The new world of work marks the start of a new chapter for diversity and inclusion (D&I) initiatives. Rather than being viewed as solely an HR issue, cultivating a culture of empowerment and inclusivity is now something the entire C-suite prioritizes. In fact, about 1 in 2 CEOs view building a diverse, equitable, and inclusive workforce as one of their top challenges for 2022.
In honor of International Women’s Day (IWD), we spoke to Noa Geller, Papaya Global’s VP HR, about the steps Papaya Global has taken to achieve an even split of men and women across the company.
IWD is an annual celebration of women’s accomplishments and an opportunity to highlight ways to promote gender equality. Noa explained why gender balance is so important and how to #BreaktheBias – the theme of this year’s IWD campaign.
Recent research shows that 63% of leaders now expect contingent ED&I initiatives to become a higher priority due to seismic cultural shifts across the world.
Cultivating a diverse contingent workforce is now more important than ever, not just from a moral perspective but also from a performance perspective.
The BTN is delighted to partner with Resource Solutions on their latest Whitepaper around 'Cultivating a diverse contingent workforce '.
The Whitepaper from ResourceSolutions identifies the following in four chapters:
If you want to generate success in your company and work in a harmonious environment, then you need to consider each and every one of your employees, get to know their interests, and offer them the best treatment and commitment. However, one of the most important principles that should be commonplace in every organisation is the equal treatment of employees (regardless of gender, race or religion).
The Covid-19 pandemic has had a reversal effect on gender equality. In 2021, the percentage of women in or looking for work in the US was at 57.4% – the lowest it had been since December 1988.
Many organisations want to actively promote gender equality in the workplace. But even with the best intentions, bias can be unconsciously embedded within every stage of the recruitment process. This puts women at a disadvantage and stifles any effort towards the development of a truly inclusive culture.
Download this guide to learn:
Recently, I had the pleasure of delivering a workshop for the ICSA conference in London.
As the premier conference event for company secretaries, board and governance professionals it was an opportunity to explore how inclusion and diversity in corporate governance, in all its guises, is being addressed. It was encouraging to realise that the issue of inclusion was not a discrete topic of discussion but one that permeated many of the issues under scrutiny.
#WomenInTech #Diversity #TalentManagement
We all look and feel so amazed and astonished when a sexual harassment case at work comes up... The truth is that this happens every day, everywhere, because in a certain way society allows it and even in some cases rewards it. Bullying and harassment are unacceptable (not to mention immoral and unethical) behaviours but, what happens when society sees them as positive, mainly at work, where dominant and aggressive personalities are seen as traits of proper leaders?