Diversity and Inclusion
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Harvey Nash | News : Why does diversity matter for companies?

Nick Marsh explores why companies should prioritise this business issue and how they can encourage positive change in their corporate culture. Boards made up of members from the same small network can often lead to 'group think', where those in the group come from the same background, share the same viewpoint, and are generally happy with the status quo. A certain level of tension or conflict in a boardroom is proven to encourage varied approaches and often leads to boards being more agile and aware of customer issues. 
Mona Dutta's insight:

Nick Marsh explores why companies should prioritise advancing gender diversity and how they can encourage positive change in their corporate culture. Boards made up of members from the same small network can often lead to 'group think', where those in the group come from the same background, share the same viewpoint, and are generally happy with the status quo. A certain level of tension or conflict in a boardroom is proven to encourage varied approaches and often leads to boards being more agile and aware of customer issues. 

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We're Entering the Golden Age of Female Entrepreneurship — and It'll be Amazing

We're Entering the Golden Age of Female Entrepreneurship — and It'll be Amazing | Diversity and Inclusion | Scoop.it
2016 will be the year in which the forces of entrepreneurialism and feminism converge. Together, they will drive a long-wave, golden age of female entrepreneurship, which will be a positive for all of us: positive and empowering for the women who make the leap, good for the economy, good for consumers, and good for society.
Mona Dutta's insight:

The Big Idea for 2016? We are entering the golden age of female entrepreneurship. The Bigger Idea? Women will begin to recognize this, and the power we have to control our own economic and financial fate.

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It’s official: women on boards boost business

It’s official: women on boards boost business | Diversity and Inclusion | Scoop.it
Companies with women at the top perform 36% better than their all-male rivals, study finds
Mona Dutta's insight:

Recommended reading from The World Economic Forum - women on boards are proven to boost business #Board #Diversity #womenonboards: https://lnkd.in/eGMKRtR

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Moving the needle on diversity - Virgin.com

Moving the needle on diversity  - Virgin.com | Diversity and Inclusion | Scoop.it
In the last article of the Virgin Unite Entrepreneurship team’s diversity series, Courtney Emerson shares how technology is disrupting entrepreneur mentoring withinEverwise. Diversity is no longer just nice to have – it’s a must have. In a globally competitive world where customers are diverse...

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How Diversity Helps Your Business Beat the Odds

How Diversity Helps Your Business Beat the Odds | Diversity and Inclusion | Scoop.it
A variety of backgrounds, strengths and experiences in your workforce positions you for success.

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Gender Diversity Among the Ranks of Leadership Pays Off

Gender Diversity Among the Ranks of Leadership Pays Off | Diversity and Inclusion | Scoop.it
Even though the number of women among the ranks of leadership is lacking the business case for gender diversity has never been stronger Letrsquos take a look at whatrsquos holding women leaders back

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For business, more women in charge means bigger profits

For business, more women in charge means bigger profits | Diversity and Inclusion | Scoop.it
When Rohini Anand took over diversity programs at multinational catering company Sodexo in 2002, she had one goal: To prove that it pays for a company to have equal numbers of male and female managers.

Via Kasia Hein-Peters
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Kasia Hein-Peters's curator insight, March 23, 2015 4:25 PM

I am glad to see that the discussion is moving beyond "family friendly" policies as the way to keep more women...

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Food for Thought Fact Sheet -The Business Case for Gender Diversity

Food for Thought Fact Sheet -The Business Case for Gender Diversity | Diversity and Inclusion | Scoop.it
The benefits of increasing agility, balancing boards and eliminating the pay gap and the commercial imperative for realising women’s potential in the workplace is clear, solid and continually being strengthened.
Mona Dutta's insight:

Opportunity Now works with employers from across the public and private sectors in UK to accelerate the pace of change for women in the workplace. To maximise our impact, we focus on three key pillars of activity:

Increasing agility
Balancing Boards
Eliminating the pay gap

This page highlights a compelling business case behind each of our campaign aims.

