Does your workforce mirror your customer base or resemble the communities that you operate in? Business growth will depend upon meeting the needs of changing demographics and diverse communities of workers as well as consumers.
In the corporate world, giants can be felled by innovative dwarfs through the process Clayton Christensen calls "disruptive innovation". Might the same fate be in store for the academic titans who fail to add value to their faculty by maintaining inequitable environments?
The idea of diversity as a competitive advantage is gaining in strength: it has become widely accepted that diversity of the seen and unseen – culture, thought, style, skills, education, workplace flexibility, and perspectives – ensures that every member of the team is represented and valued. But does business data truly support diversity as a business enabler?
Don’t we all at times believe our plans or views are great, if only other people could just recognise this? Wouldn’t life be less stressful if all agreed?
This article assembles some innovation voices to explore the ‘Innovation Sweet Spot’ (Goldenberg): Being different is OK, since it raises our interest but being too diverse is not, since we fail to understand or relate to the ‘otherness’ of it.
The European Commission recently launched a campaign to encourage more young women to choose science in their future careers. The European Gender Summit supports the cause with the video contest "Science It's your thing.
Hypatia of Alexandria, Hildegard von Bingen, Simone de Beauvoir, and Ayn Rand all enjoy comparative rock star status when it comes to women in the traditionally male-dominated philosophy sphere. But they definitely aren’t the only names when it comes to eking out a place for ladyfolk amongst practitioners. While the following female philosophers boast varying levels of popularity in the classroom, they still offer some amazing ideologies to contemplate, either for class or during personal inquiry. Use them as a starter kit to exploring even more women philosophers who deserve recognition.
Inclusion enables engagement that is broad and deep—and broad engagement is linked with better results. Better decisions can be made by a team of people with different perspectives, since a group with multiple perspectives will consider more issues, impacts and points of view than a group that is homogenous in perspective.
To put it simply, not enough students are studying STEM subjects. This may be owing to a lack of interest, lack of awareness, and lack of understanding as to what types of careers are available in the STEM fields. Exacerbating the general problem are particular issues such as gender skew: Men tend to study science and engineering at a higher rate than women.
The ramifications are sobering, in terms of unemployment and inequality of opportunity. Those who aren’t well prepared in science and technology will see their options in the job market become only fewer and less attractive with each passing year.
Cynthia Carroll's recent resignation as chief executive of Anglo American makes her the second female FTSE 100 chief executive to resign in less than a month, leaving behind just two women to represent the female sex at the highest level of corporate management. Despite some evidence of increased female empowerment in the pursuit of careers, women are still not reaching the highest positions in companies in any consistent way.
In the ranking on gender equality in industrialized countries by the World Economic Forum, Japan is placed in the lowest bracket, indicating that women in Japan are still dealing with a large gender gap. In response, an international lingery company has collaborated with Foundrywoman Yuko Sugihara & Blacksmith Yuki Okamoto to create its latest concept bra "Josei Ishin" (Women’s Revolution) based on the theme of women boldly challenging social conventions.
When structured as networks, large organizations can avoid moving like whales. But, this also requires organisations to change their culture: while in a hierarchy, obedience is a virtue. In a network, it is a vice. Conformity creates groupthink, stifling innovation and organizational resilience. The antidote is cultural diversity in all its forms: experience, gender, age, ethnicity, geography, profession, etc.
At the first glance, innovation has nothing to do with diversity. A lone inventor working in a lab gets his "eureka" moment and goes on to create a path breaking invention. In that environment there was no diversity & yet innovation happened. However, in 21st century, the pace and complexity of innovation has increased tremendously. The only way to address the need for faster pace and handling technical complexity is talent. We need more number of intelligent people to innovate. Getting the best talent means getting people from different parts of the world - in other words get a diverse set of people to work on the big problem.
Evidence shows that research performance is limited by direct and indirect sex discrimination and that promoting gender equality at all levels contributes to achieving excellence and efficiency. This (2011) EC report stresses that progress in integrating gender in research and innovation relies on firm and sustained top-level commitment.
Today, many companies are discovering that increased diversity in the workplace contributes to product innovation, global competence and other successful corporate outcomes. Some technology-based companies, particularly those with extensive product lines and global reach, are actively recruiting under-represented groups. They recognize that a gender mix in research and development programs and on project design teams oftentimes fosters openness, engagement, creativity and new ways to approach problems.
Frans Johansson, author of 'The Medici Effect, believes that diverse perspectives drive innovation — whether those diverse perspectives come from different industries, cultures, fields or gender. He managed to build a successful business on this philosophy, so maybe he's on to soemthing here?
White men make up ca. 8% of the population. When you look around at all the white male experts, do you really honestly think, “Wow! What a bizarre statistical anomily that all these experts happened to be born into a teeny tiny little demographic sliver of the population”?
The six CEOs and eight senior executives demonstrated how their commitment to diversity have become a critical factor in making strategic business decisions. In many cases, this helped gain traction within senior leadership and generated measurable results in workforce diversity, while sometimes improving market share.
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