2020 Research accenture
Accenture Ireland's gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read the full report.
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.
Diversity at WorkQuestions This Chapter Will Help Managers Answe.docxjacksnathalie
Diversity at Work
Questions This Chapter Will Help Managers Answer
1. Are there business reasons I should pay attention to “managing diversity”?
2. What are leading companies doing in this area?
3. What can I do to reverse the perception among many managers that the growing diversity of the workforce is a problem?
4. How can I maximize the potential of a racially and ethnically diverse workforce?
5. What can I do to accommodate women and older workers?
MAKING THE BUSINESS CASE FOR DIVERSITY
Sources: Chen, C. Y., & Hickman, J., “America's 50 Best Companies for Minorities.” Fortune, June 28, 2004, pp. 140-146; Society for Human Resource Management. (2004, August 5). What is the business case for diversity? Alexandria, VA: Author; Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., Leonard, J., Levine, D., & Thomas, D. (2003). The effects of diversity of business performance: Report of the diversity research network. Human Resource Management, 42 (1), 3-21; “The Diversity Factor.” Fortune, October 13, 2003, pp. S1-S12.
Human Resource Management in Action
Diversity is more than just a passing blip on the corporate conscience. Over the past few years it has become a major competitive factor for many companies, and even something they are proud of. Yet others remain to be convinced. They want the business justification for diversity to be sound and demonstrable. To do that, it's necessary to address five major issues. Here's how some companies responded:
1. How does diversity help an organization expand into global markets? “Our customers, suppliers, and strategic partners are increasingly global and multicultural. We must be positioned to relate to them” (Hewlett-Packard). “Our major growth opportunities will occur outside of our North American business. Our objectives for business growth for the next decade indicate that our international business will be as large as our domestic business. Diversity is a business imperative. There is no way to achieve our business strategy unless we develop and utilize diversity in the marketplace to achieve competitive advantage around the world. Just five years ago all of our operations were located at U.S. headquarters. Now four of our seven businesses are located outside of the United States in different regions of the globe” (Procter & Gamble).
2. How can diversity help build brand equity, increase consumer purchasing, and grow the business? As a result of hiring a multicultural staff, including Hispanics, for its previously homogeneous marketing department, Amtrak learned that a large percentage of the Latino population in the West relies not only on Spanish language radio and newspapers for travel information but also on Latino Catholic publications. At least partly as a result of advertising in those publications as well, ridership on Amtrak's West Coast routes has increased by 47 percent. Corporate America also purchases supplies from minority-owned suppliers. How much? In 2000, it w ...
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(Chapter 16 Internationa! Diversity and Facing the Future .docxjoyjonna282
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Chapter 16:
Internationa
! Diversity and Facing the Future
509
) (
The ILO acknowledges the relationship between discrimination and poverty
and proposes that people living in persistent poverty
draw from enormous reservoirs of courage, ingenuity, persistence, and mutual support to keep on the treadmill of survival. Simply coping with poverty demonstrates the resilience and creativity of the
human spirit.... Imagine where their efforts could take them with the support and possibilities to move up a ladder of opportunity. Our common responsibility is to help put it there.
50
Misperception:
Most people who live in persistent poverty are lazy and
unmotivated.
Reality:
Most people living in poverty survive through enormous courage, persistence, and resilience.
Valuing, pursuing, and embracing diversity can help place a ladder of opportunity at the feet of those previously ignored but who have enorm
ous reservoirs of skills and assets, be they poor, minority group
members,
women, sexual minorities, people with disabilities, or other non-dominant group members. At the same time, valuing, pursuing, and embracing diversity can be beneficial for the organ
izations that employ previously devalued workers and for the societies in which they live.
