The Bulgarian Diversity Charter, a joint initiative of the Bulgarian Business Leaders Forum (BBL...
Almost half (46%) of Britain’s workforce think their employer could do more when it comes to diversity, with 58% of employees from Black and Minority Ethnic (BAME) backgrounds agreeing, according to a report.
After more than three decades spent observing or participating in the hiring process in journalism and higher education, a simple truth has emerged: people hire from their own small social and professional networks.
The Metropolitan Milwaukee Association of Commerce is pushing local businesses to increase the number of minority employees it has, from top to bottom.
Diversity brings many benefits to organizations — but it is not enough on its own. An organization with a diverse workforce is not necessarily an inclusive one.
Amid the chaos of the pandemic, the Black Lives Matter has shaken perspectives on diversity in the workplace. Workplace diversity and inclusion is not only the ‘right thing to do’, but it’s also what a new generation of workers expect.
The corporate tech sector is notorious for its lack of diversity. According to U.S. Labor Department statistics ...
It wasn’t that long ago that it would have been acceptable for an executive to make off-color jokes about minorities. This could be targeted at any number of marginalized groups.
Many parents choose to live in areas that have the best schools. They research test scores and determine what district and neighborhood they think their children will receive the best education.
The current global health pandemic will likely change the way we incorporate diversity and inclusion (D&I) in our workplaces. We are living in unprecedented times and are in the midst of adjusting to a new normal of social distancing and economic uncertainty.
Those who successfully steered their companies through the financial meltdown of 2008 say the coronavirus crisis has been far trickier to handle. The crash was universal and mainly about money. Coronavirus’ tendrils extend deep into the heart of almost every business and its impact is way more capricious.
As protests sweep the United States, it’s clear that returning to “business as usual” will not be good for business. In just a few days, countless companies that don’t talk about racism publicly have spoken out to condemn racism and police brutality.
I’ve participated in many panels on diversity and inclusion. I will participate in many more, and gladly. But D&I — as we tend to call it — brings with it some risks: it mutes the tragic reality that the reason we can’t improve D&I is the same reason the country is in upheaval right now.
One well-liked diversity training program at Google called Sojourn was cut entirely, according to seven former and current employees.
Google has significantly rolled back its diversity and inclusion initiatives in an apparent effort to avoid being perceived as anti-conservative, according to eight current and former employees.
The workplace of today is a multifaceted environment, with people from every walk of life. Most business leaders agree that diversity in the workplace is a positive element, but there is still a large disparity within the IT industry between what we know to be true, and what we are actually seeing in the workplace. Diversity is not a utopian ideal to be studied and considered, but rather an essential part of every successful, profitable enterprise.
The global health crisis is shaking up the normal ways of work and upending “business as usual” behaviours. Take advantage of the moment to interrogate where your company can do better and create lasting change.
I have lived and worked in many unique places around the world and have directly interacted with an even broader range of individuals from all sorts of distinctive backgrounds and worldviews.
In this guest post, Wunderman Thompson CEO John Gutteridge asks whether the current crisis might just help influence positive change in business. In particular, the pandemic could be responsible for permanently adjusting the pendulum by accelerating equality in the workplace…
The Covid-19 pandemic has hit the workforce hard. Jobless claims have reached 22 million, and the Federal Reserve estimates that up to 47 million jobs could be lost.
New whitepaper shows lack of clear leadership track holds back women from senior level jobs
Fifty-four per cent of women make up the global tourism workforce compared to thirty-nine per cent in the broader economy and yet many still struggle to follow a clear leadership track to senior positions and so remain in lower-level employment.
Corporate America has never faced more pressure to deliver social value.
With waning public trust in our institutions and a newer generation of socially conscious workers stepping onto the scene, this has become an imperative both in our workplaces and in society.
William Osler Health System has been named one of Canada’s Best Diversity Employers 2020, marking its eighth consecutive year of recognition.
Osler serves 1.3-million residents at Etobicoke General Hospital, Brampton Civic Hospital and Peel Centre for Integrated Health and Wellness in Brampton.
Diversity comes in many different forms not all of which are readily apparent. The importance of recognizing the broader aspects of workplace diversity was the message Dr. Karen Townsend brought to Wright-Patterson Air Force Base Dec. 12 with her presentation, “This Is Us!”
Mortgage brokerage Alexander Hall actively embraces a culture of diversity and inclusion, which resonates throughout the firm. Managing director Dominic Scott explains the positive impact this has had on the company:
To attract the best, we all need to spend some time developing strategies to improve diversity and excellence in recruiting. Every single one of us has some unconscious bias that manifests differently among different people, and it is mostly an automated response.
