Equality, Diversity, and the Gender Pay Gap in Tech: 5 Suggestions to Help You Pay Fairly

Compensation Today

Suggestion #1: Don’t fear diversity! The truth is that the workforce is becoming larger and more diverse every year, so ignoring diversity isn’t really an option anymore. In fact, ignoring diversity is actually doing companies more harm than good.

Women, The Workplace, and Capacity

Women of HR

But things that must be said bear repeating, and it’s time for me to repeat myself: women and their equal pay and progression in the workplace is a serious problem for capacity. The article goes on to explain that a lot of companies want to know why they’re not making progress, that since middle management looks pretty thick with gender diversity they must be doing something right. Add in recruiting costs and lost productivity.

Organizational Studies that Don't Just Sit on the Shelf: Participatory Action Research

Conversation Matters

In most situations in which an organization asks or is required to take an in-depth, objective look at an issue, the study report is more likely to be the end rather than the beginning of change. By the third meeting, change related to the study issue had already begun to happen.

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The Business Case For Gender Balanced Leadership

Inpower Coaching

More good news is that studies show that companies with about 30% gender diversity on their boards actually outperform those with no women by a wide margin measured through multiple metrics (e.g., The bad news is that 15% is paltry for the Fortune 500, and it looks like midcap firms’ leadership teams may be even less gender diverse. And this change isn’t only for social justice reasons – there are hard metrics to motivate it too.

10 HR Leaders Anyone in Talent Management Should Follow on LinkedIn

Eightfold

Dane Holmes is head of human capital management at Goldman Sachs and a member of the firm’s Management Committee and Partnership Committee. There, she managed the full cycle of recruiting processes. She is also an expert in human capital management.

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Redesigning organizations to unleash the untapped power of teams

Bersin with Deloitte

Building the successful organization of the future will require agility and the ability to adapt to rapid changes unfolding now. Talent models are expanding…faster than talent management styles. 9 Engagement equals exponential impact.

Redesigning organizations to unleash the untapped power of teams

HR Times

Building the successful organization of the future will require agility and the ability to adapt to rapid changes unfolding now. Talent models are expanding…faster than talent management styles. 9 Engagement equals exponential impact.

60+ Top Global Influencers in HR Tech of 2019

Digital HR Tech

Hayal has extensive experience on topics including (among others) the evolution of the gig & on-demand economies, global talent strategy, workforce flexibility, and diversity. Think of courses about the art of giving feedback, how to become agile, aiming for diversity and many, many more.

Human Resource Planning to forecast for less risky business

CuteHR

“In a future-ready organization, ‘talent’ is increasingly a metaphor for capability—at the right place, at the right time and equally, at the right price.” Our world is going through metamorphic changes in technology. Adept to technology changes.

300+ Women Leaders in HR! These Women in HR Bring a Unique Blend of People & Strategic Skills.

CakeHR

Even though HR is known to be a female dominated profession, there’s still much room for improvement in the top C-suite positions, especially when it comes to closing the gender pay gap (something we will know in more detail following data received from the Equal Pay Day 2018 deadline). Anada Lakra , Entrepreneur & Product Person. Amy Wilson , SVP Products at SAP SuccessFactors. Angela Trombatore , global content, social & marketing innovation manager.

60+ Top Global Influencers in HR Tech of 2019

Digital HR Tech

Hayal has extensive experience on topics including (among others) the evolution of the gig & on-demand economies, global talent strategy, workforce flexibility, and diversity. Think of courses about the art of giving feedback, how to become agile, aiming for diversity and many, many more.

Survey Says…

HRO Today

Equally important, examining the data can enable organizations to assess needs and analyze any possible gaps or help needed to better empower everyone to actively use employee engagement tools.”. communication with managers, leaders, and executives.

Better People Analytics: Measure Who They Know, Not Just Who They Are

Analytics in HR

Back then people analytics—using statistical insights from employee data to make talent management decisions—was still a provocative idea with plenty of skeptics who feared it might lead companies to reduce individuals to numbers. We have charts and graphs to back us up. So f off.”

100 SHRM Chapter Seminar Program Ideas

UpstartHR

How to make succession management a success. How to develop a diverse workforce. 12 points to consider in your change management planning. Creating a passionate, productive workforce. How to manage the email monster and get more done. 3 easy ways to turn managers into leaders. Oscar the Grouch: How to manage negative employees. How to manage employees on FMLA leave. A Pile of Shift (Workers): Managing a 24-hour workforce.

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People Analytics: Ethical Considerations

Analytics in HR

Employee data tells a story about the organization’s workforce – how employees spend their time, how productive they are, and how different factors contribute to their output. For example, to assess productivity, Worksmart by Crossover takes photos of employees at their desks every 10 minutes. However, since this declaration was written in 1948, the information landscape has drastically changed. Is it reasonable for them to use it to evaluate employees’ productivity?