) (
I
Facing the Future: The Broad Reach of Diversity in Organizations
As the world population becomes increasingly diverse, so should organi
zations. Organizations
themselves differ in their size, structure, earnings, design, and purpose, and included in the category are various entities such as schools, churches, governments, nonprofits, retailers, service providers, co-ops, farms, and countless others in which peop
le earn a living and interact. The success, or failure, of organizations will be greatly influenced by the ability to attract, retain, and maximize the contributions of people from all backgrounds and from around the world, by the ability to mar
ket to div
erse customers, to engage diverse constituents, and to encourage the full participation of every worker and potential worker. In this section, we offer recommendations for organizations to encourage full participa
tion of all potential workers. Returning t
o the original hypothesis that
) (
'"Working Out of Poverty," P- 1.
)
diversity and inclusion provides organizations with a variety of competitive advantages, we then go on to consider how these potential benefits reach beyond the organization in which they occur.
As the world becomes more connected globally, discrimination, harassment, and exclusion based on race, ethnicity, sexual orientation, religion, age, family status, physical or mental ability, weight, appearance, and other irrelevant factors will be increasingly unwise, unprofitable, and unacceptable. At the same time, as the world's population becomes more diverse, this will bring new challenges, threats, and opportunities, including the propensities to stereotype and discriminate, to hoard rather than to help, and to fi ...
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.
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.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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.
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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.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptx
UGA presentation Diversity, Equity & Inclusion in big organizations
1. “Diversity, Equity
& Inclusion in big
organizations.”
A virtual roller coaster ride on how big
corporations are re-evaluating their Diversity,
Equity & Inclusion strategies in view of recent
socio-political events like COVID-19, Black Lives
Matter & Stop Asian Hate.
May 26, 2021 - University of Georgia
2. Hello.
* This was the entire population of REBORRN & Satori Analytics just a bit over a year ago. 1 year later we are a team of 45 people strong.
3. reborrn.com
We are a hybrid of
consultants & makers
on a mission to help
visionary companies
thrive in the digital
economy.
4. Who we are
Angeliki Sakellaropoulou
People Operations Consultant
Stéphanie Skrindaj
HR & Communications Associate
5. What this
presentation
is about.
Give you inspiration on how to create
inclusive & safe spaces in your university
and your workplace.
Share insights on how recent
socio-political movements are shaping
DEI initiatives in big corporations.
Shed light into what DEI in the
workplace actually means.
Today our goal is to:
6. Agenda.
1. Who we are.
2. Icebreaker.
3. Introduction to the topic.
4. Definitions: What’s DEI?
5. Anti-Definitions: What’s not DEI.
6. The current situation of DEI in big organizations.
7. Good examples
8. Bad examples
9. Outlook on the future: Dos & Don'ts
10. Outro: Personal Responsibility
11. Q&A
12. HMW Exercise
8. Percentage of the people who
reported experiencing at least
one negative interaction
related to their LGBTQ+ identity
at work:
47%
75%
64%
9. Percentage of the people who
reported experiencing at least
one negative interaction
related to their LGBTQ+ identity
at work:
47%
75%
64%
10. The percentage of Fortune 100
companies that shared
statements that included plans to
increase their diversity recruiting
and representation strategies
(after BLM) is:
88%
55%
40%
11. The percentage of Fortune 100
companies that shared
statements that included plans to
increase their diversity recruiting
and representation strategies is:
88%
55%
40%
14. 2020: A turning
point for DEI
“A lot of organisations saw more
change in the second half of 2020 than
they saw probably in the last 10 years.”
- Bendita Malakia, Global Head of Diversity and Inclusion,
Hogan Lovells
21. 2021 brought an
unprecedented surge
in interest in women
empowerment.
● According to the World Economic Forum,
Covid widened the time estimation to
close the gender gap from 99.5 to 135+
years.
● Throughout the first 10 months of the
pandemic, American women lost 5.4
million jobs, almost 1 million more
than men. It has been described as
the “first female recession”. (Forbes)
.
COVID-19 pandemic has set
back efforts to close the
gender gap by a generation.
22. COVID-19 revolutionized Remote Work, thus opening
up opportunity for attracting global talent.
BUT this means that different cultures, religions and
working styles need to be taken into consideration.
