Thursday, August 25, 2016

Improve Your Business By Fighting Unconscious Bias - HUFFINGTONPOST

by Seema Dhanoa
Originally published: August 22, 2016

Regardless of where you stand on our Parliament's recent decision to make the lyrics of our national anthem more gender neutral, equality and inclusivity are again being widely discussed by Canadians.

In a corporate setting, it's surprising that gender parity forecasts continue to be so dismal when more studies are finding that diverse companies outperform businesses that aren't as inclusive. In B.C. (where I live), achieving gender parity at the current rate of change will take another 75 years according to a report by the Minerva Foundation (a Vancouver-based social enterprise that helps women reach their leadership potential). And this gap is greater for Aboriginal women.

At the Face of Leadership conference put on by the Minerva Foundation last June, the organization released its annual B.C. Scorecard, which found that among B.C.'s 50 largest organizations, only 38% have two or more women on their executive team. The same scorecard found that while 50% of these companies have no women on their board (or disclosed no information on its composition)--there were also no women of Aboriginal descent on boards or working as senior managers.

9 Signs That Your Organization Lacks Diversity Of Thought - FORBES

by Glenn Llopis 
Originally published: August 22, 2016

How many times have you been in a meeting when someone says, “That’s a great idea, you should do something with that”? Then what happens? Nothing. Sure, we all recognize that we should act and create strategies for change. Most people just don’t trust themselves enough to take the first steps and define their strategies since this is the basis for accountability. They would rather be held accountable to others’ expectations than their own.

Or consider this: During times of adversity, how often does your gut tell you to be courageous and act and you don’t? During times of prosperity, how often does your gut tell you to be courageous and act and you don’t? Good times, bad times, it doesn’t matter. You wait until those around you begin to take the actions that you were hesitant to take. All leaders need to develop an ability to take calculated risks by seeing around the corners up ahead.

But they don’t, because they lack diversity of thought.

Sheryl Sandberg And Arianna Huffington Headline Female-Focused 2016 Advertising Week - FASTCOMPANY

by Jeff Beer 
Originally published: August 23, 2016

A strong line-up of leaders and speakers are gathering for the annual industry event.

When Advertising Week hits New York on September 26, the annual industry gathering boasts a strong list of female speakers and business leaders, reflecting an important shift (finally) in how brands, advertisers, and marketers are considering gender in their work.

Facebook’s Sheryl Sandberg and Arianna Huffington headline a list that includes Katie Couric, Facebook exec Carolyn Everson, AT&T global marketing officer Lori Lee, Deutsch president Kim Getty, Bethenny Frankel, Rachael Ray, Meg Ryan, and more. Other top-billed speakers include Snapchat's chief strategy officer Imran Khan, Mark Cuban, Morgan Spurlock, David Droga, R/GA's Nick Law and Bob Greenberg, B. Bonin Bough, and Oscar winner Paul Haggis.

Want to Double Your Business’ Cash Flow? Practice Diversity and Inclusion—and Really Mean It - DAILY EXCHANGE

by Bill Proudman 
Originally published: August 23, 2016

Fostering diversity in the workplace isn’t just the right thing to do—it’s a pathway to profitability by Bill Proudman

A two-year analysis completed in 2015 evaluated over 450 companies—each with over $750 million in annual revenue—against a criteria of 128 different talent management practices, and determined that 70% scored poorly when it came to diversity and inclusion.

Companies that scored in the upper echelons took effective diversity measures not only in Human Resources, but across the boards. Even more revealing is that those same companies experienced a 2.3X higher cash flow per employee over a three-year period, while the smaller companies averaged 13X higher.(1)

The more diversified your workforce is, the more profitable your organization will be. With different backgrounds comes different ways of thinking and different opinions, which in turn leads to a more holistic overview of a situation.

Wednesday, August 24, 2016

Race in The Workplace: How to Eliminate the Elephant in the Room - HUFFINGTONPOST

by Stephanie R. Caudle 
Originally published: August 22, 2016

Racism in the workplace has become a hot topic in companies across America. The rise in conversations surrounding race have in part occurred due to the racial climate currently taking place in our country. At any given moment you can turn on your television and see story lines surrounding racism on television shows, political figures addressing racial disparities and even your local news stations covering states and countries across the globe dealing with injustices. There is practically no way to avoid the conversation.

With racism being such a hot topic many employers have chosen to simply ignore it without discussion. While ignoring such a hot topic may be viewed as “playing it safe” there are some things you should address before it has the chance to become an issue within your company.

So how exactly does a company rather large or small address the “elephant in the room” of racism in the workplace? There is no full proof strategy but it can be done and done effectively.

Mothers’ lack of progression to blame for gender pay gap - CIPD

by Marianne Calnan  
Originally published: August 23, 2016

Working fewer hours means earning up to 33 per cent less per hour, says IFS study, with lower-paid women hardest hit

Mothers who return to work are paid up to 33 per cent less per hour than men thanks to their restricted opportunities for promotions and pay rises, according to a new study.

The Institute for Fiscal Studies (IFS) report blames lack of progression at work for a headline gender pay gap of 18 per cent, as mothers tend to work fewer hours.

The average female employee without children earns 10 to 15 per cent less per hour than a man on average, according to the study. But the gap widens consistently for 12 years after their first child is born, by which point women receive a third less per hour, a phenomenon attributed to lack of progression that gradually drags on average earnings.

Employees happier in a multi-generational workplace, says McDonald’s - PERSONNEL TODAY

by  Jo Faragher 
Originally published: August 23, 2016

Research by McDonald’s in the UK has revealed that people working in a multi-generational environment tend to be 10% happier.

In a survey of 32,000 of the restaurant chain’s employees, those who worked with a cross-section of ages showed a 10% increase in happiness levels compared with those who worked with a peer group of similar age.

n a comparable poll of customers, 84% said they liked to see a mixture of ages in the restaurant team, with 60% expecting a better service as a result.

McDonald’s research also found that 58% of workers felt it was a priority to have an opportunity to work with people of different ages. This was more important for those born between 1900 and 1964 (a priority for 67%), and 16-year-olds (a priority for 57%).