Unconscious bias is one of the most daunting challenges facing proponents of diversity and inclusion. We’ve come a long way from the days of blatant stereotypes permeating the recruitment process, let alone the days of intentional and outright policies against hiring people based on race, ethnicity, gender, religion, etc. And while it’s certainly not the case that conscious discriminatory stereotypes don’t exist, the bigger
The gender pay gap—the difference between median male and female yearly earnings when looking at full-time, year-round workers—is one of the most recognizable impacts of gender discrimination. There are many reasons given for this gap.
Workplace discrimination remains a significant problem for a large segment of the workplace, according to recent data. Regardless of policies that may be in place to prevent gender discrimination, the fact that many women perceive discriminatory behavior towards women in the workplace should cause concern for business leaders. With women making up close to 47 percent of the workforce, businesses risk alienating and missing out on potential star employees if their workplaces are seen as less than welcoming to women.
Making Progress? Women and Minorities Form Majority of New S&P 500 Board Positions for the First Time Ever!
The term “activist investor” might conjure up images of an altruistic billionaire using her financial clout to push companies towards greener technologies or improving conditions for workers, but the term is much broader and refers to investors attempting to influence the general strategy of a company by asserting influence over the election of board members. And it’s becoming more common.
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In late October, the NAACP issued a warning to African Americans to avoid traveling on American Airlines. According to an NAACP press release:
"The NAACP for several months now has been monitoring a pattern of disturbing incidents reported by African-American passengers, specific to American Airlines. In light of these confrontations, we have today taken the action of issuing [a] national advisory alerting travelers—especially African Americans—to exercise caution, in that booking and boarding flights on American Airlines could subject them [to] disrespectful, discriminatory or unsafe conditions. This travel advisory is in effect beginning today, October 24, 2017, until further notice."
Recently, Roy Maurer covered a SHRM survey of recruiters that revealed some interesting insights into differences between male and female recruiters in terms of how they evaluate candidates coming in for job interviews. The survey questioned 831 recruiters in the United States on their thoughts regarding recruiting and looked for evidence of hiring bias, among other trends. The results yield some interesting and important insights about how we are all impacted—in ways we may not even be consciously aware of—by those we interact with. Whether hiring, or simply interacting with, others it’s important to keep the potential for unconscious bias top-of-mind.
Here's what the survey results reveal.
The increasing use of social media means that, more than ever, celebrities, politicians and corporations are under the spotlight from millions of observers with a potentially global platform. Some things that might have gone largely unnoticed even 10 or 15 years ago can now gain near-instant headlines. Such was the case with a recent Kellogg’s cereal box design that angered some customers.
In a Fortune article, Claire Zillman reviewed the results of a PwC survey of approximately 900 corporate directors. The survey found that while 73 percent recognize diversity as beneficial, 16 percent said that gender and racial diversity have no benefits at all, with 11 percent saying that because their boards don’t have such diversity, they weren’t in a position to answer the question.
In our book, “Becoming an Inclusive Leader: How to Navigate the 21st Century Global Workforce,”we offer insights on critical traits that inclusive leaders need to have, or should develop, to ensure that they can engage others in achieving mutual goals and objectives. Assess yourself using a simple 10-point scale.
Being a well-established organization can be a double-edged sword. While name recognition and a firmly-entrenched reputation are attributes desired by many organizations, it also means it can be difficult to adapt company culture and brands to changing markets. These firms are often on the lookout for market disruptors – companies that shatter the paradigm of how things have traditionally been done in an industry. Think, desktop computer, iPhone, Uber, etc.
But even established companies can adapt and disrupt their markets to gain an advantage.