 

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Project 28-40 The Report - YouTube

25,000 people, men and women took part in the Project 28-40 survey on women at work This video discusses the key findings and gives an overview as to the action your organization can 
take to develop truly inclusive workplaces.

Mona Dutta's insight:

If you are serious about change, CEOs and senior leaders need to take the lead on women’s progression, moving this from a diversity initiative to a core business priority. Set aspirational targets for the numbers of women you want to see at each senior level in your organisation.

Prioritise the development of excellent managers at every level of your organisation

Create a truly agile organisation, with women and men able to work in a way that makes them productive and engaged. Look at job design, technology, agile teams, and defeat the flexible working stigma that holds women back. Allow for non linear careers – your top talent will have times in their lives they need to take a step back.

Recognise that harassment and bullying still occurs, despite well-meaning policies. Call it out, deal with perpetuators, and make it simple and straightforward to report

 

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Inclusive Leadership: culture change for business success, Opportunity Now Research

Inclusive capabilities must become synonymous with excellent management and leadership. Inclusive leadership not only refers to the capabilities of senior leaders in organisations to improve performance but also to those held by managers all levels. This Five Point Framework for cultural change sets out the critical activities required to develop and embed inclusive leadership.

Mona Dutta's insight:

Inclusive leaders get the best out of all their people, helping their organisations to succeed in today’s complex, diverse national and global environment. Through their skills in adaptability, building relationships and developing talent, inclusive leaders are able to increase performance and innovation. The Five-Point Framework sets out the approach required to develop and embed inclusive leadership over a two to three year timeframe. 
Vision – set out why inclusive leadership matters to your business and set achievable targets
Lead – build a group of sponsors from across the business Develop – put inclusive capabilities into the core of management and leadership

Embed – make inclusive leadership sustainable by embedding in day-to-day process

Evaluate – track impact and ensure accountability at the senior level

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The Diversity Dividend

The Diversity Dividend | Diversity and Inclusion | Scoop.it
The World Economic Forum (WEF) is a Geneva-based non-profit organization best known for its Annual Meeting in Davos, Switzerland, the Annual Meeting of New Champions in China (Summer Davos) and the Summit on the Global Agenda in Dubai. It also releases research reports such as the Competitiveness Reports and Risk Reports and engages with its members in sector-specific initiatives.

Via Kasia Hein-Peters
Mona Dutta's insight:

How can organizations embrace diversity to drive innovation and sharpen their competitive edge?

 

Dimensions to be addressed:
- Paths for women in power
- Ensuring LGBT inclusion
- Diversity beyond borders

This session was developed in partnership with BBC.

Speakers: Beth A. Brooke-Marciniak, Guy Ryder, Anne-Marie Slaughter, Linda Yueh,Bernard J. Tyson, Inga Beale

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Gender Gaps in Workplace Mentor Programs | Sean Pomeroy | LinkedIn

Gender Gaps in Workplace Mentor Programs | Sean Pomeroy | LinkedIn | Diversity and Inclusion | Scoop.it

Women hold the majority of entry-level positions at 53%. However when they begin to climb the leadership ladder, they leave management positions upon reaching higher rungs. Currently, women only make up 14.6% of senior management and vice president positions in Fortune 500 companies. This staunch difference between entry-level jobs and higher leadership could be attributed to the underrepresentation of women in mentorship programs.

Mona Dutta's insight:

According to a study by Bentley University, 55% of the women surveyed agreed that women-specific mentorship programs have the potential to help women succeed in higher corporate positions. Another 52% said that women-specific networking could help women flourish in the workplace. The Bentley University study also showed that 57% of recruiters believe women are better candidates to begin with, so how do they drop so far in numbers as they climb the corporate ladder?

