Employer branding can be a real opportunity to attract and retain women in the context of war for (female) talent, but it can be risky if the company's leadership, systems and behaviours are not ...
Access
No matter how frustrating this might be, we have to acknowledge that men hardly recognise effective inequalities in the workplace and even more rarely act against them.
So, how to promote ...
Access
Gender balance used to be about starting a women’s network or sending women on a leadership programme, but that hasn’t moved the needle. Organisations have now realised that they need to look at ...
Access
Employee networks are increasingly more popular with companies in Europe. Leverage the energy and efforts of employees to strengthen culture and collaboration. Meet new people, develop new competencies and increase employee ...
Access
Mentors and sponsors serve different purposes, but their end goal is the same: to support employees in achieving their goals. Mentors are a source of guidance, feedback and support; sponsors are senior leaders with positions ...
Access
How can you measure the success of your diversity programme?
Looking at the different elements of the Diversity & Inclusion value chain (diversity, open culture, inclusive processes and behaviours) can help you ...
Access
La féminisation des métiers dits ‘masculins’ et la masculinisation des métiers dits ‘féminins’ sont deux processus à forts enjeux qui portent en eux des risques et opportunités parfois contradictoires. Quels freins rencontrent les ...
Access
Today’s workforce spans four generations. Technology and this broad age range have changed the work environment and impacted job performance, communication, and office dynamics. A multi-generational workforce creates challenges related to diverse perspectives, ...
Access
72% of employees would consider leaving an organisation for one they think is more inclusive, a recent Deloitte study finds, and 32% believe senior leadership has the greatest impact on inclusion in the ...
Access
Many studies are showing that the traditional diversity trainings don’t work. For example, unconscious bias training effects last 2 days, and can often have an adverse effect. So what does a good gender ...
Access
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 ...
Access
What are the best sourcing and recruiting methods to ensure workplace diversity?
How can we optimise the hiring process to attract more women?
How can we making recruiters, hiring managers, and executives accountable for
...
Access
