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Many organizations strive to create winning diversity strategies to support all types of diversity, including gender, ethnicity, age and more. However, despite the importance, strong D&I cultures are still not the norm in most workplaces today.
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Discrimination & harassment lawsuits have illuminated the role of leaders and managers in workplace inclusivity, but new research from the Limeade Institute shows that interactions between peers on your immediate team matter the most.
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The topic of diversity and inclusion (D&I) has been a hot button issue in the industry for some time now. Many organizations strive to create winning diversity strategies to support all types of diversity, including gender, ethnicity, age and more.
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Finding, recruiting and retaining top tier talent has been a long-term challenge for organizations of all sizes, with in-demand staff becoming more aware of their bargaining power as unemployment rates remain low.
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Plenty of evidence supports that a diverse workforce is good for business. Research by McKinsey, Gallup and others have proven that a more inclusive environment drives innovation, business growth and overall better business performance.
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At Calibre One, we have seen this first-hand. Our technology clients demand a diverse slate of executive candidates on retained searches. As a result, we have assisted in diversifying many corporate boards.
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Diversity is always top of mind for HR professionals, and certainly a topic I care about deeply. At my own company, PointClickCare, our approach prioritizes diversity in all of its forms — cultural, religious, sexual orientation, age, and gender—
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Triggered by the Swedish student I have given the subject some more thought, and I am now more convinced that if you are really serious about diversity (not only gender diversity, of course) it helps if you start measuring rigorously.
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Good time management can mean getting your work done more efficiently and quickly, while bad time management can mean an entire day goes wasted on jumping between projects and distractions.
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