Inclusion is a Business Imperative! Here Are Some Stats to Prove It.

Inclusion, we like to say, is a business imperative. Not something that is the right thing to do (although it is), or a nice thing to do (although that’s true too). We’re in business to be successful as are the clients we serve. We see the real, bottom-line benefits of diversity and inclusion. But, we also understand that it can be difficult to demonstrate a concrete link between diversity/inclusion and the bottom line. That's why we enjoyed this piece from ClearCompany, “10 Diversity Hiring Statistics That Will Make You Think.” It begins: “Companies need diversity. It helps them think with a wider breadth of perspectives, makes them look better to the public eye, and gives them access to th

WSJ Argues Leadership Programs Overlook Women for This Reason

A couple of months ago we came across an article in the Wall Street Journal (WSJ) titled “How Most Leadership Training Programs Fail Women.” The article begins, “The list of reasons more women don't hold top jobs in corporate America is long and complex: Long-ingrained gender stereotypes. Work cultures that value face time over results. A lack of women in the boardroom. A leaky pipeline that does little to retain women in the jobs necessary to get the top roles.” So far so good. Then this WSJ article referenced another piece in the November-December Issue of Harvard Business Review titled, “Turning Potential into Success: The Missing Link in Leadership Development” to support the argument th

The Impact of Paying Based on Worth, Not Salary History

When it comes to discrimination in the workplace, it can be difficult to ferret out root causes. Much of what we see in statistics on the levels of women and minorities on corporate boards, or in executive positions, is the result of long-term systemic discrimination, as opposed to specific actions of individual decision makers. These issues have been going on for a long time; they’re systemic. For example, in some industries – tech being one that comes quickly to mind – the justification often given for why there aren’t more women in leadership positions is the “pipeline” argument: there aren’t many women at entry level positions in the industry, so there are few candidates to pick from fur

It's Okay for Women to Lead Differently Says KPMG's CEO

Women are often faced with a bit of a conundrum in the workplace: failing to show confidence and assertiveness can leave them behind when it comes time for handing out promotions and recognition. At the same time, women who do show some level of assertiveness are sometimes perceived negatively by their colleagues, particularly relative to men exhibiting the same characteristics. In an article for Forbes, Kathy Caprino argues, “At the root of this phenomenon [of negatively perceiving confident women] is unconscious and conscious gender bias against commanding women, and surprisingly, it exists in both men and women.” It isn’t necessarily the case that women need to show this type of confidenc

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