Remote Work
is driving
Diversity and
requiring
Inclusion.
23. It’s Diversity
that will get
us out of
the crisis.
Diversity promotes innovation and out of the box
thinking, aka what we need to address a global
health & economical crisis.
24. “The coronavirus pandemic has,
underlined that inclusion is a
fundamental business imperative
rather than an almost social,
bringing-people-together imperative.”
- Roianne Nedd, Global Head of Inclusion and Diversity,
Oliver Wyman
27. “Diversity is about what makes each of us
unique and includes our backgrounds,
personality, life experiences and beliefs, all
of the things that make us who we are. It is a
combination of our differences that shape
our view of the world, our perspective and
our approach.”
.
Diversity:
Definition.
“ Australian
Government
“Diversity is the art of thinking independently
together.”
Publisher Malcolm
Forbes
29. Types of
Diversity:
Organization.
Workforce
Behavioral
Structural
Age, Gender, Race Ethnicity, religion,
physical ability, sexual orientation.
Different working and thinking
styles, different values and beliefs.
Different horizontal and vertical
levels of an organization.
Business
Different customer markets, community
representation, supplier diversity
30. “ When we treat everyone equally, we
treat everyone the same, but when we
treat everyone equitably, we focus on
individualistic needs. Equity asks us to
acknowledge that everyone has
different needs, experiences, and
opportunities that require support in
different ways.”
Equity vs.
Equality:
Definition.
“
Culture Amp
31.
32. “Inclusion is defined separately from
diversity as the achievement of a work
environment in which all individuals
are treated fairly and respectfully,
have access to opportunities and
resources, and can contribute fully to
the organization’s success.”
Inclusion:
Definition.
“
Society for Human
Resource Management
(SHRM)
33. “Diversity is being
invited to the party.
Inclusion is being
asked to dance.”
– Vernā Myers, VP, Inclusion Strategy at Netflix
40. The Benefits
of a Diverse
& Inclusive
Workplace.
Attracts top talent: 67% of people on the job
market stated that racial and gender diversity is
an important factor in their job search (Glassdoor)
Engages and retains employees: 83% of
millennials feel more engaged at work when their
company fosters an inclusive culture. (Forbes)
Enhances decision making: diverse teams make
better decisions 87% of the times (Cloverpop)
Drives innovation: Companies with above
average diversity scores generate 45% revenue
from innovation in comparison to 26% by non
diverse companies. (BCG)
Enhances brand and customer relationships:
83% of executives agree that diversity improves
the company’s ability to attract & retain clients.
(Nagaoka Review)
Generates greater performance & profit:
Gender-diverse companies perform 21% better
than the average & ethnically and racially diverse
companies have 43% higher profits. (McKinsey)
Apart from
happy people
😉
42. Representation
in Leadership.
White staff represents 85% of executives
(McKInsey)
Although 13.4% of the total US population is Black,
only 2% of executives are Black. (McKInsey)
18.5% of the U.S. population is Latinx, but only 3% of
executives are Latinxs. (McKInsey)
Women in senior-vice-president positions represent
28% in corporate America, and representation in the
C-suite is at 21%. (McKInsey)
Women of color remain dramatically
underrepresented: Black women face an especially
hard path to a CEO role, with 65% of Black female
employees in a staff role, as opposed to line roles.
(McKInsey)
A total of 21 Black Americans have held Fortune 500
CEO positions (HBR)
LGBTQ+ men comprise 3% of managerial positions,
while LGBTQ+ women only 1.6% (McKinsey)
43. HBR Study: Only 9.5% of people of colour
received mentions of leadership qualities in their
performance evaluations. Mistakes were
reported at higher levels in performance reviews
of people of colour than of white people (78% vs.
46% )
HBR: 46% of woman asked whether they feel
disadvantaged in performance assessment
responded with “a great deal”
Black employees are 23% less likely to receive
support to advance, 41% less likely to view
promotions as fair than white employees.
