Panelists: Michele Meyer-Shipp, KPMG principal, chief diversity & inclusion officer; Marion Brooks, Novartis Pharmaceuticals vice president and U.S. country head, diversity and inclusion Patricia Rossman, BASF chief diversity officer and HR communications In this webinar,…
KPMG’s Michele Meyer-Shipp and Toyota Financial Services’ BillieJo Johnson Discuss Women of Color Supporting Women of Color
At DiversityInc’s second annual Women of Color and Their Allies event, panelists Michele Meyer-Shipp, principal, chief diversity and inclusion officer at KPMG (No. 9 on the DiversityInc Top 50 list) and BillieJo Johnson, financial services…
By Alana Winns and Christian Carew KPMG Audit Partner gives advice on how to shrink the confidence gap and show up more confident at work. editsharetrending_up
KPMG Audit Partner gives advice on how to shrink the confidence gap and show up more confident at work.
KPMG Audit Partner gives career advice on accelerating your career by aligning expectations with your manager.
KPMG Partner, Chief Inclusion and Diversity Officer Sue Townsen explains why you need your own board of directors.
Kellogg and KPMG detail how they’ve been successful in encouraging employees with disabilities and LGBTs to self identify.
“In order to have the best talent, you need to cut across the widest spectrum of people,” says Darren Burton, Vice Chair of Human Resources, KPMG.
While Asian Americans experienced success in obtaining entry-level positions, they are far less likely to be promoted into senior management than other employees — despite having higher levels of education.
What qualities do companies look for in determining who is a high potential?
Why is the labor-participation rate for women at a 27-year low? U.S. companies face a triple problem in keeping women employed – lack of good maternity policies, continued wage gap, and the valid perception that women aren’t making it to the top.
How accurately is your company determining who should be a high potential? The old nine-box matrix is increasingly coming under fire as new ways of including talented employees — and factoring in diversity — take hold.
The companies with the best data for women in management and senior roles use three best practices most frequently – mentoring, employee-resource groups, and flexible workplaces.
While most U.S. companies lack comprehensive paid maternity leave, DiversityInc Top 50 companies are leading the way with generous benefits.
Best practices from companies that have used cross-cultural mentoring, coaching and sponsorship to drive engagement, retention and promotions.