Top 5 diversity trends for 2020s
January 30, 2020
At the verge of the new decade, some racial ro...
As well as Croatia taking its turn as president of the EU Council for the next six months, the country is also celebrating one of its cities becoming the joint European Capital of Culture for 2020.
Women in tech: “Diversity is mute without inclusion!”
30 December 2019
Most big companies today have diversity and inclusion programs focused on issues of race and gender in the workplace. But in these initiatives, very few companies include socioeconomic class as a dimension.
Evidence that board diversity benefits firms is mixed. A 2015 meta-analysis of 140 research studies of the relationship between female board representation and performance found a positive relationship with
The government is currently considering numerous changes to diversity and inclusion laws. These include the introduction of carers’ leave; a mandatory duty on employers to prevent workplace harassment;
E-commerce giant Amazon champions diversity and inclusion not only as the right thing to do, but as a business decision aimed at improving creativity and the inventive mindset of its 30,000 full-time UK employees.
The ethic of diversity and inclusion has become so important in the business world that it has its own jargon, including the acronym “D&I.” But while certainly a worthy path for every organization
The scale and nature of the social issues humanitarians seek to address is ever-changing, making the ability to innovate a necessary core competence. Developing new ideas, including new ways of engaging with and
Diversity and inclusion in the workplace provide a competitive advantage. But knowing that you need both in your workforce is not the same as managing them.
The great risk organizations face is that they create cultures that simply cannot see what they most need to see in order to avoid ruin and losses.
The solution is attention diversity.
One of the most challenging aspects of diversity and inclusion (D&I) is being able to quantify the value of a program or training that has been implemented in the workplace.
An interview to Gaby Dutton-Williams, head of diversity & inclusion at Daniel Marks, about the importance of a truly inclusive workplace. As explained, diversity and inclusion are essential for the lasting success of companies, especially in the creative sector.
Companies are realizing (some more quickly than others) that focusing on total societal impact is fundamental to driving long-term financial success. One approach to measure total societal impact has come from Thomson Reuters,
Macy’s Inc, one of the largest U.S.A. department store chain founded in 1858, announced an extensive initiative to drive diversity and inclusion across its ranks, concerning not only employees but consumers and other external stakeholders.
Researchers have struggled to establish a causal relationship between diversity and financial performance—especially at large companies, where decision rights and incentives can be murky, and the effects of any given choice can be tough to pin down. So the authors chose a “lab rat” with fewer barriers to understanding: the venture capital industry.
Too many speakers at events and conferences are white men. And while many organizers have done a good job bringing in more women experts, there’s still a ways to go in terms of racial diversity. If you organize,
The 42-year-old television broadcaster, writer and campaigner just became the BBC’s first ever Director of Creative Diversity and she will start in the role from 1 November.
June is the author of the books Diversify:
The article highlighted the myth of ‘diversity’ and ‘inclusion’ being synonymous concept and the dangers of not distinguishing the two. Gallup’s 2018 report “3 Requirements for a Diverse and Inclusive Culture”
Diversity and Inclusion in the workplace are arguably two of the most highly discussed and debated topics in the HR and recruiting realm. Companies are asking questions like 'what really is diversity?'
The consideration of Shirley Leung, Globe Columnist, starts from the assumption (and the hope) that diversity statistics will become a new category of bragging rights, beyond profits or stock prices.
Even if only 20 percent of the Fortune 500 companies
In the last 20 years one of the main focuses of the business has been the achievement of a balance in human and process management. A number of studies show that processes develop due to the good management of the human aspect in the organisations.
The notion that diversity in the workforce is about brand reputation or simply a compliance issue, rather than a massive business asset is a mistake. Last year, the Harvard Business Review published the results of its survey of more than 1,700 companies, of various industries and sizes, across eight countries
The 2019 edition of the Refinitiv Diversity & Inclusion (D&I) index suggests that the US, UK and Australia are the countries where most globally diverse and inclusive companies can be found.
Business today is increasingly global, and that's not likely to change anytime soon. If your company's employees don't reflect this trend and represent cultural diversity, your business may be very much behind the times.
Being an inclusive leader isn't simply a matter of hiring people from diverse ethnic backgrounds and a range of genders. It's more about mind-set: being someone who genuinely cares about inclusion – someone who recognizes that disconnection hurts your people and your company.
