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Companies Rethinking NDAs with Discrimination Settlements


Similar tactics are often used in racial discrimination settlements. ” Ozoma added that she experienced racism, discrimination and abuse at Pinterest. However, there’s increasing pressure on employers to disclose systemic discrimination issues within their organizations. .

William Stringer of Chisos Capital: “It’s hard to address an issue you don’t measure”

Thrive Global

For venture path growth firms, there are predictable metrics that will allow you to raise your next round of capital. Lastly, we’re actively looking at self-reported demographic data of our applicants and portfolio founders. Community Authority Magazine Wonder


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“Establish a security program”, With Jason Remillard and Stuart Lerner

Thrive Global

Encrypt everything so that in the event your data is stolen, it can’t be read. While somebody may have accessed your data, if they can’t read it, your exposure will be limited. Bad actors are especially looking for that type of data so they can exploit it.

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Kwesi Ames: Five Things You Need To Know In Order To Create A Very Successful Tech Company

Thrive Global

Lastly, the employees addressing Policy, were working to advance laws and regulations that protect against racism and discrimination, by advocating for meaningful police reform, civic engagement and protection of voting rights, and for economic empowerment policies that address the equity gap.

“If you always tell the truth, you never have to remember what to say”, With Clarke Murphy and Parveen Panwar, Mr. Activated

Thrive Global

They have also shone a spotlight on how much more leaders and organizations could be doing to address discrimination in all its forms. what steps to take, what data to focus on, what results to aim for. Understand the data behind your workforce sentiment and seek clarity on what needs to be fixed in the short term and in the long term. Community Authority Magazine Wonder

Is radical transparency right for your business?


Radical transparency can be loosely defined as actions and approaches that radically increase the openness of organizational processes and data. You could face discrimination complaints and lawsuits, or experience a wave of resignations that might cause certain departments – or your entire company – to grind to a halt. Radical transparency isn’t limited to salaries and employee data or metrics.

Seven Powerful Ways to Use Tech to Overcome Recruiting Bias


Rather than trying to replicate ourselves in our hiring practices (a common pitfall that stymies diversity), tech boosts objectivity with dispassionate and non-personality-driven metrics. The online magazine Rework cites the value of using big data for HR —including predictive analytics, talent analytics, HR analytics, and human capital analytics—as a means for reducing discrimination and bias.

HR Tech Weekly: Episode #286: Stacey Harris and John Sumser

HR Examiner

IHRIM Announces The Launch Of Its Revamped Workforce Solutions Review Online Magazine Link ». Now the question is, can you add real data in them versus sort of what you would consider to be rural engines that these gaming industries have put forward?

A Guide to Startup Risks and How to Manage Them


When anyone talks about startups, one of the first things that gets mentioned is the now-infamous failure rate that’s quoted in just about every tech blog and magazine; the ultimate startup statistic that 90% of them end up failing. According to the data, 90% of startups fail in general, 75% of VC-funded startups fail, and only 50% of startups will make it past their fifth year of business. The key to a healthy startup growth plan is heeding your metrics and following the data.

Michael Rain of ENODI: 5 Steps We Must Take To Truly Create An Inclusive, Representative, and Equitable Society

Thrive Global

Even when metrics are solely relied upon to influence features, without cultural competency you will misinterpret what the data is telling you. Too many people think of racism or discrimination as an individual person who doesn’t like someone else and treats them badly because of it.

Last Week in Talent - Monday, April 17th


In the meantime, we’ve got the brand new second edition of Last Week in Talent coming in hot with all the talent-related headlines, insights, data points and long reads to help make you the smartest and best-informed talent pro at your Monday staff meeting each and every week. Happy last day to do your taxes, one and all! If you’re one of the estimated 1 in 7 people who wait until the last minute, good luck and get moving! If you’re not, congrats.

“We need to figure out how to better help young parents balance their professional growth and doing their most important jobs of being moms and dads” with Jason Hartman & Dr. Oksana Malysheva

Thrive Global

Trained as a PhD physicist, Dr. Malysheva brings scientific inquisitiveness, lateral thinking and mastery of insight through data to all of her business endeavors. In this utterly connected world if the metrics are clear it will not reduce productivity and contribution. For our society: I think we have tackled the first step, by making it illegal to discriminate on the basis of gender in the workplace, and my generation is most grateful as this has happened in my lifetime.

The Bamboo Project Blog: Is An Online Identity Necessary and What Should You Do to Maintain It?

The Bamboo Project Blog

A few days ago, I posted on transparency and an excellent article in WIRED magazine on The See-Through CEO. She says transparency is justa "goofy" philosophy based on "no data, but an ethereal presumptionthat people will like you more if they know more of your foibles -- andcertainly no application of those free-floating impressions to the veryspecific and often brutal world of job-search."