In under 12 months from now, it’s 2020, when all those surveys and white papers that we have read will supposedly come to fruition…yet it’s all feeling very “samey” isn’t it?
I remember last year my CEO asked me to find out how many working mothers we had in our employment (total pop m+f c 90k). Although the data is not stored in that fashion making a few assumptions I sat down with him and had a conversation about the answer, but more importantly that I was worried that this might not be the right question.
Entrepreneurs come in all shapes and sizes. Yet, so many people fall into the mindset that being a business owner is a young man or woman’s place. The idealized image of an entrepreneur today is someone who’s up all hours of the day and night working. They focus 100% on their business 100% of the time, and that’s the only path to success.
Innovative and, some would say, radical organisation design methods like Holacracy have sought to get rid of traditional management structures with the aim of introducing more agility, more creativity and more autonomy.
In part 6 of this exclusive series, Nadia Nagamootoo discusses her top tips for helping reduce the expected 217 years for global gender parity. Nadia highlights the importance of obtaining buy-in from leaders at board level, by ensuring they have the knowledge required to push this cultural change.
Workforce diversity is much more than just another corporate buzzword. It’s an important business topic these days as organizations regard differing viewpoints a critical element in being innovative and competitive in a fast changing world.
Regardless of any social factors, the individual employees within every organization have a wide variety of business-centric ideas, perspectives and behaviors that usually lead to one of two outcomes.
In part 3 of this exclusive series, Nadia Nagamootoo discusses how organisations can create a more equal playing field for men and women alike within the organisation. She looks at the importance of culture in creating gender parity for men.
Every alternate article on the World Wide Web makes a reference to unconscious bias and discrimination in one form or another. Look hard enough and you’ll find it. There are, of course, some forms of discrimination that are referred to about more often than others are. Take for example, diversity. The words that probably come to mind when you hear ‘diversity’ are – gender, race and religion; and of the three, we all know which catches the largest focus. However, there is one other form of diversity that is fast dwindling in the workplace and yet is hardly talked about.
It scares me sometimes when I think about the big decisions I’ve made on gut feel and will probably continue to make relying on my instincts.
How many research papers do we need to read or edicts from top class CEOs before we get the message that in every organisation, it all comes down to the people?