Diversity matters because we increasingly live in a deeply interconnected, global world. New (Feb 2015), extensive statistical business research by McKinsey & Co makes it clear that companies with a more diverse workforce perform better financially than those without. Companies in the top quartile for gender or racial and ethnic diversity are more likely to have financial returns above their national industry medians. This practically illustrates well the work done by Prof Scott that says ‘diversity trumps ability’ if certain conditions exist i.e. good Inclusive Leadership. As the bar for competitive differentiation continues to rise, leaders able to manage, and bring out the benefits of, diversity are the key to achieving and maintaining business success.
Source: McKinsey & co http://bit.ly/1KVgeEz
“By tapping into the full potential of men and women, Sodexo is stronger, more innovative, and better at serving its 75 million consumers worldwide.”
Michel Landel, CEO
Threat If there’s any truth in the claim that fear of appearing to be racist played a role in the systematic sexual abuse of girls and young women in Rotherham, we all need to take a very long pause for breath… unconscious processes, including the phenomenon of stereotype threat, or anxiety, can result in apparently perverse, disproportionate or otherwise irrational behaviour in otherwise perfectly competent people. We can give people tools to stop and notice when this is happening – to them and others – and to act decisively to prevent the ‘rot’ spreading further through increased fear and silent collusion.
Source: Razia Aziz Equality Academy Blog bit.ly/rothst
Here’s our top 12 from the 20
Source: Guardian In focus LGBT and Business http://bit.ly/1NIOTEn
A diverse workforce is a company’s lifeblood, and diverse perspectives and approaches are the only means of solving complex and challenging business issues. Deriving the value of diversity means uncovering all talent, and means creating a workplace characterised by inclusion. Leading companies are working to build not just a diverse workforce, but inclusive workplaces, enabling them to transform diversity programs from a compliance obligation to a business strategy. Market leaders are starting to move from compliance to inclusion as a business strategy.
Can Women Fix Capitalism? Yes, through “Centered leadership,” an approach that joins feminine archetypes with masculine ones according to Joanna Barsh (McKinsey & co). How to accelerate progress? Start with “difficult” conversations about topics such as quotas and targets, what great leadership looks like, thoughtful and flexible work options that don’t hold men and women back, making bad behaviour truly unacceptable, and helping the topperforming women through sponsors. And then let’s get to work.
Source: McKinsey & Co http://bit.ly/1Ai0EYq
Some of the key findings include:
Inclusion was found to be linked to identifiable behaviours outlined in the report – behaviours that have a profound impact on overall team productivity and product innovation.
Source: Catalyst Research Centre http://bit.ly/1MtcszD