(McKinsey)
Performance &
Development.
Remuneration.
44. According to a Glassdoor study, diversity and
inclusion-related job openings in the US slumped in view
of BLM. One month after Floyd’s killing, on May 25, the
number of positions listed had surged 55 per cent; by the
end of November, the increase was 245 per cent, with
nearly 1,500 openings.
Between 2020 -2021 more than 60 U.S. companies
appointed their first-ever chief diversity officer (CDO).
More and more companies have appointed DEI advisory
boards & have included DEI in their Code of Conduct.
#1 Positive Trend:
Big organizations
are taking DEI
seriously.
45. published their full diversity quotas.
reviewed their 2020 DEI initiatives.
shared their 2021 DEI strategy.
showcased their OKRs/SMART goals tied to DEI.
#2 Positive Trend:
Big organizations
are becoming more
transparent.
Big players in the market, like Apple, Netflix, Microsoft and
Atlassian have reinforced their commitment to Diversity, by
making their stats public. More specifically, they:
50. Redesigning
their recruiting
strategies.
Atlassian has:
- used Textio software to avoid gender-biased language and
representation on their Careers site.
- formed strategic partnerships with organizations that focus
on tech diversity initiatives, including Women Who Code,
People of Color in Tech, Lesbians Who Tech
- entered into a partnership with Disability Network
Australia to audit their current recruiting methods, tools, and
processes.
Apple is investing in Historically Black Colleges and Universities,
offering internship opportunities and 100 additional scholarships
for students from underrepresented communities.
51. Reinforcing
engagement with
internal DEI
communities.
Most companies like Netflix, Linkedin and
Nielsen are fostering ERGs especially dedicated
to represent diverse groups, e.g. Latinos, People
of Colour, LGBT+
Loreal Italy launched 10 DEI squads on a
volunteering basis, working on different projects
that promote internal diversity initiatives.
53. Apple: The Career Experience (CE) program gives Retail
and AppleCare team members around the world
opportunities to grow and contribute their talents to other
teams across the company, from engineering to
marketing and beyond.
Publicis Group is organizing women led company wide
Hackathons.
Lenovo has come up with on demand trainings with
rewards for participants from underprivileged groups.
Merck has introduced a DEI training curriculum:
Foundations of DEI, Inclusive Leadership development,
Unconscious Bias Education.
Investing in
Development &
Training.
54. Apple doesn't ask for salary history during the
recruiting process. And every year, they examine
the compensation employees receive and ensure
that they maintain pay equity.
Atlassian has introduced a compensation training
program for all managers to ensure equitable pay.
Netflix has opted for Inclusive Benefits. Their
parental leave policy is gender-blind. They support
employees regardless of marital status, gender, or
sexual orientation on their fertility, surrogacy, or
adoption journey. And they cover comprehensive
transgender and non-binary care.
Introducing Bias-free
Compensation &
Benefits.
56. The 3 main trends
Funding and Donations: The most common way we
saw Fortune 100 companies address the BLM
Movement was through funding and donations.
Over 50% of organizations chose to donate to at
least one charitable organization, resulting in
roughly $2 billion worth of contributions from the
world’s largest companies.
Creating Social Awareness: For some
organizations, this simply meant creating awareness
through social media or hosting additional events.
Pushing for Community Equality Advancement:
Standout companies actually leveraged their
business expertise to create shared value for
members of underserved communities.
58. Nielsen turned their data into reports for clients to know how
to represent diversity properly and provided pro bono
consulting to support small businesses of diverse
communities.
Netflix has spent $100k to increase diversity in film, launched
an incubator for Indigenous creators in Australia, and trained
people from underrepresented groups for a production career
in Brazil.
Verizon announced its “Citizen Verizon” project with the aim of
upskilling 500,000 workers, mostly from minority
demographics, for jobs of the future by 2030.
Community Equality
Advancement.
60. • Two years ago, Google came under fire for a sexist viral
letter one of its employees wrote and for allegedly
paying women less than men.
