Diversity and Inclusion
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Microsoft To Tie Executive Bonuses to Company Diversity Goals

Microsoft To Tie Executive Bonuses to Company Diversity Goals | Diversity and Inclusion | Scoop.it
Microsoft Corp. will tie executive bonuses to workforce diversity goals after the company saw a second consecutive year of declines in the percentage of women employees, owing to its exit from the phone handset market.
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ICICI Bank | ICICI Bank launches novel women centric initiatives on International Women’s Day

Welcome to ICICI Bank News Room
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iWork@home, a first-of-its-kind programme, allows women employees to work from home This unique programme replicates the work environment at home by providing employees access to their work applications in a safe and secure manner Women can work from home for one year, which can be further extended The other initiative aids women managers who travel on business, by covering the travel and stay of young children and their caregivers
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How to overcome our biases? Walk boldly toward them

How to overcome our biases? Walk boldly toward them | Diversity and Inclusion | Scoop.it
Our biases can be dangerous, even deadly — as we've seen in the cases of Michael Brown in Ferguson, Missouri, and Eric Garner, in Staten Island, New York. Diversity advocate Vernā Myers looks closely at some of the subconscious attitudes we hold toward out-groups. She makes a plea to all people: Acknowledge your biases. Then move toward, not away from, the groups that make you uncomfortable. In a funny, impassioned, important talk, she shows us how.

Via Paul Deemer
Mona Dutta's insight:
Our biases can be dangerous, even deadly — as we've seen in the cases of Michael Brown in Ferguson, Missouri, and Eric Garner, in Staten Island, New York. Diversity advocate Vernā Myers looks closely at some of the subconscious attitudes we hold toward out-groups. She makes a plea to all people: Acknowledge your biases. Then move toward, not away from, the groups that make you uncomfortable. In a funny, impassioned, important talk, she shows us how.
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Paul Deemer's curator insight, January 4, 2016 2:20 AM

"You have to get uncomfortable before you get comfortable". Face your biases - and embrace diversity.

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Understanding unconscious bias

This animation introduces the key concepts of unconscious bias. It forms part of the Royal Society’s efforts to ensure that all those who serve on Roya
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This animation introduces the key concepts of unconscious bias. It forms part of the Royal Society’s efforts to ensure that all those who serve on Royal Society selection and appointment panels are aware of differences in how candidates may present themselves, how to recognise bias in yourself and others, how to recognise inappropriate advocacy or unreasoned judgement. 
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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. 
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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.
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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
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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...

Via Kasia Hein-Peters
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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

Via Kasia Hein-Peters
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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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Women in Business: What Life Is Like for a Young Female Leader

Women in Business: What Life Is Like for a Young Female Leader | Diversity and Inclusion | Scoop.it
SimplyInsight CEO Amanda Parker talks about the challenges and opportunities facing women in business today.

Via Kasia Hein-Peters
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Inclusiveness Means Giving Every Employee Personal Attention

Inclusiveness Means Giving Every Employee Personal Attention | Diversity and Inclusion | Scoop.it
It's about engagement as well as diversity. (Inclusiveness is about more than just diversity http://t.co/Ku6amjq9w5)

Via Paul Deemer
Mona Dutta's insight:
Be aware of biases; create a shared identity; be attentive to emotions. The secret to success.
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Paul Deemer's curator insight, June 11, 2014 4:00 PM

Be aware of biases;  create a shared identity; be attentive to emotions. The secret to success.

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How Your Unconscious Mind Rules Your Behaviour: Leonard Mlodinow at TEDxReset 2013

In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At
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Leonard Mlodinow gives us a startling and eye-opening examination of how the unconscious mind shapes our experience of the world and how, for instance, we often misperceive our relationships with family, friends, and business associates, misunderstand the reasons for our investment decisions, and misremember important events. Leonard takes us on a tour of the research unraveling the complexities of the subliminal self and increasing our understanding of how the human mind works and how we interact with friends, strangers, spouses, and coworkers. In the process he changes our view of ourselves and the world around us. 
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The pitfalls to avoid on the road to diversity

The world is now more linked and shared — men and women from diverse cultures are consistently combining skills to create a multi-faceted, self-sustained workforce.But then what does one experience on
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Diversity is the cornerstone of the modern organisation. But then what does one experience on this road to diversity? How do organisations better equip themselves to proactively drive the change? Is there a basic plan — a blueprint that could seamlessly weave diversity into every sphere of your business? Prithvi Shergill, CHRO of HCL shares his views.
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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...
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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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