How to build a business approach to gender equality
Data-driven & measuring impact: using tools such as benchmarking, metrics and accountability
What policies and best practices to implement: looking at equal pay, recruitment and career progression, leadership development training & mentoring, flexible working…
Imbedding gender equality into the corporate culture
business approach to gender equality
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As workforces shift and evolve technologically and interpersonally, it’s no wonder diversity in the workplace is a critical, ongoing discussion organizations need to be having.
Gender equality is a priority for most CEOs, but their companies fall short. Dominic Barton of McKinsey explains why that’s so and how to remedy it.
Businesses started caring a lot more about diversity after a series of high-profile lawsuits rocked the financial industry. In the late 1990s and early 2000s, Morgan Stanley shelled out $54 million—and Smith Barney and Merrill Lynch more than $100 million each—to settle sex discrimination claims.
It’s hard to argue with the benefits of diversity, given the decades’ worth of studies showing that a diverse workforce measurably improves decision making, problem solving, creativity, innovation, and flexibility.
It is a truism that America has become a more diverse country. It is also a beautiful thing to watch. Visitors from other countries, particularly those having trouble incorporating different ethnic groups and faiths, are amazed that we manage to pull it off.
Over the past few days we’ve seen what happens when you assign someone a single identity. Pollsters assumed that most Latinos would vote only as Latinos, and therefore against Donald Trump. But a surprising percentage voted for him.
Women’s underrepresentation in leadership roles in organisations has attracted a lot of attention in recent years. Much of this focus centres on how women need to change in order to fit into organisations.
After a centuries-long battle for equality, it’s easy to assume that the end goal is in sight, that girls and boys growing up today can look forward to a life in which their gender does not predetermine what they go on to achieve and how they live their lives.
The 2nd edition of this groundbreaking Guidebook addresses what are Inclusion Nudges, explains the three types, and offers over 70 practical interventions to inspire you to foster greater inclusion in your organisations
MOVE THE ELEPHANT FOR INCLUSIVENESS is a non-for-profit organisation with a socio-economic purpose founded on a principle of reciprocity, gift economy, and GLOBAL SHARING.
L'Anact propose un outil gratuit qui, une fois complété de vos données issues du fichier du personnel, vous permet de réaliser votre "diagnostic égalité professionnelle". Il est accompagné de fiches pratiques pour faciliter l'analyse collective des résultats obtenus et la construction d'un plan d'action.
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Our mission is to use the EDGE global certification system and label to engage corporations across the world in fostering equal career opportunities for women and men in the workplace.
Since the launch of the globally renowned Dow Jones Sustainability Index (DJSI) series in 1999, RobecoSAM has been driving innovation in the fields of ESG investing.