• In November, roughly 20,000 Googlers walked out of the
company's offices worldwide to protest its handling of
sexual assault allegations directed at key executives.
Thousands of
Employees walked
out to protest.
But why?
61. • Google's search feature at one time tagged images of
African-Americans as “gorillas"..
• Another tool released in 2018 that matched people's selfies with
popular artworks, inadvertently correlated the faces of African
Americans with artwork depicting slaves.
62. Starbucks.
In June 2020, Starbucks announced that it would donate $1
million to support racial-justice-oriented causes.
The company came under fire for a leaked internal memo
banning employees from wearing any merchandise supporting
Black Lives Matter. Facing criticism, they went as far as to
distribute Black Lives Matter T-shirts to their baristas.
63. Last summer, tech companies including
Amazon, Google, and Pinterest joined a
corporate chorus of support for Black Lives
Matter in the aftermath of George Floyd’s
killing.
A Black employee tweeted that they were
underpaid, threatened, and harassed by
colleagues at Pinterest, even as the
company tweeted support for Black Lives
Matter.
Pinterest: Real or
fake support?
64. 3 Black employees filed a complaint with the EEOC alleging the
social network doesn’t give Black workers equal opportunity
to advance.
Google listed only five Black female executives among FB’s top
357 officers. The Equal Employment Opportunity Coalition is
currently investigating Facebook for racial bias in its hiring
practices.
The racial bias
must stop.
65. Unilever changed the name of the
fairness cream in response to the
worldwide protest Black lives matter
protests, but they are still selling the
cream and they continue to profit from the
their belief that “lighter skin” is more
appealing.
67. The DOs:
Embed it in the whole employee lifecycle.
Support it with an open & inclusive culture.
Include employees in decision-making.
Raise Awareness, learn and use the right vocabulary.
Lean into the discomfort with compassion.
Change the narrative.
Make it an organizational thing not just an HR thing.
Give back to society in a sustainable way.
68. Probably the most
important DO: Commit!
Take it seriously: DEI needs to be a part of company ethos, purpose
and values.
Make it strategic: Consider a more strategic approach to inclusion
rather than ad-hoc measures and tie to it to business outcomes.
Own it: Appoint CDOs and DEI Advisory Boards that will hold
executive leaders accountable for driving DEI outcomes.
Audit it continuously: Examine your culture and practices to
determine how well they support or hinder equity.
Make it techy: Leverage AI to eliminate bias when possible.
Measure it: Have a measurement processes in place, e.g. KPIs/ OKRs
or Include DEI as a criterium in employee evaluations.
Review it with employees: Run a internal Diversity survey to collect
employee feedback.
Publish it: Make Diversity Reports public and accessible to all.
69. The DON’Ts:
Misunderstand the Why.
Reduce importance.
Consider DEI initiatives as a Band-Aid for systemic
problems.
Focus on Diversity and forget about Equity and Inclusion.
Self-replicate when hiring.
Believe that DEI is only responsibility of HR.
Avoid the hard conversations.
Fail to track results.
70. Corporate
Accountability is
key to sustainable
change.
“We can’t simply tweet our way out of inequity. We
must ask ourselves, how will we change to ensure no
one feels this way again? This is about more than a
program or making a splashy hire. It’s putting
accountabilities in place, such as laws, regulations and
corporate policies, that not only promote inclusion but
also hold people of influence accountable for it. This is
the start to sustainable progress.”
- Jerrell Moore, Global Diversity and Inclusion leader at
Assurant
73. • Support and celebrate each other’s differences (Have a
prayer room, celebrate different holidays, etc).
• Be mindful while talking with people whose native
language is not English.
• Create a judgment free environment. By making sure
you listen to your colleagues, asking them questions,
allowing them to be open with no judgement.
• Rethink Your Meetings. Inclusion in meetings is all
about making sure that everyone feels like they can
speak up and contribute to whatever is being discussed.
How can we
make a
difference?