“Diversity management is the key to growth in today’s fiercely competitive global marketplace.  No longer can America’s corporations hide behind their lack of cultural intelligence.  Organizations that seek global market relevancy must embrace diversity – in how they think, act and innovate.  Diversity can no longer just be about making the numbers, but rather how an organization treats its people authentically down to the roots of its business model.   In today’s new workplace, diversity management is a time-sensitive business imperative.

To better understand this fast-changing terrain, I reached out to three notable diversity executives — pioneers within their respective industries – to share their insights and perspectives regarding the future of diversity and some of the new best practices that will allow diversity to play a more strategic role in cultivating sustainable business growth:

  • Dr. Rohini Anand, Chief Diversity Officer, Sodexo
  • Ron Glover, Chief Diversity Officer, IBM
  • Kathy Hannan, National Managing Partner, Diversity & Corporate Responsibility, KPMG LLP”

Link to the rest of the article here.

“According to new research, IPO firms with male CEOs get the advantage with investors, compared to those with female CEOs. This news probably comes as no surprise, but the nuances revealed by the study point to a conclusion that should be concerning to anyone who works in a field characterized by the term “meritocracy.”

More and more research is showing that gender weighs heavily on the equation when it comes to jobs, promotions, paychecks, and – in the case of the study – how much investors are willing to pour into a business.

A working paper recently released by researchers from the University of Utah and Washington University in St. Louis suggests that female led IPO firms do worse than male ones. The study says, “Despite identical personal qualifications and firm financials, female Founder/CEOs were perceived as less capable than their male counterparts, and IPOs led by female Founder/CEOs were considered less attractive investments.”

Link to the whole article

 

 

 

What Does It Mean To Be An Inclusive Employer?

Listen to some of the largest employers in the UK about the importance of being an inclusive employer.

“inclusion delivers performance and innovation”

“it’s about being open minded, it’s about being aware of what talent is available”

“inclusion delivers an environment where people can authentically be themselves, come to work and deliver in a way that suits them, but also achieves the business goals”

“we want to create a culture that is engaging, enticing and exciting for all the people we bring into the company”

“we’ve brought people into the firm for their different skills, their values and creativity and the impact they’re going to have on the business.  The last thing we want to do is to try and change them.”

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Fierce Foundation's Empower Generations LIVE Event

FIERCE Foundation recognizes the transformative power of the 1Life Fully Lived approach, which personally guided Carolyn Colleen out of generational adversity and into success. Now, we’re excited to bring this […]

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Multi­cultural Resource Guide

This guide lists established and emerging resources that reflect and celebrate cultural diversity in our area.

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