Creating Sustainable Talent Strategies for Long-Term Business Success How to build a dynamic and holistic…
McKinsey ’s Women in the Workplace 2022 Report shows that “for every 100 men who are promoted from entry level to manager, only 87 women are promoted, and only 82 women of color are promoted.”
Many of us enter the social-impact sector with the goal of creating a fairer world that offers equal opportunities for all. But when it comes to gender equality, you may feel that your own workplace isn’t walking the walk.
The empowerment of women is an essential aspect of creating a diverse, inclusive, and equal workplace. Women make up a significant portion of the workforce. Yet they often face barriers that prevent them from advancing in their careers or accessing the same opportunities as their male counterparts.
Gender equality is still an issue in business. As a business owner, how can you help change this situation? Evidence of gender inequality and bias is all around us. Outdated beliefs about gender roles hold women back, and also have an impact on men.
While governments, international organizations and public-sector agencies play their respective roles in reducing gender inequality, the private sector can also cut the inequalities faced by women in the workforce.
Women across industries have continued to suffer in the face of challenges. Data that shows women who ask for raises & bonuses are still getting paid less frequently & generously than their male counterparts. Read how we can create workplaces that invite & retain women in 2023.
For most of us, 2022 has been a year of ups and downs, and that includes women in the workplace, who have seen victories and losses in the campaign for equality. There’s a very real risk that the challenges of the coming 12 months could put equality back a decade, but by working together lasting change can still be achieved.
This article gives a voice to women up and down the profession sharing their open and honest views about their experiences, offering their advice to others in the struggles they face, and suggesting ways that things can be improved going forward.
In most countries, women have long been underrepresented in the talent pipeline. In an effort to close this gap, leaders are turning their energies towards making their businesses more attractive to female talent. But what can employers do to rise to this challenge?
The number of factors that define diversity is truly unlimited. Throughout an individual’s life, the unique biological and genetic predispositions, experiences and education alter who they are as a person. These nature versus nurture interactions are what diversify and evolve the human race, allowing individuals to connect and learn from each other. Read on to know more.
Your organization and you personally are committed to diversity, to hiring and retaining top talent of all backgrounds. But you keep getting derailed. Read on to understand these derailers to help you defeat them.
What will it take for workplaces to be truly family-oriented for men and women, and to have no female leaders – only leaders? Here’s how other countries are working towards putting an end to gender inequalities.
Approximately 80% of the nonprofit workforce in NYC is made up of people of color, and 80% of those workers are women of color. Yet, only 16 percent of nonprofit CEOs in New York are people of color. It’s hard to find the stats on what percentage of those were women, or Black women for that matter. Click here to find out why it’s important to have black women in nonprofits.
Since having international experience is a pre-condition to reaching top managerial levels, employees should be given international assignments for them to develop, build, and boost their careers. However, the percentage of women in the expatriate workforce globally is still a paltry 14%, with best-performing industries and countries lingering in the 20–30% range. The low participation of women in the assignee talent pool can put a halt to gender equality at leadership levels. Take a few minutes to understand why expatriate gender diversity matters and how we can do something about it.
Equity, diversity, and inclusion are some of the topics nowadays across disciplines and sectors. These themes pertain to increasing the access and power of people and population groups who have been treated unfairly—that is, historically excluded, treated differently, or discriminated against. Read on to know more.
Everyday gender biases and barriers remain a persistent problem in office culture. But men with a keen awareness of how women experience the workplace and how gender inequities torpedo profitability and mission outcomes can actively deploy strategies to overcome them. Here are 4 ways men can support their female colleagues — remotely.
Why are there not a lot of women of color at the CEO level? Lets see what Anu Kumar, President and CEO of an international reproductive health and rights organization, has to say.
VIDEO: “Men and women are not the same and won’t be the same, but that doesn’t mean women shouldn’t be treated fairly.” – Jordan Peterson, Toronto university psychology professor
Peterson discussed the gender pay gap with Channel 4 News’ Cathy Newman. How does the gender pay gap significantly reflects the differences between men and women? This interview has been viewed online for over 7 million times and it’s time that you should too.