Diversity & Inclusion

Recruiting and retaining a work force that is diverse in gender, race and other markers of difference provides businesses and organizations with innovative ideas and a competitive edge. Diversity provides a significant advantage in competing for clients, customers and suppliers in today’s global marketplace. NCRW is supporting diversity efforts by recommending best practices for recruiting, retaining and advancing the careers of women, particularly women of color. This research extends to examining the benefits of diversity in leadership and how women’s participation improves decision-making. NCRW is helping companies to assess their workplace environments and identify barriers to inclusion: from practices, to policies, to the informal culture of organizations. NCRW’s Corporate Circle supports companies in their efforts to strengthen and advance policies that boost diversity and inclusion.

Strengthening the diversity of top academic leaders

 Findings and insights from Egon Zehnder International’s Global Academic Leadership Survey 

Most leading academic institutions are strongly committed to diversity, a commitment visible in their policies on staff recruitment and student admissions, as well as in their academic programs. Yet how diverse are their leaders? A survey by Egon Zehnder International of over 300 top universities and research institutions worldwide shows that the most senior level of academic leadership remains overwhelmingly male and locally-born.

URL: 
http://www.egonzehnder.com/us/clientservice/diversityandinclusion/thoughtleadership/publication/id/17500687

theFIT Report on Workplace Culture

 Women work longer days and report working more often on vacation than their male counterparts. Yet, women also report greater perceived satisfaction with their compensation, according to new data released today in theFIT’s first Report on Workplace Culture. Fifty- four percent of women report working nine or more hours a day, compared to 41 percent of men. The report includes survey data from over 5,000 U.S. employees.

URL: 
http://www.thefit.com/images/theFITReportonWorkplaceCulture.pdf

Women in Banking

 Politicians and employers recognise that gender should be no barrier to career progression. Yet women continue to be under-represented at senior levels across the UK, particularly in the banking sector.

 
Research by the Institute of Leadership & Management, sponsored by RBS, investigates why so few women are promoted to senior management positions in banking and identifies the challenges they face. The report also propose solutions for the future.
URL: 
http://www.i-l-m.com/research-and-comment/womeninbanking.aspx

The Cranfield FTSE Female Index

 Since 1999, the annual Female FTSE benchmarking report has provided a regular measure of the number of women executive directors on the corporate boards of the UK's top 100 companies.

 
The Female FTSE Index is announced each year in November, and attracts considerable press attention in the UK and internationally. The study was hosted at the Chancellor of the Exchequer's offices at No. 11 Downing Street in 2004. Reports are available from 2001 onwards. The Index is incorporated in the Reports.
URL: 
http://www.som.cranfield.ac.uk/som/ftse

Be a Catalyst for Change: Shirley Chisolm's Lifelong Legacy

Date/Time: 
03/29/2012

THE CONFERENCE WILL BE IN THE WOODY TANGER AUDITORIUM, BROOKLYN COLLEGE LIBRARY, BROOKLYN COLLEGE

Event flyer: click here.

9:30AM
Introduction: Barbara Winslow, Director Shirley Chisholm Project of Brooklyn Women’s Activism
Welcome and Greetings, Karen Gould, President Brooklyn College
Greetings:
Professor Namita Manohar, Coordinator Women’s Studies Program
Professor Lynda Day, Endowed Chair in Women’s Studies, Brooklyn College
Salute to Shola Lynch, documentary filmmaker Chisholm 72: Unbought and Unbossed
Keynote: Professor Beverly Guy-Sheftall, Spelman College
Chair: Professor Gunja Sen Gupta, Brooklyn College

Government That Looks Like America? Racial and Ethnic Diversity in Financial Regulatory Institutions

 Diversity in executive management is low at all agencies when compared to the percentage of people of color in the civilian labor force. Three agencies—the Federal Reserve Banks of St. Louis, Boston, and Cleveland—have no people of color in executive management.

From the Greenlining Institute

URL: 
http://greenlining.org/publications/pdf/649/649.pdf

World Development Report 2012: Gender Equality and Development

 The 2012 World Development Report on Gender Equality and Development finds that women's lives around the world have improved dramatically, but gaps remain in many areas. The authors use a conceptual framework to examine progress to date, and then recommend policy actions.

URL: 
http://go.worldbank.org/CQCTMSFI40

Thinking big: how to accelerate the growth of women-owned companies

The Ernst & Young study, based on Babson College Center for Women’s Leadership research, revealed that four years into the Entrepreneurial Winning Women Program, it is a model that can spur dramatic growth. Program participants’ companies have grown almost 50 percent each year on average, with a corresponding average annual job growth rate of more than 25 percent.

URL: 
http://www.ey.com/US/en/Services/Strategic-Growth-Markets/Thinking-big---EY-Entrepreneurial-Winning-Women---Realizing-the-potential-of-women-entrepreneurs
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