Even though considering differing opinions and opposing points of view during a brainstorming session can be frustrating, the process almost always seems to lead to an elegant and feasible solution. According to research, the same principle can be applied at work—studies show a diverse workforce can boost employee performance as well as that of the company as a whole.
With inclusion and diversity continuing to be of importance to employees, Instant Offices gives a breakdown on how companies can be more responsible when it comes to key social issues
Experts agree that workplace diversity translates into significant benefits for businesses. Decision making, return on investment, entry into new markets, and innovation all improve when minorities are represented in a company’s workforce.
“Because we’ve always done it that way.” That phrase is the death of innovation. America is more diverse than it’s ever been before, a trend that the U.S. Census Bureau says is on the rise. Yet, across the U.S., companies are struggling to build a more diverse workforce."
Companies working with diverse teams register 45% wider market share and close to 57% better cooperation between colleagues. Around 70% is the likelihood of success for those companies when entering new markets
The development of a diverse and inclusive working environment is not a novel topic, especially in the developed Western societies. In Bulgaria, however, more serious attention to D&I has been paid just in the past several years, primarily by big international companies.
The past 2016 was the second warmest in history, while topics such as high manager pay and the guaranteeing of workplace diversity gained even more popularity in the day-to-day affairs of business around the world.
From the onset, it is important that the company leaders have defined the values of the company so that they can locate a befitting spot for Diversity & Inclusion (D&I) within them. Secondly, they have to effectively communicate to their employees and associates why Diversity & Inclusion is a key factor.
In April 2019 the I.D.E.A.S. (Inclusion. Diversity. Equality. Awareness. Success) Project, which is funded by the Rights, Equality and Citizenship Programme of the European Union and which helped launch the diversity charters in Croatia, Romania and Slovenia, published an e-book on best practice examples in achieving workforce diversity in the region. The examples were collected from the charters’ signatories and the ebook can be downloaded online.
In times when diversity is called into question, as an employer initiative the German Diversity Charter saw it as even more her responsibility to communicate her common values to the outside world: all employees should be valued – regardless of gender, nationality, ethnic origin, religion or worldview, physical and mental ability, age, sexual orientation and identity. The initiative is convinced that mixed teams come up with better solutions and
On May 28th the 7th German Diversity Day will be held under the motto of #FlaggefürVielfalt (flag for diversity) to bring attention to the diversity of both the German society and the workforce. Initiated by the German Diversity Charter the day of action takes place annually to further promote the charter’s principles of diversity. It is supported by the programme “integration through qualification” by the Federal Ministry of Labour and Social Affairs.
On 16 May, the annual European Diversity Charters conference was held in Brussels, this time under the subtitle ‘United in Diversity – a common challenge’. Previous meetings have focused on the relations between diversity and business profit, the needs of the job market, aging Europe, avoiding discrimination, the role of public sector in the development of diversity and inclusion and other subjects.
In May 2019 the Greek Diversity Charter was launched by KEAN-Cell of Alternative Youth Activities in Zappeion Hall with the support of the Greek General Secretariat for Gender Equality of the Ministry of Interior, the Economic and Social Council of Greece, the Federation of Municipalities in Greece and the Hellenic Federation of Enterprises.
Latvia launched its own diversity charter on 12 February 2019 with the association Open Centre to develop a respectful society and strengthen equal opportunities principles in the workplace. 28 companies have signed the charter and thus commit themselves to promoting diversity and equal opportunities for its staff.
To contribute to ensuring equality and social inclusion at the workplace and in the society, Diversity Development Group and SOPA launched the Lithuanian Diversity Charter on 3rd of October 2018. By launching the Charter, Lithuania became the European Union’s 22nd country to accede to the Diversity Charter platform. Almost 30 organisations have signed the Charter.
The European Commission is organising this year’s annual forum to promote diversity and inclusion at the workplace.
Since the principle of equal pay for men and women introduced in the Treaty of Rome in 1957 and gender equality directives adopted since the 1970s, after almost 20 years of the Race Equality and ...
Unemployment among young Roma with university education is below 3% and is comparable to the level of unemployment among mainstream university graduates all over the country (approximately 2.5% in 2018). The risk of poverty, which affects one in five Bulgarian, is practically non-existing for the highly educated Roma. Their income is comparable to that of all ...
CSR AdviceBox and Junction Bulgaria presented the first of its kind research on the state of CSR in Bulgaria. The research was conducted between 1 October and 31 December 2018 among TOP 300 employers in Bulgaria. The main findings of the study indicate ...