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Unconscious Bias @ Work | Training at Google

Unconscious biases are created and reinforced by our environments and experiences. Our mind is constantly processing information, oftentimes without our cons...
Mona Dutta's insight:

Unconscious biases are created and reinforced by our environments and experiences. Our mind is constantly processing information, oftentimes without our conscious awareness. When we are moving fast or lack all the data, our unconscious biases fill in the gaps, influencing everything from product decisions to our interactions with coworkers. There is a growing body of research – led by scientists at Google – surrounding unconscious bias and how we can prevent it from negatively impacting our decision making. Finally Google is starting to look at how deeply embedded bias is, how it affects us and what can awareness lead to.

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Female brain drain in Asia – why advancing gender diversity is an economic imperative - HR in ASIA

Female brain drain in Asia – why advancing gender diversity is an economic imperative - HR in ASIA | Diversity and Inclusion | Scoop.it
The beginning of April marked a deadline for all companies listed on India’s national stock exchange to appoint at least one female director. An estimated fifth failed to do so, despite a six-month extension. Last minute scrambling resulted in some businessmen appointing their wives in order to fulfil the requirement.
Mona Dutta's insight:

In today’s globalized world, businesses need to take steps to unlock the potential of female talent before their competitors, both local and abroad, do. Maintaining the status quo on gender diversity, whether at the business level or on a larger national or regional scale, will only mean suffering the consequences of female talent brain drain

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Why women on boards make smart business sense

Why women on boards make smart business sense | Diversity and Inclusion | Scoop.it
Kiran Mazumdar-Shaw asks whether India Inc.’s new found enthusiasm to have woman board members a reflection of changing mindsets or mere tokenism.
Mona Dutta's insight:

The undeniable body of evidence in favor of women’s empowerment presents a powerful case for building more diverse corporate leadership. Corporations and governments must capitalize on the contributions women can make. It’s a daunting task, and one at which many have failed in the past. But it is imperative today, to do whatever it takes — now.

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The 10 global companies that get diversity: Study

The 10 global companies that get diversity: Study | Diversity and Inclusion | Scoop.it
These 10 companies lead the way when it comes to diversity as a cultural and business aim, according to an annual ranking from DiversityInc.

Via Kasia Hein-Peters
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Kasia Hein-Peters's curator insight, April 25, 2015 4:13 PM

These 10 companies are an example of diversity to others, yet even they can still improve.

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Google gives employees 20% time to work on diversity

Google gives employees 20% time to work on diversity | Diversity and Inclusion | Scoop.it
Google's Diversity Core program lets employees contribute one-fifth of their time to increasing racial and gender diversity in technology.

Via Kasia Hein-Peters
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5 Drivers of Gender Diversity in the Workplace

5 Drivers of Gender Diversity in the Workplace | Diversity and Inclusion | Scoop.it
Businesses need to be proactive about encouraging parity. How to hire, engage and retain more talented female employees

Via Kasia Hein-Peters
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Why Businesses Need to Attract, Advance, and Retain Women (and Minorities)

Why Businesses Need to Attract, Advance, and Retain Women (and Minorities) | Diversity and Inclusion | Scoop.it
How the 80/80/80 Solution is the Critical Foundation of an Integrated Women's Leadership Strategy (Part Two of a Four Part Series)

The majority of organizations today cannot articulate in simple

Via Kasia Hein-Peters
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The Army: The Inclusive Leadership Imperative

The Army: The Inclusive Leadership Imperative | Diversity and Inclusion | Scoop.it
Why Inclusive Leadership is Important to the ArmyInclusive Employer.  The Army has always viewed itself as a meritocratic employer; there is an increasing imperative to be regarded as an inclusive employer, reflective of the society from which it recruits with the associated benefits that greater diversity brings.  To truly be an employer of choice the Armed Forces needs to offer equality of opportunity for all.  Inclusive Leadership is one of the concepts to assist with the organization’s ultimate Equality and Diversity end state. 
Mona Dutta's insight:

By developing inclusive leadership capabilities the Army is seeking to:
Change behaviours and attitudes which will start to effect long term cultural change.
Enhance the organization’s understanding of the benefits that Inclusive Leadership can bring.
Challenge the status quo and have a tool kit that leaders at all levels can use to do things differently.

