Tag Archives: Diversity & Inclusion

Take A Stand

Are you doing enough to tackle racial inequality in your workplace?

In recent weeks, protestors took to the streets in response to the murder of George Floyd at a scale not seen since the assassination of Dr. Martin Luther King Jr. in 1968. As the U.S. grappled with rage, grief, and massive civic unrest amplified by the effects of a global pandemic, one organization after another responded with statements condemning racial injustice and police brutality.

The results of a Clutch survey show that 76 percent of U.S. workers think racism and discrimination is a problem at U.S. workplaces, and 64 percent of African Americans experience it in their own workplace. Further, 55 percent of employees think their company should address the death of George Floyd and the resulting protests, and 29 percent think their company could do more.

Continue reading →

Thinking Ahead

Employing neurodiverse talent can provide a competitive advantage, but this segment of the workforce requires special considerations.

By Simon Kent

Many organisations look to embrace different thinking as a means to attain a competitive edge. Indeed, tech giant Apple’s whole branding strategy at one point was “Think Different.” Today, that mantra has taken on a new meaning as businesses begin to view neurodiversity as the next stop on their diversity and inclusion agenda.

Continue reading →

Empowering Working Women

Japanese women face many obstacles returning to the workplace after having children.

By Michael Switow

Japanese Prime Minister Shinzo Abe would like to see women comprise a larger percentage of his country’s workforce. Faced with a shrinking labour pool as baby boomers and 1950s danso-generation men retire, Abe placed women at the centre of his growth strategy in 2013, declaring that he would create “a Japan in which women shine.”

Continue reading →

Female Suppliers In Demand

Organisations can experience many benefits when they diversify their supply chain.

By Michael Switow

Why should HR practitioners and leaders care about supply chain diversity? Globally, less than 1 per cent of corporate spending goes to female-owned businesses, yet nearly 40 per cent of the world’s companies are run by women, according to statistics from WEConnect International, a non-profit organisation that is working to improve supply chain diversity.

Continue reading →

Ensuring Equity

Reducing the gender pay gap remains an important business consideration, but organizations should watch out for red flags and red herrings when conducting their analyses.

By Allison Hoeinghaus

Recent headlines have been filled with issues related to pay equity, both in the U.S. and abroad. Many companies pay their employees without regard to gender, but issues at a small number of high-profile companies have cast scrutiny on this matter. Companies have begun to realize the steep yet oftentimes hidden costs of unequal pay.

Continue reading →

Insuring HR’s Success

CHRO Jeanie Heffernan’s people-first strategy drives an 89 percent employee engagement rate at Independence Health Group.

By Debbie Bolla

Some relationships have what it takes to stand the test of time, and the 20-year partnership between Independence Health Group CEO Dan Hilferty and the organization’s Executive Vice President and CHRO Jeanie Heffernan is a prime example. The pair began working together in 2000 and they have successfully navigated the complex and ever-changing health insurance industry ever since.

Continue reading →

Decreasing the Generational Divide

TD Bank shares its strategies to embracing a multigenerational workforce and creating a culture of collaboration.

By Marta Chmielowicz

A new phrase has gone viral on the internet and social media, bringing to light a fundamental disconnect between younger generations and baby boomers: “Ok, boomer.”

Continue reading →

Less Talk, More Walk

Training

Three important steps in implementing an effective diversity and inclusion training program that aligns with company needs.

By Aaron Lincove

In recent years, diversity and inclusion (D&I) have become top priorities for all businesses—and for good reason. Research by McKinsey & Co. reports that ethnically diverse companies outperform industry norms by 35 percent, and Bersin™, Deloitte Consulting LLP indicates that inclusive organizations are 1.7 times more likely to be innovator leaders in their respective markets. Given these benefits, it is no surprise that organizations of all sizes are realizing the value of D&I when it comes to employee engagement, financial performance, and brand recognition.

Continue reading →

The Paradox of Cultural Fit

Values-based interview

A structured, values-based interview process can deliver quality candidates while reducing unconscious bias.

By The Editors

Making great hires is about recognizing great fit. Most companies aren’t just looking for candidates with the right skills; they want someone who aligns with their culture. In fact, according to a report by West Monroe Partners, 60 percent of organizations integrate a cultural fit evaluation or behavioral interview into their hiring process. But while this approach sounds great on paper, it could create an environment that stifles rather than encourages innovation.

Continue reading →

Educated Evaluations

IRR

A new tech tool uncovers ways organizations can eliminate bias during the hiring process.

By Judd B. Kessler and Corinne Low

A growing body of evidence suggests that hiring managers and recruiters display bias against underrepresented minorities. These findings have come from a research method called a “resume audit.” The idea is simple.

Continue reading →