Remove 2030 Remove Coaching Remove Diversity and Equality Remove Recruitment

6 Ways to Advance Gender Equality in the C-Suite

Workology

When it comes to gender equality in the C-suite, the gap between vision and action is wide. In an October 2015 study sponsored by Weber Shandwick and KRC Research and conducted by the Economist Intelligence Unit, 73 percent of global senior executives surveyed believe that women will occupy an equal share of C-level jobs in multinational firms by 2030. Demographics will also play an indirect role in making gender equality in the C-suite a reality.

A List of Minority Groups [by %]

Ongig

Many companies are focusing on minority groups as a part of their diversity initiatives. If you want deeper definitions of some of these minority group terms, they are listed in The Diversity & Inclusion Glossary [a List of 200+ Terms]. Diversity Goals for Underrepresented Groups.

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Paradigm for Parity® Coalition’s 5 Actionable Steps to Gender Equity

Visier

Perhaps this is due to broader talent pools, improved quality of decision-making, and innovation due to diversity of thought as suggested by a McKinsey Report. I certainly saw this first-hand with my own experience in building a diverse team. After five years of hard work, I’m proud to say that my business line was made up of 40% diverse individuals when I left–and we did not sacrifice quality one iota! Instead, prioritize diverse candidate slates and decision-making panels.

13 HR Trends: The New Workplace

Achievers - Recruiting

We’ll discuss why HR trends like improved diversity and inclusion practices, flexibility and remote work, and AI in the workplace are taking hold in organizations across the globe. Diversity and inclusion takes center stage.

The Gift of Uncertainty for Talent Acquisition

i4cp

By 2030, 75 million to 375 million workers will change occupation categories while another 400 to 800 million could be displaced by automation and required to find new jobs entirely. Dashboards are evolving to measure impact of talent long term and D&I recruiting effectiveness. The recruiting skills needed today extend far beyond “being a people person.” Candidates focus equally on organizations’ culture and purpose in their decision to accept a role than compensation.

A Guide to Strategic Workforce Planning

Analytics in HR

This helps in planning your recruitment pipeline. We don’t know the exact cost of personnel (we can easily calculate this and add it to the model), however, if staffing costs between departments are equal, product line B is much more profitable than product line C. High potentials need coaching and training High potential managers need management development High performers with low potential shouldn’t get raises or promotions, as they cannot develop much more.