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Day 3, Session 2: Women in the Corporate World - YouTube

Unlocking the potential of women as critical growth drivers at the top of corporations. SPEAKERS: Helena Morrisey CBE, Chief Executive Officer, Newton Invest...
Mona Dutta's insight:

Unlocking the potential of women as critical growth drivers at the top of corporations.

SPEAKERS:

Helena Morrisey CBE, Chief Executive Officer, Newton Investment Management Ltd, United Kingdom

Ms Azeemeh Zaheer, Head of Institutional Relationships & Wealth Management, Gatehouse Bank, United Kingdom

Samia Bouchareb, General Manager, The Coca-Cola Export Corporation Morocco & Equatorial Africa, Kingdom of Morocco

Philisiwe M. Mthethwa, Chief Executive Officer, National Empowerment Fund, Republic South Africa

Dato' Dr. Norraesah Mohamed, Chairman, WIEF Businesswomen Network, Malaysia (Moderator)

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How to be a more inclusive leader - thebigidea

How to be a more inclusive leader - thebigidea | Diversity and Inclusion | Scoop.it

Opportunity Now’s Project 28-40 found a clear gap between organisational policies and the reality of work experienced by the women we surveyed. Inclusive leadership could help bridge that gap.

Mona Dutta's insight:

How can we create more inclusive leaders in organizations?
- Find out how inclusive you are – and take steps to improve

- Increasing inclusive leadership within organisations by establishing senior leaders and managers as sponsors and role models for inclusive leadership; building a group of change agents equipped to embed inclusive leadership; and positioning inclusive leadership as part of an overall organisational programme of change 

- Driven from the top and pushed from the middle by managers of all levels.

- Culture change cannot be driven by one or two individuals, but needs an organisation to get behind it and link it to their business objectives. 

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Is there a diversity dividend?

Is there a diversity dividend? | Diversity and Inclusion | Scoop.it
Mona Dutta's insight:

Is there a diversity dividend? That was the question posed in a special Talking Business programme from the World Economic Forum, in Davos. The panel comprised of Beth Brooke-Marciniak, global vice-chair of public policy at EY, Bernard Tyson, chief executive of Kaiser Permanente, Inga Beale, the first female chief executive of Lloyds of London in its 327 year history, Guy Ryder, the head of the International Labour Organisation, and Anne-Marie Slaughter, the CEO of New America talk about how organizations can embrace diversity to drive innovation and sharpen their competitive edge. 

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Banking on Diversity: Diversity and Inclusion as Profit Drivers—The Business Case for Diversity | Section of Litigation | Section of Litigation / Diversity

Banking on Diversity: Diversity and Inclusion as Profit Drivers—The Business Case for Diversity | Section of Litigation | Section of Litigation / Diversity | Diversity and Inclusion | Scoop.it
The data is in, and it’s unassailable: Diversity and inclusion are enormously profitable.

Via Kasia Hein-Peters
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No country for women entrepreneurs - The Times of India

No country for women entrepreneurs - The Times of India | Diversity and Inclusion | Scoop.it

"In the Gender-GEDI Index for 2014, compiled by Washington-based Global Entrepreneurship and Development Institute (GEDI), India ranks in the bottom five of 30 countries surveyed for conditions that foster 'high potential' women entrepreneurship (see box above). 'High potential' women entrepreneurs are those who through job creation and widening of markets can boost economic growth."

Mona Dutta's insight:

GEDI's report states that women have more limited access to bank loans and the gap is even wider when it comes to venture capital (VC) funding. In India, as per a report released by International Finance Corporation earlier this year, the total supply of formal finance to women-owned micro, small and medium enterprises (MSMEs) was around Rs. 2.31 lakh crore during 2012 - resulting in a finance gap of Rs 6.37 lakh crore or 73% of the total demand.

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